Best Leaders Research

Founders live in a world of chaos. It’s exhilarating, intense, and downright terrifying. You’re constantly shifting between the thrill of new ideas and the crushing weight of responsibility. Every decision feels like a life-or-death moment for your company, and the stress is unrelenting. Yet, amid this madness, there’s one thing that determines whether you’ll thrive or crash and burn: personal grounding.

Scaling Beyond Genius: The Unseen Work of Building a Billion-Dollar Startup

In a recent Founders Keepers newsletter entitled “When Their Moral Compass Fails, Leaders Fail: How Greed, Power, and Pressure Can Destroy Founders” I discussed how the pressure of investor demands, and the corrosive effects of power and greed can erode a founder’s moral compass. These challenges are not limited to startup founders; they affect leaders across all industries. However, our research on nearly 2,000 executives, including the top 200 leaders who emerged as the “best” based on 360-degree feedback ratings, provides a critical insight: the best leaders are unwavering models of integrity and values. This is not just an ideal to aspire to—it’s a requirement for sustainable success. When leaders prioritize integrity and live by a clear set of values, they build trust, inspire their teams, and create a foundation for enduring impact. This post will delve into what it means to lead with integrity, how the best leaders embody these principles, and actionable steps you can take to align with these ideals. Integrity: The Cornerstone of Leadership Integrity in leadership is about much more than honesty. It encompasses consistency between words and actions, ethical decision-making, and a commitment to doing what is right, even in the face of adversity. Leaders with integrity act as a moral compass for their organizations, guiding decisions and behavior through a clear ethical lens. Our research on the best leaders revealed several defining characteristics of integrity in leadership: Consistency in Actions and Words: The best leaders “walk the talk,” ensuring their actions align with their stated values. This predictability fosters trust and reduces organizational uncertainty. Ethical Decision-Making: These leaders prioritize ethical considerations, making decisions that align with their values rather than taking shortcuts for short-term gains. Accountability: They own their mistakes, modeling humility and responsibility for their teams. Take Howard Schultz, the former CEO of Starbucks, as an example. Schultz demonstrated integrity by prioritizing ethical sourcing, offering healthcare benefits to part-time employees, and fostering a culture of respect and inclusion. His leadership not only built a globally respected brand but also created an environment where employees felt valued, and customers felt connected to the company’s mission. According to a comprehensive review of the literature, leaders who demonstrate integrity cultivate stronger trust among their teams, improve morale, and enhance overall organizational performance. The ripple effects of their behavior extend to organizational reputation, customer loyalty, and financial success. Values as the Leader’s Guiding Light Values are the principles that define what is most important to an individual or organization. For leaders, values serve as a decision-making framework, shaping their behavior and influencing their teams. Leaders who model and promote core values create a strong organizational culture where employees feel aligned and inspired. In our study of the best leaders, the following behaviors stood out: Leading by Example: The best leaders don’t just articulate values; they embody them. Their behavior demonstrates the standards they expect from others. High Standards of Conduct: These leaders maintain impeccable personal and professional standards, setting a tone that permeates their teams and organizations. Promoting Organizational Values: By aligning their behavior with the organization’s mission and vision, these leaders reinforce the importance of shared values. Brian Chesky, CEO of Airbnb, exemplified these principles during the COVID-19 pandemic. Faced with difficult decisions, Chesky ensured that laid-off employees received generous severance packages and career support. His transparent and empathetic approach reinforced Airbnb’s values and preserved the company’s reputation during a challenging time. The literature supports these findings, emphasizing that when leaders align personal and organizational values, it leads to increased job satisfaction, higher productivity, and reduced turnover. Trust: The Currency of Leadership Integrity and values contribute to the most critical currency a leader possesses: trust. Leaders who consistently demonstrate integrity earn the confidence of their employees, stakeholders, and customers. This trust forms the foundation of effective collaboration, open communication, and organizational resilience. Our research showed that trust was a hallmark of the best leaders. They were described as dependable, reliable, and fair. Their actions consistently reflected their commitments, which inspired loyalty and respect. Paul Polman, former CEO of Unilever, is a shining example of how integrity builds trust. Polman led Unilever with a focus on sustainability and social responsibility, proving that profitability and ethical practices can coexist. His leadership attracted like-minded stakeholders, enhanced the company’s reputation, and set a benchmark for ethical corporate governance. Building trust, however, is not a one-time effort. It requires continuous reinforcement through ethical behavior, transparency, and accountability. As one executive in our study remarked, “Trust takes years to build, seconds to break, and forever to repair.” The Downside of Losing Integrity The stakes for leaders who fail to model integrity are high. Our review of business