Even when a company is growing and profitable, internal alignment can lag behind. In this case, the CEO has been focusing on vision and growth, but the people side of the business is starting to show cracks.

Here are some key lessons from this stage of leadership:

1. Psychological Safety Is Non-Negotiable

When employees feel unable to give feedback internally, it’s a signal that communication channels are broken. Formal complaint systems, clear HR processes, or dedicated touchpoints aren’t just administrative, they’re foundational. Leaders need to proactively create an environment where team members feel safe speaking up before issues escalate.

2. Don’t Wait for a Crisis to Act

Slow decision-making at the Board or leadership level can cascade into delays, confusion, and frustration for employees. Leadership isn’t just about setting vision; it’s about moving deliberately, taking small but consistent actions, and addressing people issues before they become emergencies.

3. Engage Your Team as a Cohesive Unit

Sometimes individual coaching isn’t enough. Bringing the leadership team together, aligning roles, and clarifying expectations can create collective accountability. Even a small, focused workshop can start the process of turning scattered intentions into coordinated action.