Being a better leader isn’t about knowing all the answers.
It’s about how you navigate challenges, inspire action, and create an environment where people, and ideas, thrive.
Yet, for many high-achievers, leadership feels like walking a tightrope. You want to drive results without being overbearing, build relationships without crossing boundaries, and earn respect without demanding it.
The truth? The best leaders aren’t perfect. They’re intentional. They focus on actions and lead with clarity, consistency, and empathy.
It also isn’t something you “get right" once. It takes practice where you’re constantly learning, refining, and evolving. If you’ve ever questioned your leadership style or wondered if you’re doing enough to elevate your team, you’re not alone. Becoming a better leader forces you to grow, often beyond your comfort zone.
Let's dive in!
What prevents good leaders from becoming great
If you want to lead better, start by recognizing and overcoming key setbacks that often get in the way, like:
→ Playing it safe: As a leader, staying in your comfort zone may feel secure, but it stifles growth, for you and your team. Are you avoiding bold decisions because you’re afraid of what could go wrong? Great leadership requires calculated risks. Challenge yourself to push boundaries, even if it feels uncomfortable.
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→ Avoiding hard conversations: It’s tempting to dodge uncomfortable discussions, but avoidance is costly. Issues don’t disappear, they grow. Whether it’s giving constructive feedback, addressing underperformance, or tackling team dynamics, your willingness to have tough conversations builds trust and clarity. Ask yourself: “Am I helping my team grow, or holding them back by staying silent?”
[Check out my recent newsletter on How to make hard conversations easier]
→ Prioritizing tasks over people: Results matter, but they’re only half the equation. The most successful leaders invest in their team. Do you understand what motivates them, what challenges they face, or what support they need to thrive? Shifting your focus from output to people creates a culture where your team feels valued and empowered to deliver their best.
→ Trying to be liked instead of respected: Are you making decisions to keep the peace, or to do what’s right? Leadership isn’t about being everyone’s friend, but rather earning respect by being fair, consistent, and clear in your actions. Respect leads to trust, and trust is what inspires stronger performance.
→ Resisting change: The only constant in leadership is change. Are you holding on to what worked in the past, or adapting to what’s needed now? To be a better leader, stay curious and flexible. Look ahead, anticipate shifts, and be willing to evolve to prepare your team for what’s next.
3 strategies to improve your leadership
1/ Cultivate trust and transparency
Great leaders enable environments where open communication and honesty are both encouraged and practiced consistently. This means being clear about your expectations, being open to receiving feedback, and showing your team that their opinions and contributions are valued.
→ Set clear expectations from the start: It's not just about telling your team what you expect from them but also sharing how you will be there to support them. Where do they have free rein and where do you need to be involved?
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​Communication example: "As we kick off this project, I want to make sure we’re all on the same page. Here’s what I expect from each of you [detail specific roles and responsibilities], and here’s what you can expect from me [detail your commitments]. Let’s make a habit of checking in regularly to ensure we’re all aligned and can adjust as needed."
→ Encourage open dialogue: Invite your team members to share their input, feedback and diverse perspectives towards key discussions. Not only will this make them feel heard, but it also garners you more commitment and buy-in given their direct involvement.
Communication example: "I'd love to hear your thoughts on [X]. Your insights are invaluable and can really drive our success on this project. Let’s have a candid discussion as I appreciate a variety of perspectives."
→ Provide regular, constructive feedback: If there's an area your team member needs to improve in, it's to their benefit to learn about it directly from you and ways you will support them. Create an action plan so they know you're investing in their growth proactively. For example, schedule monthly 1:1 meetings with each team member to review their progress, discuss challenges, and provide feedback. Tie it back to their development goals and how actioning this feedback will help them achieve them faster.
The beauty of this strategy is that it works to manage up too and showcase your leadership effectively to your senior leaders. This is exactly what we helped our client do which has reinforced a key relationship with her VP gaining her even more exposure to the broader leadership team.
→ Demonstrate transparency in your decision-making: Don't simply share what your team has to do. Provide context as to the "why" behind the ask. This allows them to see a clear purpose in their contributions and how it plays into the bigger picture, especially for top down decisions from leadership. When making decisions that affect the team, explain your thought process and the factors that influenced the decision.
Communication example: "I want to walk you through the decision criteria used for our latest process improvement. Here were the key considerations [A, B, C], and here’s how we arrived at our final decision. I’m here for any questions or further clarification you might need."
→ Acknowledge and address mistakes openly: Show vulnerability when things go wrong. You want your team to see that taking risks and making mistakes happen. Lead by example in how you move forward from it.
Communication example: "I realize that [X decision] didn’t go as planned, and I take full responsibility for that. I’ve learned [fill in relevant insights], and here’s how I plan to handle things differently going forward. I value your support and patience as we learn from this together."