failures, including infamous cases like Enron and Theranos, highlights how a lack of ethical leadership can lead to catastrophic outcomes. Leaders who compromise their values for short-term gains risk not only their reputations but also the viability of their organizations. The Enron scandal was rooted in accounting fraud and ethical violations by top executives who prioritized personal gain over organizational integrity. Similarly, Elizabeth Holmes of Theranos allowed ambition to override honesty, leading to the downfall of a once-promising company. These examples underscore the importance of ethical leadership in avoiding reputational and financial disaster. Expanding the Legacy: The Ripple Effects of Integrity Leaders who model integrity extend their influence far beyond their immediate teams. They create a ripple effect that shapes organizational culture, industry standards, and even societal expectations. A consistent pattern in our research is that ethical leaders inspire ethical behavior at all levels of the organization, amplifying their impact. For instance, Satya Nadella’s leadership at Microsoft has transformed the company culture from one of cutthroat competition to collaboration and innovation. By prioritizing empathy, inclusion, and a growth mindset, Nadella has demonstrated how values-driven leadership can rejuvenate a global organization and inspire employees worldwide. This ripple effect is not accidental; it requires intentional effort to embed integrity into every aspect of leadership. Leaders must ask themselves: How can I ensure my values are reflected in the decisions I make, the systems I design, and the culture I cultivate? Actionable Steps for Leading with Integrity So, how can leaders ensure they remain models of values in the face of challenges? Here are actionable strategies based on our research and the broader literature: Clarify Your Core Values: Take time to reflect on your principles and create a personal mission statement. Ensure your values align with your organization’s mission. Lead by Example: Demonstrate your values through consistent actions. Be the behavior you wish to see in your team. Be Transparent: Openly communicate your decisions and the values guiding them. Transparency builds trust and accountability. Own Your Mistakes: When you fall short, acknowledge it. Use failures as an opportunity to model humility and resilience. Seek Feedback: Regularly solicit input from your team to understand how your behavior aligns with your values. This fosters self-awareness and continuous improvement. Promote Organizational Values: Reinforce the importance of shared values by embedding them into your organization’s culture and decision-making processes. Practice Ethical Decision-Making: Develop a habit of evaluating decisions through an ethical lens. Ask yourself how your choices align with your values and their impact on others. Amplify Your Influence: Leverage your position to mentor others, advocate for ethical practices, and inspire your industry to prioritize integrity. An Inspiring Legacy The best leaders are not only successful but also admired for their integrity and values. Their influence extends beyond organizational performance to leave a lasting legacy of trust, inspiration, and ethical conduct. As leaders, we must constantly ask ourselves: What kind of legacy are we building? In the words of one of the best leaders from our study, “Leadership isn’t about being in charge; it’s about taking care of those in your charge.” By prioritizing integrity and living by our values, we can inspire those around us and build organizations that stand the test of time. As you reflect on this, revisit the challenges I outlined in Founders Keepers —the pressures, greed, and power that can erode integrity. Let this serve as a reminder to stay grounded in your values and lead with unwavering commitment to what is right.  Success is fleeting, but integrity endures.

Look around: the world feels chaotic. You’re grappling with uncertainty, economic struggles, and a sense that the system you’ve relied on is cracking at its foundation. You’re not alone in feeling this way. Millions share your frustration and along comes someone who seems to have all the answers. They speak with confidence and charisma, cutting through the noise with promises of security, strength, and a brighter future. They tell you, “I will fix everything. Just trust me.” Sound familiar? This is the allure of the authoritarian leader—a figure who rises to power by exploiting fear and uncertainty, offering solutions that seem simple and reassuring but often come at a steep cost. History is littered with examples of such leaders, from the tyrants of ancient empires to modern-day strongmen. They all share strikingly similar traits and tactics, and the story of their rise and the havoc they wreak—serves as a cautionary tale for us all. How to Spot an Authoritarian Leader Authoritarian leaders don’t wear a label announcing their intentions. Instead, they present themselves as saviors in troubled times. Here are some telltale signs to watch for: Power Grabbers: These leaders thrive on centralizing power. They bypass checks and balances, dismiss dissenting voices, and make decisions unilaterally. They’ll tell you it’s for the greater good, but it’s really about control. Charismatic Rhetoric: They’re often spellbinding speakers who tap into your emotions. They promise simple solutions to complex problems and use repetitive messaging to hammer their points home. Fear Merchants: Fear is their currency. They amplify threats—real or imagined—to make you feel vulnerable. They’ll tell you that only they can protect you from “them” (whoever “them” might be). Polarizers: Authoritarian leaders thrive on division. They’ll frame the world in black and white: us versus them, good versus evil. This creates a loyal in-group while vilifying an out-group. Cult of Personality: They carefully craft