Leadership Radar: Tuning In To What You Can't See

Ever wonder why pilots rely on radar, even when they can see clearly? Because some things aren’t visible until you actively look for them.
Leadership works the same way. What you see—someone’s attitude, engagement, or performance—is only part of the picture. But what about the pressure, stress, or personal challenges they aren’t vocalizing?
If you’re only responding to what’s visible on the surface, you might misinterpret what’s actually going on. Great leaders train themselves to tune in like a radar, picking up on the signals others might miss.

The Problem: What You See Isn’t Always the Full Story
People don’t walk into work as blank slates. They bring stress, emotions, personal struggles, and external pressures with them. But because most of these remain invisible, leaders sometimes react to what they see without considering what’s driving that behavior.
🔹 A normally engaged team member seems distant.
🔹 An employee who’s always on top of things misses a detail.
🔹 Someone seems less enthusiastic than usual.
If we take these moments at face value, we might assume they don’t care, they’re disengaged, or they aren’t capable. But more often than not, the real issue is something unseen—outside of our immediate awareness.

The Fix: How to Use Your Leadership Radar
Before reacting, take a leadership pause and ask yourself:
✅ What signals am I picking up beyond what’s obvious?
✅ Is there stress, pressure, or something personal affecting their performance?
✅ How can I support them—without making assumptions?
This simple check-in can turn frustration into curiosity and build trust instead of tension.

Real-Life Leadership in Action
📡 A school principal notices a top-performing teacher struggling with engagement. Instead of assuming burnout, they pull them aside and say, “I’ve noticed you seem a little off lately—what’s going on?” The teacher shares they’re managing a difficult situation at home. A simple conversation leads to small workload adjustments, preventing further stress and disengagement.
📡 A fan experience leader sees an event staffer who is usually full of energy seeming disengaged. Instead of jumping to conclusions, they check in: “You’re usually the spark in the room. What’s taking up most of your energy today?” The employee shares they didn’t sleep well due to a sick child. A quick recognition of their effort lifts their energy, and they finish the shift strong.
📡 When I was a head football coach, I once got after one of my athletes when he was late for practice. I mean, I really got after him—I was not nice. After I finally let him talk, he shared that he had just found out his grandmother had died. From that experience, I learned to always start by asking, “Is everything okay?”

How to Apply It This Week
1️⃣ Start Conversations with a Simple Check-In – Instead of asking “How are you?” (which gets automatic responses), try “What’s taking up most of your energy today?”
2️⃣ Look for Signals Beyond the Surface – Is someone quieter than usual? Rushing through tasks? Instead of assuming, ask.
3️⃣ Create a Safe Space for Honest Answers – When people feel safe to share, you’ll get real insight instead of a “fine” or “good.”
4️⃣ Turn Awareness into Action – Small adjustments—offering flexibility, shifting a deadline, or even just showing you care—can boost engagement and trust.

The Leadership Takeaway
The best leaders train themselves to pick up on the signals beneath the surface. When leaders ask better questions and lead with curiosity, they turn assumptions into awareness and create teams that feel seen, valued, and supported.
I would love to hear how do you check in with your team beyond surface-level interactions? Reply and let me know!