I remember feeling a little lost in my first leadership role.
I was a fresh manager at a marketing agency, and I assumed that “being in charge” meant handing out tasks and keeping a tight rein on the workflow.
It didn’t take long for me to realize that my team members weren’t thriving under that style.
They delivered results, sure, but there was tension in the office—no one felt truly invested in the projects.
I started observing leaders I admired, and a clear pattern emerged.
They weren’t barking orders, and they certainly weren’t micromanaging.
They were guiding, listening, and empowering.
That insight set me on a path to see leadership in a whole new light.
In this post, I want to share seven actions I’ve seen real leaders embrace.
If you’ve ever felt stuck in a leadership position—or even just in everyday life situations where you guide others—consider these approaches.
1. They listen deeply
Early in my career, I focused a lot on talking—pitching ideas, setting goals, explaining strategies.
But I’ve since learned that strong leaders actually spend more time listening.
They make space for people to speak up and share concerns, ideas, or even frustrations.
When I first tried this approach, I was shocked by how much creativity and innovation was released.
Team members who rarely chimed in suddenly had exciting suggestions, and people who’d been quietly frustrated opened up about what was bothering them.
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This not only validates the person’s experience, but it also helps you grasp what’s actually going on.
In my experience, a leader who truly listens earns trust and fosters a sense of belonging.
2. They empower rather than micromanage
I once had a boss who would check on my progress every hour, leaving me feeling like I was under a microscope.
That kind of oversight killed my motivation.
So, I made a vow never to lead that way.
Instead, I learned that empowerment is the real secret sauce.
As Ronald Reagan once said, “The greatest leader is not necessarily the one who does the greatest things. He is the one that gets the people to do the greatest things.”
This means giving people the resources and autonomy they need, then stepping back to let them soar.
When you entrust someone with a project, you’re telling them, “I believe in your capabilities.”
There is a fine line between offering guidance and meddling in every decision.
Great leaders find that balance by making themselves available for help without hovering.
They might say, “Here’s the goal, here’s your budget, and here’s the timeline—now run with it.”
By setting clear objectives and then stepping aside, you ignite a spark in people to take ownership of their work.
And ownership leads to higher engagement, better problem-solving, and a culture of accountability.
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3. They encourage collaboration
Have you ever noticed that the best results often come from group brainstorming, where no single person has complete control?
That’s because the most effective leaders bring people together to share knowledge, debate ideas, and build on each other’s strengths.
When I started integrating regular team huddles—where everyone could voice opinions or propose improvements—I saw a dramatic shift in how people approached challenges.
Collaboration allows for collective wisdom. After all, you might know a lot, but you’ll never know everything.
Drawing on various perspectives broadens the horizon for innovative solutions.
In fact, Harvard Business Review even published an article suggesting that diverse teams tend to be more creative and better at tackling complex problems.
Leaders who foster collaboration create an environment where individuals feel comfortable bouncing ideas around—no question is too small, and no idea is immediately dismissed.
4. They communicate with transparency
Many leaders fall into the trap of withholding information, thinking it will keep things simple or maintain a power dynamic.
In reality, secrecy often breeds mistrust.
When I was managing a small creative team, I learned that open communication was a necessity.
People want to know the direction of the company, any challenges on the horizon, and why certain decisions are being made.
Transparency isn’t about dumping every little detail on everyone’s desk. It’s about sharing what’s relevant in an honest way.
If budgets are tight and a project needs scaling down, a transparent leader will explain the situation, discuss options with the team, and then guide the next steps collaboratively.
By being forthright, you earn respect and loyalty, and you also pave the way for solutions to emerge from the group, rather than trying to shoulder all the burdens alone.
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5. They acknowledge mistakes and learn from them
One of my biggest leadership missteps involved taking on a massive branding project with a timeline that was way too short.
When we inevitably fell behind, my knee-jerk reaction was to push my team harder, but that only led to burnout and strained relationships.
Eventually, I took a step back, owned the fact that I’d underestimated the scope, and reopened the conversation with the team to find a workable solution.
Acknowledging mistakes doesn’t mean wallowing in guilt or pointing fingers.
It means recognizing what went wrong and using that insight to do better next time.
Simon Sinek once noted that leaders who own their mistakes set the tone for honest dialogue and continual improvement.
If a leader can say, “I messed up, and here’s how we’ll move forward,” it shows authenticity and encourages team members to do the same.
No progress happens without the occasional stumble, and leaders who admit that openly are the ones people trust most.
6. They inspire ownership through delegation
Delegation was a tough lesson for me.
I often thought I could just do tasks faster myself, and I didn’t want to burden anyone else.
But effective leaders recognize that delegation isn’t about offloading chores—it’s about showing confidence in your team’s abilities.
When someone is responsible for a portion of a project, they take pride in that responsibility.
This sense of ownership leads to better outcomes and fosters professional growth.
I’ve seen new leaders hesitate to delegate out of fear.
They worry the job won’t get done “just right.”
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That’s where communication and trust come into play.
When you delegate, outline the key objectives, highlight important deadlines, and make sure the person knows you’re there if they need guidance.
Then let them take the reins.
It might feel scary to release control, but the payoff is huge—people step up in ways you might never have predicted, and the team becomes stronger overall.
7. They value people over positions
A pivotal moment in my own leadership journey happened when I recognized that each individual on my team was more than just a job title.
They had unique stories, ambitions, and talents.
The best leaders take time to learn about these personal drivers.
They ask questions, they show genuine interest, and they remember small details that matter to people.
When people feel valued for who they are, not just for what they can produce, they’re more enthusiastic and loyal.
Research shows that feeling seen and heard in the workplace can lead to higher engagement and emotional well-being.
By focusing on the human side—celebrating small wins, empathizing with struggles, and acknowledging personal milestones—you create a team environment where people feel supported.
And a supportive environment is the foundation for real success.
Conclusion
I’ve learned that leading is less about commanding and more about creating conditions where everyone can thrive.
It doesn’t matter whether you’re leading a corporate team, a group of volunteers, or even just guiding friends through a shared project.
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These principles are universal.
Embracing them has transformed the way I work, and I believe they can do the same for you.
The next time you’re about to take charge—whether at home or in the office—ask yourself: are you commanding, or are you creating an environment that inspires?
Because that simple shift makes all the difference.
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