Raising the Level of Excellence on Your Team

One of the most important leadership questions you can ask when your team isn’t delivering what’s needed is:

“Is this ignorance or rebellion?”

In other words, are they unaware of what’s expected—or are they choosing not to follow through?

This distinction changes everything. If it’s ignorance, the solution is teaching. Clarify expectations, equip them, and make sure they have the tools and understanding to do what’s being asked. Often, leaders assume something has already been communicated clearly when it hasn’t. So slow down and check for clarity before correcting for behavior.

If it’s rebellion—when someone knows the expectation but consistently chooses to ignore or resist it—then it’s time for correction. But even in correction, the posture matters. Go into the conversation owning your part: “If I haven’t made this clear or helped you understand why it matters, that’s on me.” Taking the blame first sets the tone for honesty, not defensiveness.

Then, make a heartfelt appeal: “Here’s why this matters—for our culture, our mission, and the people we serve.” Paint the bigger picture. Show how their contribution fits into something greater than a task list.

Finally, build a coalition. Don’t try to carry the culture alone. Surround yourself with people who “get it,” and who can help lead the room with you. When others see a unified group moving in the same direction, it creates positive peer influence and raises the standard for the whole team.

In moments of misalignment, remember: great leaders don’t just correct—they teach, inspire, and bring others with them.