Building High-Performing Teams: Shulin Lee’s Leadership Blueprint
Effective team leadership transforms organisations by fostering trust, driving innovation, and ensuring sustainable performance in today’s dynamic world. In the third installment of our Talent Talk Asia Episode 60 series, Shulin Lee, founder of Aslant Search, shares her evolution from a solo million-dollar biller to a leader who empowers high-performing teams. Her strategies align with our Systemic Team Coaching principles at The Career Establishment, emphasizing psychological safety, diversity, and resilience. In a competitive market where specialized roles like legal recruitment face high demand, Shulin’s approach offers a powerful blueprint for building teams that thrive.
🎧 Listen to the full episode: Habits of a Million Dollar Legal Biller
The Evolution to Team Leadership
Shulin began building her team at Aslant Search 3-4 years ago, marking a significant shift from her individual success. “What changed when you started building that team? Just how much I don’t know,” she admits. Initially, she assumed her rapport-building and deal-closing skills could be easily replicated, expecting her team to mirror her achievements. This assumption led to a humbling realization: effective leadership requires tailored support, not replication. Her diverse team—comprising a Spanish former lawyer, a Malaysian, a Filipino, and others—brings unique perspectives to legal recruitment, doubling their billings under her mentorship.
This evolution reflects the growing need for inclusive leadership. Diverse teams enhance innovation and decision-making, critical in industries like recruitment where client and candidate dynamics are complex. Shulin’s approach shows how leaders can bring out team potential by embracing varied backgrounds and fostering collaboration.
Why Team Leadership Matters
High-performing teams are the cornerstone of organisational success, enabling companies to navigate challenges like market volatility and talent shortages. Teams with strong psychological safety—where members feel safe to take risks—improve innovation and retention. Shulin’s leadership creates such an environment, allowing her team to excel in the high-pressure recruitment industry. Her story is especially relevant in 2025, where Singapore’s job market demands specialized skills despite a cooling in overall hiring.
Strong team leadership also drives measurable outcomes. Cohesive teams can increase productivity and reduce turnover, ensuring organisations stay competitive. Shulin’s ability to double her team’s billings demonstrates the impact of intentional leadership, a principle we emphasize in our coaching programmes.
The Cost of Poor Team Leadership
Ineffective leadership leads to disengagement, burnout, and missed opportunities. Low team engagement can reduce productivity and increase turnover, particularly in high-stakes industries like recruitment. Shulin’s early misstep—expecting her team to replicate her methods without support—highlights the need for adaptive leadership. Without it, teams risk stagnation, losing their edge in markets where innovation and agility are paramount.
Poor leadership also affects morale. When leaders fail to foster trust or prioritize well-being, team members may disengage, leading to higher stress and lower performance. Shulin’s shift to mentorship over directives shows how addressing these risks can transform outcomes, creating a sustainable team culture.
Leadership Lessons for Building High-Performing Teams
Shulin’s experience offers actionable lessons for leaders across industries:
Mentorship Over Directives: “My team members need my support,” Shulin realised. Her hands-on coaching doubled hires’ billings by focusing on individual strengths, fostering growth and confidence.
Strategic Bandwidth Allocation: Shulin plans to reduce personal billing to mentor future million-dollar billers. “It scares me, but it’s exciting,” she says, reflecting the value of delegation to scale impact.
Prioritizing Well-Being: To combat burnout, Shulin sets client criteria like responsiveness and fair terms. “There are too many time wasters,” she warns, emphasizing sustainable partnerships.
These lessons align with our Systemic Team Coaching, which helps leaders build trust and alignment for lasting success.
Protecting Team Health in a High-Pressure Industry
Recruitment’s relentless pace can lead to exhaustion, with many professionals reporting stress-related challenges. Shulin’s selective client strategy—prioritizing responsive partners with access to decision-makers—protects her team’s mental and physical health. This approach ensures sustainable performance, allowing her team to focus on high-value work. Our Team Health Check Assessment similarly identifies blind spots, fostering trust and improving team dynamics.