2/ Empower through delegation
Effective delegation will help your team grow their skills, build confidence, and take ownership of their work. Great leaders understand that delegation goes beyond merely assigning tasks. It's about entrusting your team with meaningful responsibilities and supporting them to succeed.
→ Match tasks with skills and interests: Assess the strengths and developmental needs of your individual team members. Delegate tasks that align with their skills and career goals to increase their engagement and effectiveness.
Communication example: "I’ve assigned you to lead our new monthly reporting process because it builds well on both your analytical skills and ability to manage complexity. I believe it will also improve your communication skills as you present it to leadership. Let’s discuss how I can support you in this next step."
→ Set clear guidelines: When delegating, be clear about the outcomes you expect, but give your team the flexibility to approach the task in their own way. Do not micromanage. Rather, define the scope, deadlines, and any necessary resources at their disposal.
Communication example: "For this project, I’m looking for 3 feasible recommendations we can discuss together for alignment. You have full autonomy on how to get there, and I’m here if you need guidance. Let’s set up a checkpoint next week to discuss your progress and go from there."
→ Provide ongoing support: Ensure your team has access to the tools and information needed to succeed. This might involve training, access to certain software, or introductions to key stakeholders.
Communication example: "I want to make sure you have everything you need to put together our quarterly presentation. I've already arranged the following resources for you and recommend you work closely with Michelle and Alex on this. Let me know if there’s anything else that could help as you work through it."
→ Encourage decision-making and critical thinking: Empower your team to make decisions within the scope of their responsibilities. This builds their confidence and demonstrates your trust in their judgment.
Communication example: "I trust your judgment on which distribution channel we should go with. You have a good handle on what’s needed and the right data to support your business case. Please keep me updated on any major developments as we finalize our plans."
[Check out my free LinkedIn Learning nano-course Nano Tips for Handling Difficult Work Situations]
3/ Balance feedback and encouragement
Effective leaders know how to deliver feedback that guides improvement while also elevating confidence and motivation levels. It’s about creating a culture where feedback is seen as a tool for growth and recognition as a catalyst for further achievement.
Here's 4 best practices to follow.
→ Provide timely feedback: Address both strengths and areas for improvement promptly after observing them. This timeliness ensures that the feedback is relevant and easily actionable.
Communication example: "I noticed in today’s meeting you did a fantastic job articulating our project goals. I think next time, it could be even more impactful if you included some of the data trends we’ve observed. Let’s sit down to go over some of those key points together."
→ Normalize regular feedback sessions: Establish a routine for feedback that both you and your team members come to expect and prepare for, such as during 1:1 status meetings. This directly promotes a 2-way feedback culture consistently and will help you go further together as a team.
Communication example: "During our monthly check-ins, I want to ensure we’re focusing on your growth goals this year. Let’s discuss what’s been going well and where you can improve to support you best."
→ Publicly praise achievements: Recognize and celebrate team wins not only privately but also publicly. This can significantly boost morale and set a positive example for the team. This is especially important if your team member succeeded in implementing a new task, overcame a challenge or tried something new.
Communication example: "I want to highlight the excellent work done by Ashley on our latest product launch. The creativity and dedication shown were key to our success and serve as a best practice for our entire team."
→ Develop a support plan for improvement: When areas for improvement are identified, collaborate with your team member to create a clear plan of action. This should include specific, achievable steps and the necessary resources or training.
Communication example: "Let’s map out a plan to develop your communication skills with our external partners. Here are some resources and strategies you can use. How do you feel about this approach, and what else do you think could support your growth on this?"
How will you become a better leader?
Leadership is not a one-and-done. Each step you take builds on the last, leading to ongoing impact and success for you and your teams. It's not about titles but rather in the day-to-day actions you take that inspire, mobilize and motivate those around you to bring out their best for the business and themselves.
You've got this!
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This week's mission is designed to deepen your leadership impact. Inspire from the action steps below to lean in and level up your leadership skills with your team.
1/ Trust-building exercise:
- Choose a project or decision where transparency is crucial. Communicate openly about your decision-making process with your team.
- After sharing, ask for their feedback on your approach like, “Did this explanation help you understand the reasoning?” and “How can I make my process clearer in the future?”.
2/ Delegation drill:
- Identify a task this week that you can delegate to a team member who shows potential in that area.
- Provide them with the context they need, then let them handle it. Afterwards, discuss what went well and what could be improved.
3/ Feedback challenge:
- Focus on providing balanced feedback in all your interactions this week.
- After each significant interaction, ask for immediate feedback on your feedback style. Use questions like, “Did my comments feel fair?” and “How can I make my praise more impactful for you?”.
- Use the insights gathered to fine-tune how you communicate appreciation and constructive criticism moving forward.
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