These habits are often rooted in good intentions. Protecting people. Moving fast. Trying to stay in control. But over time, these patterns drain motivation, reduce trust and make it harder for teams to perform.
If you want 2026 to be a stronger year for your team, start by avoiding the leadership behaviours that get in the way.
Unclear expectations are one of the most common reasons teams stall. People fill gaps with assumptions, and each person hears something different. Work becomes reactive, and leaders spend more time correcting than guiding.
Make 2026 the year you remove guesswork.
Be specific about what matters, what flexibility people have and how progress will be measured. Clarity strengthens confidence and reduces friction.
Many leaders interpret silence as agreement or stability. In reality, silence often hides uncertainty or hesitation. When people do not feel comfortable raising concerns, leaders lose visibility of what the team needs.
Short conversations give you more insight than long assumptions.
Create regular moments where people can be honest without fear of judgement. It protects wellbeing and gives you better information to lead effectively.
People rarely announce when they are overwhelmed. You will see it through lower energy, more mistakes, slower decisions and tension that was not there before. If leaders miss these signs, small issues solidify into long-term strain.
Respond early in 2026.
Review workloads, adjust priorities and acknowledge that pressure affects performance and wellbeing. When people feel supported, they recover faster and perform better.
Teams notice inconsistency long before leaders do.
A supportive message loses credibility if decisions contradict it. Similarly, transparency loses impact if information is filtered or delayed.
In 2026, your team will need behaviour they can rely on.
Consistency builds trust, and trust drives performance. Reflect on how your daily actions align with the expectations you set.
Leaders often take on too much because they want to protect the team.
Although well meant, this creates bottlenecks and leaves people unsure about their role in solving problems.
Next year, give people space to contribute and step into responsibility.
It builds capability, reduces overload and strengthens the team’s ability to adapt.
Delaying a conversation does not remove the issue. It simply shifts the emotional and operational cost into the future. Teams can sense unresolved tension, and it affects how they work.
A clear, respectful conversation helps people adjust and move forward.
It provides direction and removes the pressure of uncertainty.
Leadership plans often fail because they are based on assumptions rather than evidence.
Teams change over time. Strengths shift. Frustrations build. Informal norms shape how people collaborate.
Before setting 2026 goals, understand what your team truly needs.
Psychology-led assessments shine a light on strengths, pressure points and behaviours that influence performance. Leaders who work from accurate insight set teams up for success far more effectively.
You do not need to overhaul your leadership style to make 2026 a stronger year.
You simply need awareness, intention and the willingness to replace old patterns with behaviours that support clarity, trust and energy.
If you want support with this, our psychologists work closely with leaders to help them understand their impact, navigate pressure and guide teams with confidence.
🔗 Explore how we develop leaders: https://zealsolutions.co.uk/training