Leaders can protect team health by setting boundaries, encouraging open communication, and leveraging tools like AI to streamline workflows. These practises reduce stress and enhance efficiency, enabling teams to thrive under pressure.
Practical Steps for Team Leaders
To build a high-performing team like Shulin’s, implement these 12 actionable steps:
Assess Team Needs: Conduct monthly surveys to identify three support areas, improving engagement.
Embrace Diversity: Hire candidates from varied backgrounds to enhance innovation.
Set Client Standards: Define criteria like responsiveness, reducing stress.
Mentor Actively: Schedule weekly check-ins, increasing performance.
Delegate Strategically: Delegate 10 tasks monthly to free bandwidth.
Leverage Technology: Use AI for candidate screening, saving time.
Track Team KPIs: Monitor four metrics (e.g., engagement, closures), targeting quarterly growth.
Foster Psychological Safety: Encourage open feedback in meetings, building trust.
Celebrate Wins: Acknowledge three team achievements monthly, boosting morale.
Provide Training: Offer two skill-development courses quarterly, enhancing capabilities.
Promote Work-Life Balance: Encourage time off, reducing burnout.
Seek Coaching: Engage professional coaching to enhance leadership clarity.
Avoiding Team Leadership Pitfalls
Common mistakes can derail team success:
Overloading Teams: Reduces efficiency and morale.
Ignoring Diversity: Limits creativity and innovation.
Neglecting Well-Being: Increases turnover and stress.
Regular team assessments and coaching, like Shulin’s mentorship, resolve most issues. Monthly reviews ensure alignment, as seen in her team’s doubled billings.
Real-World Applications Across Industries
Shulin’s strategies are versatile. A tech manager could:
Survey team needs, identifying three gaps in one month.
Hire two diverse candidates, boosting innovation.
Use AI for scheduling, saving time weekly.
Post three team success stories on LinkedIn, reaching 1,000 professionals.
Mentor two team members, doubling their output in six months.
Track four KPIs, achieving quarterly growth.
Offer wellness workshops, reducing stress.
A retail leader could:
Set client criteria, minimizing time wasters.
Conduct weekly check-ins, improving performance.
Celebrate three team wins, enhancing morale.
Seek coaching, boosting decision-making.
Attend four diversity-focused events quarterly, gaining leads.
Implement AI tools, streamlining workflows.
Train staff on new skills, increasing efficiency.
These steps mirror Shulin’s success, amplifying team performance and online presence.
The Role of Systemic Team Coaching
At The Career Establishment, our Systemic Team Coaching fosters alignment and trust, much like Shulin’s mentorship. A healthcare client we coached improved team engagement through similar methods, achieving measurable results. Shulin’s focus on well-being and diversity underscores the need for holistic leadership in today’s market.
Scaling Team Leadership Globally
Global leadership requires adaptability across cultures and markets. Digital storytelling on LinkedIn amplifies reach, while flexible strategies enhance success. Shulin’s diverse team and selective client approach position Aslant Search as a global player, inspiring leaders to build inclusive, high-performing teams.
Overcoming Leadership Challenges
Leaders often face self-doubt, particularly during team transitions. Shulin counters this by focusing on mentorship and well-being. To overcome challenges:
Journal three leadership obstacles weekly, addressing most through action plans.
Seek feedback from two mentors monthly, boosting confidence.
Celebrate five small team wins monthly, increasing momentum.
Looking Ahead
Shulin’s team-building blueprint sets the stage for Part 4, exploring her strategies for authenticity and work-life balance. Revisit the previous parts, or listen to Episode 60.
Series Navigation
Part 1: From Lawyer to Recruiter: Shulin Lee’s Career Transition Blueprint
Part 2: Million-Dollar Mindset: Shulin Lee’s Secrets to Consistent Success
Part 4: Authenticity in Leadership: Shulin Lee’s Work-Life Balance Strategies
Part 5: Future-Ready Leadership: Shulin Lee’s Guiding Principles