What You Don't Know about Leadership, But Probably Should

“What truly sets great leaders apart is not what they know, but their willingness to admit what they don’t know.”

1. Embrace Ignorance to Cultivate Better Leadership

True leadership begins with humility and the recognition that no one knows it all. Some of the worst leaders fail because they believe they have all the answers. But great leaders stand out by admitting what they don’t know and asking questions to fill those gaps.

Michael Skelly, a renewable energy entrepreneur, stands as an example. While earning his MBA, he didn’t shy away from asking questions even when it exposed his lack of knowledge. This vulnerability gained admiration and taught him how important openness is. Skelly later incorporated this honesty into his companies, boosting trust among his teams.

Organizations today are shifting toward collaborative decision-making structures. In companies like tech firms and hospitals, managers no longer dictate top-down orders but instead involve employees across levels. Leaders who act as if they know everything often face resistance in such environments.

Examples

• Michael Skelly fostering respect through vulnerability.
• Democratic decision-making models in universities and tech sectors.
• Professors and medical experts rejecting authority from know-it-all bosses.

2. Ban Phones to Make Meetings More Effective

Meetings lose their effectiveness when devices like phones and laptops steal attention. Effective leaders understand the dangers posed by distractions and insist on focused communication during team discussions.

Studies show that even the presence of an unused phone hampers discussion depth and reduces empathy among participants. When phones are visible, team members lean toward safe, superficial topics rather than engaging in meaningful conversations.

Some leaders tackle this by instituting device-free meetings. They might ask team members to leave their phones outside or collect them in a basket. Leaders who resist picking up their phones during negotiations also come across as more trustworthy.

Examples

• Studies showing phones reduce empathy in meetings.
• Teams avoiding controversial or deep topics when phones are visible.
• Successful “naked meetings” where everyone comes without devices.

3. The Three Qualities All Great Leaders Share

Despite the diverse personalities of influential leaders, they tend to share three core traits: self-confidence, proactive energy, and being people-focused.

Self-confidence brings composure, even in high-pressure scenarios. Leaders with this trait inspire others by staying calm and grounded. Being proactive means handling challenges with optimism and seeing tasks through. Finally, those with relational skills, such as empathy, connect with their teams deeply, fostering loyalty.

However, leadership goes awry when overconfidence or hubris takes over. Napoleon and Hitler ignored advisors during Russia’s harsh winters, leading to catastrophic failures. Healthy self-belief always balances with humility.

Examples

• Self-confidence in stressful leadership roles, like US Presidents.
• Leaders who follow through, earning their teams’ trust.
• Napoleon’s downfall from ignoring warnings during Russia’s invasion.

4. Bad Leadership Spills Into Home Life

Poor leadership isn't just confined to the workplace. Employees mistreated by bosses often vent their frustrations on loved ones, contributing to a chain reaction of negativity.

This phenomenon is called "kick the dog" behavior. A worker chewed out for following orders might lash out at their partner or even their pet. Studies confirm the relationship between bad treatment at work and anger at home, revealing how stress mutates into harmful behavior.

Moreover, bad leadership can warp how employees lead their personal lives. A boss who uses scolding as a tool teaches employees to project similar behavior onto their families, perpetuating cycles of dysfunction.

Examples

• Employees lashing out at family due to work-induced stress.
• Studies showing venting anger reduces stress hormones temporarily.
• Generational transmission of poor leadership styles learned at work.

5. Build Trust and Show You Care

Admiral Horatio Nelson inspired dedication through unconventional leadership, showing his crew he deeply cared about their well-being. Modern-day leaders can apply the same principles to foster reciprocal trust.

Strong relationships and trust account for the majority of positive outcomes in leadership, studies reveal. Conversely, a work culture lacking care perpetuates bullying and reduces employee morale. Extreme pay inequality also creates barriers between executives and their teams.

Leaders can counter this by showing staff they’re valued, reducing hierarchical gaps, and prioritizing empathy over micromanagement.

Examples

• Admiral Nelson’s unconventional methods and crew loyalty.
• Research showing trust outweighing other leadership techniques.
• Companies implementing equity programs to close wage gaps.

6. Stay Composed Under Pressure

Exceptional leadership means remaining calm during crises. Even when stress builds or disasters loom, a composed leader projects confidence that reassures their team.

Sir Francis Drake demonstrated this in 1588 when faced with Spain’s Armada. While others panicked, he symbolically finished a game of lawn bowling, signaling his confidence. His calmness kept his people collected and ensured their victory.

Leaders can juggle modern stress by relinquishing control over factors they can’t influence, focusing instead on what’s actionable. Letting go of futile worries relieves pressure while keeping energy directed at productive tasks.

Examples

• Sir Francis Drake calming his men before facing the Spanish Armada.
• Leaders losing efficiency by worrying about uncontrollable economic shifts.
• Effective leaders prioritizing actions over anxiety.

7. Poor Leadership Is Costlier Than You Realize

Bad leadership doesn’t just result in unhappy employees—it damages organizations financially and culturally. Disengaged workers under poor leaders bring down productivity, creativity, and overall morale.

American businesses lose about $500 billion annually due to disengaged employees. Bad leaders often spark this spiral by over-controlling or emotionally hurting their teams. Moreover, these leaders indirectly create hostile work environments through unequal treatment, breeding resentment.

Investing in leadership development pays off by preventing costly consequences and ensuring a motivated workforce ready to thrive.

Examples

• Studies linking poor leadership to disengaged workers.
• Financial losses from unmotivated employees.
• Leadership training programs boosting productivity metrics.

8. Let Your Team Own Their Success

Leaders shouldn’t micromanage. Instead, letting teams own their judgment brings out their best work. Employees thrive when trusted to make decisions and contribute beyond instructions.

For instance, letting teams decide meeting formats or project roadmaps empowers creativity. It mirrors participatory leadership, where organizational success stems from collaboration rather than control.

Leaders keep teams engaged when they balance stepping back with being available as guides. This approach builds team ownership and resilience.

Examples

• Companies adopting decentralized responsibilities.
• Productive teams innovating after granted independence.
• Managers providing support without interference.

9. Adopt a Long-Term Perspective

Leadership isn't just about immediate results. Great leaders think beyond the day-to-day, focusing on long-term strategies and values that resonate over time.

Historical leaders like Martin Luther King Jr. remind us that the most influential figures lead with a vision that outlasts them. In workplaces, this translates to prioritizing ethical decisions and growth opportunities over quarterly profits alone.

Leaders should strive for sustainable success for their teams and organizations by adopting this mindset, knowing impact usually accumulates over consistent effort.

Examples

• Vision-driven movements shaped by Martin Luther King Jr.
• Ethical companies prioritizing customers and employees over short-term earnings.
• Leaders auditing future impact over immediate numbers.

Takeaways

1. Make your work meetings phone-free to encourage deeper and focused communication.
2. Develop resilience by focusing on what’s within your influence and letting go of uncontrollable stress triggers.
3. Build strong relationships with your teams by showing care and creating a supportive environment rooted in mutual trust.