Beyond Quick Fixes: Leading with Long-Term Vision

Leaders often fall into the trap of short-term thinking, sacrificing employee growth and trust for immediate results. 

In this episode, we dive into why being "too busy" is no excuse for neglecting your team’s long-term potential. Discover how quick fixes can backfire, leading to turnover, disengagement, and a toxic culture—and explore the transformative power of intentional, strategic leadership. Learn actionable steps to shift from band-aid solutions to meaningful investments that build trust, engagement, and a thriving workplace. If you’re ready to stop managing symptoms and start curing the disease, this episode is for you.

And connect with me for more great content!

• Sign Up for R@W Notes
• Subscribe on Youtube
• Follow on Linkedin
• Follow on Instagram
• Follow me on Threads
• Follow on TikTok
• Email me anytime

Transcript

Welcome back to Relationships At Work – Your guide to building workplace connections and avoiding leadership blindspots..  I’m your host Russel Lolacher

I’m a communications and leadership nerd with a couple of decades of experience and a heap of curiosity on how we can make the workplace better. If you’re a leader trying to understand and improve your impact on work culture and the employee experience, you’re in the right place. 

This mini-episode is a quick and valuable bit of information to help your mindset for the week ahead. 

Inspired by our R@W Note Newsletter, I’m passing on to you… 

The Troubling Impact of Short-Term Thinking

Leaders are busy. I am. You are. I get it. But being “too busy” is one of the biggest roadblocks to effective leadership—it creates an environment where poor decisions and bad outcomes become inevitable.

Why? Because we often don’t take (or aren’t given) the time to be thoughtful and strategic. Many of us work in cultures that deprioritize reflection and long-term planning. In an effort to get it all done, we default to short-term thinking and quick fixes—band-aid solutions to issues that actually require leadership - long-term strategies and commitment.

The problem? These quick fixes often cause more damage in the long run. And, because we’re so busy, we rarely circle back to address that damage until it’s too late. 

Let’s take employee investment as an example.

Short-Term Thinking Looks Like:

• Performance Reviews: Focusing exclusively on short-term goals or quarterly targets, with little to no consideration for the employee’s long-term growth. It becomes a box-checking exercise instead of a meaningful discussion.
• Dealing with Underperformers: Punishing them without seeking to understand the root cause of their struggles or providing meaningful opportunities for improvement.

The Resulting Damage:

• Increased Turnover: Employees feel undervalued and disposable. They’ll seek growth and recognition elsewhere.
• Decline in Performance and Productivity: Disengaged, dissatisfied employees are less motivated to give their best.
• Erosion of Trust in Leadership: When employees don’t feel cared for, the culture becomes toxic, and leadership credibility takes a hit.

This approach focuses on symptoms, root causes. It’s about “What can I fix now?” rather than “What’s best for my employees’ experience and the organization’s future?” 

Now, let’s consider a longer-term approach.

Long-Term Thinking Looks Like:

• Performance Reviews: Balancing current performance with future aspirations. Set long-term career goals that align with both the organization’s mission and the employee’s values and interests.
• Supporting Underperformers: Providing constructive feedback paired with resources like training, mentorship, or development plans. Follow up regularly to discuss progress, address challenges, and identify opportunities.

The Resulting Benefits:

• Higher Engagement: Employees feel valued and supported, leading to greater motivation and effort.
• Improved Retention: A clear path for growth and recognition makes employees more likely to stay.
• Positive Workplace Culture: Trust and mutual respect between employees and leadership lead to a healthier, more productive environment.

Where Would You Rather Work?

Good leadership isn’t transactional, though short-term thinking often makes it seem that way. Leadership isn’t about quick fixes to satisfy higher-ups or to clear tasks off your plate. It’s about building a solid foundation for your team and organization to grow from.

That requires intentionality. To get in the right mindset, leaders must ask themselves questions like:

• “Is this decision in the best interests of my team’s long-term health?”
• “How does this fit into my employee’s career journey?”
• “Will my actions today give them a clearer path for growth over the next year or beyond?”
• “Am I having a meaningful conversation or just trying to get this over with?”

We can’t underestimate the influence we have on our employees—their experiences, careers, and future trajectories. Demonstrating that understanding means treating every interaction as part of a much longer journey. 

Great leadership recognizes that investing time and energy into employees today pays dividends for the organization tomorrow.
So let's focus on those relationships, not one-night stands.