an image of invincibility, wisdom, or moral superiority. You’re not just following a leader; you’re following a larger-than-life figure who seems destined to lead. Sounds appealing? That’s the trap. What starts as admiration can quickly turn into blind allegiance, and before you know it, you’re complicit in empowering someone who might not have your best interests at heart. The Toolbox of Manipulation How do authoritarian leaders pull this off? Their playbook is both time-tested and chillingly effective. Here’s how they manipulate and appeal to people: Emotional Manipulation They know how to tug at your heartstrings—and your fears. A cornerstone of their strategy is fearmongering. They’ll highlight threats, exaggerate dangers, and convince you that the world is on the brink of disaster. “Without me,” they say, “you’ll be lost.” But they don’t stop at fear. They also dangle hope. Grand promises of prosperity, strength, and security make it easy to ignore the finer details—or lack thereof. Simplifying Complexity Ever been frustrated by how complicated the world seems? Authoritarian leaders offer relief. They boil everything down into simplistic terms: “Here’s the problem, and here’s the solution.” Of course, their solutions often ignore reality or trample over ethical considerations, but that’s easy to miss when you’re desperate for answers. Propaganda and Censorship Control the narrative, and you control the people. These leaders master propaganda, using state media, social platforms, and misinformation to shape public perception. Dissenting voices are silenced, creating an echo chamber where only their truth exists. Scapegoating and Division When things go wrong, they’ll point fingers elsewhere. Immigrants, minorities, opposing political groups, or even entire countries become convenient scapegoats. This tactic redirects your frustration away from the leader and toward a common enemy. Rewarding Loyalty They’re experts at creating dependency. Loyal followers are rewarded with perks, jobs, or financial incentives. This reinforces a system where loyalty isn’t just encouraged; it’s mandatory. Why Do People Follow Them? Here’s the million-dollar question: if authoritarian leaders are so dangerous, why do people fall for their tricks? The answer lies in psychology, sociology, and political dynamics. Psychological Factors The Authoritarian Personality: Some people are naturally drawn to authority. They value order, hierarchy, and tradition, and they’re more likely to submit to strong leaders who promise to uphold these values. Fear and Uncertainty: In times of crisis, fear takes over. People crave stability and security, making them more susceptible to leaders who promise to restore order. Need for Simplicity: Not everyone enjoys grappling with ambiguity. Many prefer simple, definitive answers, even if they’re not accurate. Sociological Factors Group Identity: Authoritarian leaders often appeal to a shared sense of identity, whether it’s national, cultural, or religious. By protecting this identity, they gain loyalty. Economic and Social Inequality: Inequality breeds resentment. People who feel left behind are more likely to embrace leaders who claim they’ll “level the playing field.” Distrust in Institutions: When traditional systems like government or media lose credibility, people look for alternatives. Authoritarian leaders exploit this vacuum. Political Factors Crisis Situations: Emergencies like wars, pandemics, or economic recessions create fertile ground for authoritarianism. In such moments, decisive action—even if it’s authoritarian—feels appealing. Polarization: In divided societies, people become entrenched in their views. Authoritarian leaders use this division to consolidate power, presenting themselves as the only solution. The Danger of Blind Loyalty Following an authoritarian leader might feel comforting at first, but history shows us where it often leads: Loss of Freedom: Authoritarian regimes suppress dissent, restrict free speech, and erode democratic institutions. You might find yourself living in a world where you can’t speak your mind. Erosion of Morality: Scapegoating and division lead to dehumanization. You may start justifying or even participating in actions you once considered unthinkable. Inefficiency and Corruption: Concentrating power in one person often leads to poor decision-making, cronyism, and corruption. Conflict and Violence: Polarization can escalate into outright violence, whether through civil unrest or external wars initiated by the regime. How to Resist the Siren Call Recognizing the signs of authoritarianism is the first step to resisting it. Here’s what you can do: Stay Informed: Seek out diverse sources of information. Don’t rely solely on what one leader or group tells you. Question Simple Answers: Be wary of anyone who claims to have all the answers. The world is complex, and solutions usually are too. Engage in Dialogue: Talk to people with different viewpoints. Polarization thrives on isolation; dialogue fosters understanding. Support Institutions: Strengthen the democratic systems that keep authoritarianism in check, such as free press, independent courts, and fair elections. Recognize Fear Tactics: When someone tries to manipulate you with fear, take a step back and analyze the situation logically. Conclusion: The Cost of Complacency The allure of an authoritarian leader is powerful, especially in times of uncertainty. But history’s cautionary tales remind us that the price of blind loyalty is often steep. It’s not just your freedoms that are at risk but your morality, your society, and your future. So, the next time someone promises to solve all your problems with a wave of their hand, take a moment to pause. Ask yourself: what are they really offering, and at what cost? The answer could mean the difference between a brighter future and a darker path. Stay vigilant, stay informed, and never stop questioning.

