Results or People?

As leaders, we’re often presented with a subtle—but dangerous—dilemma:

Should I prioritize delivering results or supporting my people?

The truth is, this either/or framing is a not the healthiest way to make choices in your leadership.

In thriving organizations, strong results stem from strong relationships. When leaders foster trust, navigate conflict effectively, and set clear expectations with accountability, people don’t just feel better—they perform better.  It’s not people instead of performance; it’s people driving performance.

I’ve worked with leaders who were laser-focused on hitting quarterly targets—but their teams were exhausted, disengaged, and quietly preparing to leave. I’ve also seen leaders who were so focused on harmony that they avoided difficult conversations, letting standards slip. In both cases, something vital was missing: balance.

What if we stopped asking, “Results or people?” and instead asked, “How can I support my team in producing meaningful results—sustainably?”

Here are three ways to shift your leadership lens:

1. Be clear on outcomes—and flexible on how.

   Set clear expectations but empower your team to bring their own strengths and creativity to the process.

   
   

2. Check in, not check out.

   Regular one-on-ones that go beyond task lists create space for feedback, growth, and connection. Don’t just ask what’s getting done—ask how your people are doing.

   
   

3. Model sustainable success.

   Burnout is not a badge of honor. Show your team that rest, boundaries, and balance are part of long-term effectiveness.

   
   

When we care for people and hold them to a high standard, we’re not compromising—we’re leading. The most effective leaders understand that people are not a distraction from performance. They’re the key to it.

This month, I challenge you to reflect on these two things:

1. Where am I leaning too far into results at the expense of people—or vice versa? 

2. What is one small shift that would bring greater balance?