1. Be True to Your Values

Authenticity isn’t optional—it’s foundational. Great leaders are anchored by their values. When you’re clear on what matters to you, decisions become easier, communication becomes more credible, and trust becomes more robust.

Teams aren’t inspired by titles, but by people–leaders who show integrity, self-awareness and consistency.

If your words and actions are out of sync, people will notice. Say what you mean and do what you say - the foundation of trust and resilience that sustains high-performing teams.

2. Communicate Simple Messages

Leadership demands communication. But not just talking. It's about active listening and empathy - explaining tactical actions in the context of strategic aims - translating it all into messages that everyone can understand. It starts with a compelling vision and a clear strategy that you’ve agreed with your direct team – everything will resonate with their people once that’s in place.

Complexity doesn’t impress. Clarity does. When people understand the context - the ‘why’ - they are far more likely to buy into the ‘what’ and bring ideas about the ‘how’. Don’t underestimate how often and how simply you need to communicate.

3. Balance Being Liked with Being Respected

There’s an enduring question in leadership circles: Do you need to be liked to lead well? The honest answer is, you don’t, but it helps! It’s a balance, but you do need to be respected. Respect is earned through consistency, fairness, and courage. It means being willing to make tough decisions and have uncomfortable conversations when needed. You can care deeply about your team without making decisions based on popularity. In fact, people often respect you more when they see you stand firm in your values, even when it’s difficult.

4. Drive Change that’s Aligned to The Vision

We’re all here to deliver change. Change is inevitable if you want to improve and progress. Managing change isn’t part of the job - it is the job - proactively, visibly, and continually. Do it personally, or by empowering others, but that requires more than delegation. It means ensuring your team understands the strategy, is aligned with the vision, and is confident in what success looks like.

Delegation without clarity creates confusion, and resistance is natural. But when leaders brief well and give context, they multiply their impact. Empowerment is not abdication; it’s about trusting your people while holding them accountable to the bigger picture.

5. See the Whole Picture from the Crow’s Nest

Imagine the organisation as a ship. The leader isn’t down in the engine room, they’re in the crow’s nest, scanning the horizon, charting the course. You need to see what’s coming before others do. You’ll feel the crosswinds, the pressure to shift direction or compromise on values. Your task is to stay focused on the destination, being flexible enough to allow minor deviations, but bringing the ship back on course by staying true to the vision and strategy.

This is strategic leadership: keeping your eyes on long-term goals, even as you respond to short-term demands.

6. Be Consistent, Fair and Decisive, and Face into the Hard Stuff

People may forgive mistakes, but they rarely forgive inconsistency. Leaders need to show up in a steady, reliable way, especially when the pressure is on. Be honest. Be transparent. Be prepared to explain your decisions and don’t delay tough calls. Indecision and delayed communication allows the rumour mill to flourish and a much bigger task to convince teams of your integrity and credibility.

Leadership isn’t about avoiding discomfort, it’s about stepping into it. Whether it’s addressing failure, delivering difficult news, or owning up to a mistake, the strongest leaders don’t sugarcoat, but they do show humanity and that engenders trust.

7. Build a Multi Talented Team and Empower Them

The days of the leader as the sole decision-maker are gone. Take time to listen and read the room. Today’s leadership is team-based, and the best teams are diverse, not just in background or demographics, but in thinking styles, experiences, and viewpoints. Give people a place to (safely) bring their concerns and anxieties, and you’re much more likely to be able to convert that into new ideas and uncover potential issues early.

There is a danger that managers hire in their own likeness. Diversity drives creativity, innovation, and better decision-making. As a leader, your role is to create the conditions where different voices can be heard and valued.

8. Recognise Effort, Not Just Outcomes

Recognition matters. Too often, we wait until results appear before acknowledging effort. But people need encouragement along the way. Celebrate the small wins, persistence, or learnings through failure. Show appreciation for the behaviours and attitudes that reflect your culture, even when the final outcome is still in progress. Done right, recognition fuels morale, loyalty, and performance.

In Conclusion

The art of good leadership is not about status or control—it’s about clarity, courage, and connection. It’s about helping others see the point on the horizon, and navigating towards it together, through the winds of change and challenge. It’s about being steady when others waver, transparent when others hide, and principled when others bend.

Good leadership is rare, but it is learnable, and essential. When done well, its impact is profound.



Phil Lake.
Head of Change


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