What if everything you thought you knew about confident leadership was wrong? Our extensive research into the characteristics of "Best Leaders," based on in-depth analysis of 360-degree evaluations from their followers, revealed a surprising truth. We examined both the personality traits and behaviors of highly rated leaders, and they possessed a unique brand of self-confidence. They weren't necessarily the most forceful, outspoken, or the ones who believed they were the smartest person in the room. Instead, they were consistently described with words like: Humble: They readily acknowledged their limitations and sought out diverse perspectives. Authentic: They were genuine in their interactions and weren't afraid to show vulnerability. Empathetic: They deeply cared about their teams and fostered a sense of belonging. Open-minded: They were receptive to new ideas and encouraged constructive criticism. But here's where the paradox emerges. A deeper dive into their personality assessments revealed a seemingly contradictory picture. These humble, empathetic leaders also displayed traits like: Assertiveness: They were decisive, driven, and pushed for results, but without being overly aggressive or domineering. Self-Assurance: They possessed a strong sense of self, recognizing their leadership capabilities and ability to influence and motivate, but without arrogance or a need for personal recognition. Insistence: They had a sense of urgency and could be insistent yet remained thoughtful and avoided impulsive or reckless actions. This fascinating blend of seemingly contrasting traits challenges the conventional image of the confident leader – the bold, assertive individual who commands attention and never shows weakness. It suggests that true leadership lies in finding a delicate balance: cultivating a quiet inner strength that allows you to embrace vulnerability, empower others, and foster a culture of collaboration and continuous learning, while also possessing the drive and determination to achieve ambitious goals. This is the confidence paradox: the most effective leaders aren't the ones who shout the loudest or boast the most impressive credentials. They are the ones who possess a deep-rooted belief in their abilities that allows them to embrace vulnerability, seek out diverse perspectives, and empower those around them, all while confidently driving their teams and organizations forward. In this blog post, we'll delve into the intricacies of this paradoxical confidence, exploring how it differs from arrogance and hubris, why humility is its secret weapon, and how you can cultivate this essential quality to become a truly exceptional leader. Unmasking the Hubris Trap: When Confidence Turns Toxic We've all encountered them – the leaders who exude an air of superiority, who surround themselves with yes-men, and who bulldoze their way through decisions without considering the consequences. This isn't confidence; it's hubris, a dangerous mask that often conceals deep-seated insecurities and a fragile ego. Hubristic leaders may achieve short-term wins, riding on the wave of their charisma and forceful personalities. However, their reign is often marked by a trail of destruction: toxic work environments where fear and intimidation stifle creativity, a lack of trust that erodes loyalty, and ultimately, catastrophic failures born from reckless decision-making. These leaders, blinded by their inflated sense of self-importance, fail to recognize their limitations. They are resistant to feedback, dismissive of dissenting opinions, and unwilling to acknowledge their mistakes. This creates a culture of stagnation, where innovation is stifled, and the organization as a whole suffers. The Power of Humility: The Counterintuitive Key to Authentic Confidence Now, let's shift our focus to the "Best Leaders" we identified in our research. These individuals, while assertive and driven, also possess a profound sense of humility. They understand that true strength lies not in pretending to have all the answers, but in fostering a culture of collaboration and continuous learning. This is the heart of the confidence paradox: true self-assurance is often found hand-in-hand with humility. Humility, in this context, is not about self-deprecation or a lack of ambition. It's about recognizing that you are not infallible, that you can learn from others, and that your success is often dependent on the contributions of your team. Humility allows these leaders to: Make more informed decisions: They are not afraid to seek out diverse perspectives, challenge their own assumptions, and admit when they are wrong. This leads to more thoughtful, well-rounded decision-making that considers the needs and perspectives of all stakeholders. Inspire trust and loyalty: Their authenticity and willingness to be vulnerable create a safe space for open communication and honest feedback. This fosters a culture of trust and mutual respect, where team members feel comfortable sharing their ideas and concerns. Foster innovation: They encourage experimentation and risk-taking, recognizing that failure is an essential part of the learning process. This creates a dynamic environment where creativity flourishes and new ideas are welcomed. Navigate challenges with