If Your Leadership Team isn’t Strong - Neither is Your Leadership

Growing up, I was on a basketball team that had an amazing player. I would watch (from the bench) as he would dominate the first half of every game.

But by the time the second half of each game arrived, the other team adjusted their defense. I watched (from the bench) as the they forced the ball out of his hands. The rest of the team struggled to step up, missing key shots and turning the ball over. Despite his talent, we would lose most games.

I see this happen in organizations all the time. A CEO or leader works hard to build a strong leadership team, but one underperforming leader creates drag—lowering engagement, slowing progress, and frustrating others. And yet, many leaders hesitate to address poor performance at the leadership level, fearing discomfort or hoping the problem will resolve itself.

However, a leader’s strength isn’t measured by their personal performance, it’s measured by how strong they make their team.

You can be an exceptional leader, but if you tolerate mediocrity on your leadership team, that mediocrity spreads. Just like in basketball, if one player consistently misses defensive assignments or turns the ball over, it doesn’t just hurt them—it hurts the whole team.

Ignoring poor leadership doesn’t just affect one department—it affects the entire business. It creates disengagement, lowers morale, and signals to others that underperformance is acceptable. High performers notice, and they either disengage or leave. The longer it goes unaddressed, the harder it becomes to correct.

So, what can you do?

• Set and hold to the standard. Clearly define what great leadership looks like in your organization. If someone isn’t meeting that standard, address it directly.

• Have the hard conversations. Avoiding discomfort only makes the problem worse. Be honest, be direct, and be solutions-focused.

• Support growth and set a limit. If a leader is struggling, give them the tools and feedback to improve. But if improvement isn’t happening, don’t let loyalty or hesitation outweigh what’s best for the business.

• Model accountability to all. If you expect excellence from your team, demonstrate that you hold everyone—including yourself—to that same standard.

The best leaders don’t just perform well themselves; they build teams that perform well. If your leadership team isn’t strong, neither is your leadership. And if you’re hesitating to address poor performance, ask yourself: Am I leading at an elite level - or am I just putting up points while my team struggles to keep up?