resilience: They view setbacks as opportunities for growth, inspiring their teams to persevere through adversity. Their ability to remain calm and focused in the face of challenges instills confidence in their team and helps them navigate turbulent times with grace and determination. Confidence as a Journey: Cultivating the Inner Strength to Lead The good news is that you don't have to be born with unwavering self-belief. Confidence is not a fixed trait; it's a dynamic quality that can be cultivated and strengthened over time. It's a journey of self-discovery, a continuous process of self-reflection, learning, and growth. This journey involves: Embracing challenges: Stepping outside your comfort zone, taking on new responsibilities, and pushing yourself to learn and grow. Learning from mistakes: Viewing setbacks as opportunities for learning and development, rather than as personal failures. Seeking feedback: Actively soliciting feedback from others, even if it's critical, and using it to identify areas for improvement. Practicing self-compassion: Treating yourself with kindness and understanding, recognizing that everyone makes mistakes, and that perfection is an unattainable goal. The Impact of Genuine Confidence on Leadership Effectiveness Genuine self-confidence permeates every aspect of leadership, influencing decision-making, inspiring others, fostering resilience, and enhancing emotional intelligence. Confident leaders are decisive, even in the face of uncertainty. They trust their intuition, weigh the available information, and make timely choices with clarity and conviction. They understand that indecision can be paralyzing, and that taking calculated risks is often necessary to achieve progress. This decisiveness, however, is not born from recklessness or a disregard for potential consequences. Rather, it stems from a deep understanding of their capabilities and a willingness to take ownership of their decisions. Moreover, confidence has a profound impact on a leader's ability to inspire and motivate others. Confident leaders exude a sense of optimism and possibility, creating a positive and encouraging environment where individuals feel valued and empowered. They articulate a compelling vision, communicate their expectations clearly, and inspire their teams to strive for excellence. Their passion and conviction are contagious, fostering a sense of shared purpose and motivating individuals to contribute their best efforts. Furthermore, genuine confidence is closely intertwined with emotional intelligence. Confident leaders are not only self-aware but also possess a deep understanding of the emotions and perspectives of others. They are skilled at building rapport, resolving conflict, and fostering collaboration. They recognize that emotions play a crucial role in the workplace and leverage their emotional intelligence to create a positive and productive environment where individuals feel supported and understood. Learning from the Greats: Case Studies in Confident Leadership History and the contemporary world offer a plethora of examples that illustrate the power of genuine self-confidence in leadership. Nelson Mandela, with his unwavering belief in justice and equality, inspired millions to fight for a better future, even after decades of imprisonment. His leadership, characterized by courage, compassion, and an unwavering commitment to his values, serves as a testament to the transformative power of genuine self-confidence. In contrast, history is also replete with examples of leaders whose arrogance, narcissism, or hubris ultimately led to their downfall. Leaders who surround themselves with yes-men, refuse to acknowledge their mistakes, and prioritize their self-interest over their people's needs often create a toxic environment that breeds resentment, stifles innovation, and ultimately leads to failure. By studying both positive and negative examples, we can gain a deeper understanding of the nuances of genuine confidence and its critical role in effective leadership. Analyzing the traits, behaviors, and decision-making styles of successful leaders can provide valuable insights for aspiring and current leaders alike. Equally important is the examination of cases where leaders succumbed to arrogance or hubris, allowing us to identify red flags and learn from the mistakes of others. Ready to Rewrite Your Leadership Playbook? If you're an executive, founder, investor, or HR professional ready to ditch the outdated "fake it till you make it" mentality and embrace a more authentic, impactful leadership style, I can help. My leadership coaching programs are designed to help you: Develop genuine self-confidence : Uncover your strengths, acknowledge your limitations, and cultivate the inner strength to lead with authenticity. Build high-performing teams: Foster a culture of trust, collaboration, and innovation where every individual feels valued and empowered. Navigate challenges with resilience : Develop the mental fortitude to overcome setbacks and emerge stronger than ever. Achieve extraordinary results : Unlock your full leadership potential and drive your organization to new heights of success.  Let's challenge the conventional wisdom together. Let's redefine what it means to be a truly confident leader.

Success in entrepreneurship is a double-edged sword. On one side lies the glory of innovation, wealth, and influence. On the other, an abyss where unchecked ambition, greed, and power pull founders into destructive cycles. Over 40 years of coaching startup founders and executives, I’ve seen both ends of this spectrum. Some founders achieve extraordinary success by balancing ambition with integrity, while others, often blinded by their own brilliance, derail their companies and their lives. The sad truth? Many of these failures are not inevitable; they are self-inflicted. Founders sabotage themselves by succumbing to the very traits that once made them great. These traps are amplified by the relentless pressure to perform, demands from investors, and their own inner cravings for power and recognition. The Curse of Ambition Ambition is a founder’s lifeblood. It drives the late nights, the impossible pitches, and the daring decisions that turn ideas into empires. But unchecked ambition? That’s a different beast. It’s the kind that convinces founders the rules don’t apply to them. Take Elizabeth Holmes, the once-celebrated CEO of Theranos. Her ambition to revolutionize healthcare was undeniable, but it morphed into something darker. Manipulation and deceit became her tools of choice to achieve what she couldn’t deliver. Investors, employees, and even patients paid the price for her Machiavellian tendencies. And she isn’t alone. I’ve seen countless founders convince themselves that ends justify the means. The result? Burnt bridges and broken companies. In my coaching work, I’ve encountered founders who push their teams and themselves beyond healthy limits, all in the name of ambition. They prioritize winning over relationships, cutting corners and burning out the very people who could have helped them succeed. Ambition is not inherently bad, but it becomes a curse when it blinds you to the ethical and human costs of your decisions. If you’re a founder, ask yourself: Has your ambition blinded you? Have you started seeing people as tools to be used rather than partners in your journey? Ambition without integrity is a ticking time bomb. Don’t wait for it to explode. The Pressure Cooker of Success Pressure is inevitable in a founder’s life. Investors demand results, employees expect leadership, and the market moves at breakneck speed. This pressure is not just external—it’s internal too. Founders are often their harshest critics. But here’s the catch: pressure reveals character. It can either sharpen you or break you. Trevor Milton, founder of Nikola, is a case in point. The pressure to deliver on his promises to investors led him to embellish—no, outright fabricate—the capabilities of Nikola’s technology. The market was initially dazzled, but when the truth emerged, it wasn’t just Milton’s reputation that crumbled. Investors lost millions, and the company’s credibility was shattered. Pressure can also distort priorities. Founders often start out with noble intentions, driven by a vision to make the world better. But as the stakes rise, so does the temptation to compromise. This might mean prioritizing investor demands over employee well-being or cutting ethical corners to hit a quarterly target. In my experience, the founders who fail under pressure often lack a clear set of values to guide their decisions. I’ve seen founders crumble under similar pressure. They start cutting corners, making promises they can’t keep, and blaming others for their failures. Pressure is a test. Are you prepared to pass it, or will you let it strip away your integrity? Blinded by Cognitive Bias Let me be blunt: your brain is lying to you. Cognitive biases are sneaky saboteurs, distorting your perception and decision-making. Confirmation bias, for instance, makes you seek out information that supports your beliefs while ignoring evidence that contradicts them. Sound familiar? Elizabeth Holmes also fell victim to this when she ignored repeated warnings from scientists and engineers that her technology didn’t work. She was so invested in her vision that she dismissed anything that challenged it. Elon Musk’s infamous tweet about taking Tesla private at $420 per share is another example of overconfidence, a bias that can turn brilliance into recklessness. Another common bias is moral disengagement—the ability to rationalize unethical behavior. Martin Shkreli’s price-gouging of life-saving drugs is a textbook case. He justified his actions as “good business,” completely disregarding the human cost. Founders, your vision is your greatest strength, but it’s also your greatest vulnerability. Surround yourself with people who challenge you. Seek out data that disproves your assumptions. If you’re not willing to question yourself, your company’s fate is already sealed. The Seduction of Power Power changes people. It’s a psychological fact. The more power you have, the less empathy you feel. You begin to see yourself as invincible, above the rules. Billy McFarland, the mastermind behind Fyre Festival, exemplifies this perfectly. His unchecked power allowed him to defraud investors and sell a fantasy that was doomed from the start. The result? Jail time and a cultural punchline that no founder wants to be. Power also creates blind spots. Founders who centralize authority often miss out on crucial feedback and alternative perspectives. Adam Neumann of WeWork built a company that revolved around his vision but failed to create the checks and balances needed for sustainable growth. When his excesses caught up with him, the fallout was catastrophic. As a founder, it’s tempting to centralize power. After all, it’s your vision, your company, your baby. But power without accountability is poison. Build systems that hold you accountable. Empower your team to challenge you. And never, ever believe your own hype. Greed: The Original Sin Greed isn’t just about money. It’s about the insatiable desire for more—more recognition, more control, more validation. I’ve seen founders destroy their companies because their greed blinded them to the bigger picture. Martin Shkreli’s price gouging of life-saving drugs is a textbook example. His pursuit of profit at all costs made him a pariah and landed him in prison. Greed can manifest in subtle ways too. Maybe it’s pushing employees harder than they can handle to meet unrealistic goals. Maybe it’s ignoring ethical concerns to secure a lucrative deal. Whatever form it takes, greed erodes trust, both within your company and with the outside world. Founders, ask yourself: What’s driving you? Is it a desire to build something meaningful, or is it greed masquerading as ambition? Be honest, because greed will never be satisfied, and it will take you down with it. The Culture You Create Founders set the tone for their companies. If you’re cutting corners, turning a blind eye to unethical practices, or prioritizing results over integrity, don’t be surprised when your team follows suit. Wells Fargo’s fake account scandal is a stark reminder of how toxic cultures start at the top. In my work, I’ve seen founders who foster cultures of fear, secrecy, and favoritism. These cultures breed resentment and disengagement, making it nearly impossible to build a sustainable business. Your culture is your legacy. Make sure it’s one you can be proud of. Creating a healthy culture requires more than platitudes. It demands transparency, fairness, and accountability. Employees need to see that ethical behavior is rewarded and that unethical actions have consequences. Without this, your culture becomes a breeding ground for dysfunction. The Redemption of Self-Awareness Here’s the good news: these traps are avoidable. The antidote is self-awareness. Great founders know their strengths and weaknesses. They recognize when they’re veering off course and take steps to correct it. One founder I coached—let’s call him Jake—was a textbook case of overconfidence. His company was growing rapidly, but his micromanagement and refusal to delegate were stifling his team. When Jake finally admitted he couldn’t do it all, he brought in a COO who complemented his skill set. The company thrived. Self-awareness isn’t just about admitting your flaws. It’s about building systems and relationships that keep you grounded. Surround yourself with people who challenge you, not yes-men who validate your worst instincts. And never stop reflecting on why you started this journey in the first place. Conclusion Entrepreneurship is one of the most challenging and rewarding paths you can take. But it’s also a minefield of traps that can destroy everything you’ve worked for. Greed, power, and pressure are constant companions on this journey, and how you handle them will define your legacy. The question isn’t whether you’ll face these challenges—you will. The question is whether you’ll let them control you. Will you fall into the traps that have derailed so many founders before you, or will you rise above them? The choice is yours. But remember success without integrity is failure by another name. Lead wisely. 

As a leader, the ability to make sound decisions is a critical skill that directly impacts your organization’s success. However, the path to effective decision-making is often complex and fraught with challenges. In this article, we explore ten powerful strategies to sharpen your decision-making skills, ensuring that you navigate your leadership role with confidence and precision. From prioritizing deliberation and embracing velocity to building a diverse team and leveraging data analytics, these techniques will empower you to make informed, strategic choices that drive your organization forward. 1. Prioritize Deliberation in Decision-Making Decision-making is at the core of leadership, but not all decisions are created equal. Distinguish between decisions that are reversible and those that are not. Avoid impulsive decisions on those that are irreversible and need thorough deliberation, what I call “bet the company decisions.” Prioritize careful analysis for the latter to avoid catastrophic outcomes. 2. Embrace Velocity and Avoid Paralysis While careful deliberation is vital, speed in decision-making is equally crucial. Avoid deferring decisions to the point of stagnation. Adopt a culture that supports high velocity, making quick, informed choices that keep the organization agile and competitive. 3. Develop a Robust Decision-Making Framework Establish a systematic approach to decision-making. Use frameworks like Lean Startup, SWOT Analysis, or Decision Trees to gather information, evaluate alternatives, and choose the best course of action. A disciplined process reduces impulsiveness and enhances the quality of decisions. 4. Build a Diverse Decision-Making Team Surround yourself with a team of experienced and knowledgeable individuals. Leverage their insights and perspectives to mitigate personal biases and enhance the decision-making process. Diverse viewpoints lead to more balanced and informed decisions. 5. Focus on Critical Priorities Identify and focus on the most critical priorities that drive the organization’s success. Learn to say no to distractions and non-essential tasks. Concentrate your time and energy on decisions that have the most significant impact on your business. 6. Define Problems Clearly Before Acting Spend time accurately defining the problem before jumping to solutions. A clear understanding of the issue prevents misdirected efforts and ensures that you address the root cause rather than just symptoms. 7. Visualize Successful Outcomes Have a clear vision of what success looks like for each decision. Define specific, realistic outcomes and use this vision to guide your choices. Knowing your destination helps you chart a more precise course. 8. Leverage Data and Analytics Make data-driven decisions by collecting relevant facts and analyzing patterns. Use data and analytics to gain insights and guide your decision-making. This objective approach helps counteract personal biases and assumptions. 9. Differentiate Between Intuition and Impulse Learn to distinguish between intuition, which is informed by experience, and impulse, which is driven by emotion. Trust your gut when it is supported by facts and experience, but avoid letting strong emotions drive your decisions.  10. Reflect and Learn from Mistakes Regularly review and analyze past decisions to learn from successes and failures. Conduct post-mortems or retrospectives to identify what worked and what didn’t. Use these insights to improve future decision-making processes. By integrating these strategies into your leadership approach, you can enhance your decision-making capabilities, leading to more effective and impactful outcomes for your organization.

Try to imagine a team so finely tuned that their collaboration feels almost magical. Over the last 40 years I’ve seen a few that stunned me with their effectiveness. Deadlines were met with precision, challenges are tackled with creativity, and morale was high. These aren’t just happy accidents; they are the product of deliberate, disciplined leadership. But what is it that these exceptional leaders do differently? To explore what made leaders great at facilitating teamwork, I looked at the leaders who were rated the highest on overall leadership effectiveness and who were also rated as outstanding in building teams. After analyzing their 360 ratings, coworker comments and personality test scopes, I discovered a fascinating pattern. Behind every high-performing team lies six key themes that define how leaders inspire trust, build connection, and foster productivity. Beneath these themes are twelve distinct personality traits and behaviors—the true underpinnings of their success. Let’s dive into what makes these leaders exceptional, how their teams thrive, and what you can take away to transform your own leadership style. The Catalyst: Fostering Collaboration and Inclusiveness At the heart of every great team lies a foundation of collaboration. The best leaders understand that inclusiveness is not a buzzword; it’s the lifeblood of a successful group. These leaders create an environment where everyone feels they have a voice and a stake in the team’s success. Think of it like orchestrating a symphony—each instrument unique, but all working in harmony. One leader I worked with described it this way: “I don’t just want my team to be good at their jobs. I want them to feel good about their contributions.” And it works. When people feel included, they give their best—not because they must, but because they want to. Inclusive leadership goes beyond meetings. These leaders actively ensure diverse perspectives are not just heard but valued. One executive shared how they intentionally sought input from junior employees, creating a reverse mentoring system to learn from younger team members. This approach not only bridged generational gaps but sparked innovative solutions. A remarkable example came from a retail company where the CEO spent an entire week working alongside employees at every level. This not only provided invaluable insights into operations but also inspired a wave of new ideas from employees who felt truly seen and valued. The Power of Empowerment: Developing Team Members “Leadership isn’t about control; it’s about empowerment.” That’s the mantra of the best leaders. They don’t micromanage; they mentor. They know their job isn’t to do the work for their team but to remove barriers so their team can shine. A leader’s ability to delegate isn’t just about trust; it’s about fostering growth. By assigning stretch tasks and providing support, they push their people to develop new skills and, in turn, confidence. One executive I coached took this approach to heart. When a junior manager expressed interest in leading a high-stakes project, the leader’s instinct was to say, “You’re not ready yet.” Instead, they said, “Let’s prepare you.” The manager not only succeeded but went on to take on bigger roles, crediting that opportunity as a turning point. Empowerment also requires patience. A seasoned leader shared how they once held weekly one-on-ones with an underperforming employee, not to micromanage but to provide consistent coaching. Over time, that employee became a top performer. Empowerment isn’t just about developing individuals—it’s about creating a culture where everyone lifts each other. In one team, a leader implemented peer mentoring, pairing experienced members with newer hires. The result? Faster onboarding and a stronger sense of camaraderie. The Core: Creating a Positive Team Culture Culture isn’t what’s written in your mission statement; it’s what your team feels every day. Exceptional leaders understand that positivity fuels productivity. They celebrate wins, address failures with empathy, and create an environment where people feel valued. One leader’s approach stands out. Instead of reprimanding a team member who made a costly mistake, they called a “win-learn” meeting. They asked the team to reflect on what went well despite the setback and what could be improved. It was never about blame; it was about building resilience and trust. Positivity doesn’t mean ignoring challenges. Another leader made it a practice to end every week by asking their team, “What’s one thing that frustrated you this week, and how can we fix it?” This proactive approach addressed problems head-on while maintaining morale. Exceptional leaders also understand the power of symbolic gestures. One executive started a tradition of hand-delivering birthday cards to every team member. This small act created a deep sense of connection and loyalty. The Glue: Effective Communication Communication is the thread that ties a team together. The best leaders are master communicators, ensuring everyone knows not just what to do but why it matters. They listen as much as they speak, creating a two-way street of ideas and feedback. One leader implemented “feedback Fridays,” where team members could share thoughts—anonymously or openly—on what was working and what wasn’t. Over time, this openness became a cornerstone of the team’s success. But effective communication goes beyond feedback. It’s also about clarity. A leader I coached used a simple tool: at the end of each meeting, they asked team members to repeat back key takeaways. This ensured alignment and minimized misunderstandings. Leaders who excel at communication also create forums for informal interaction. One manager set up monthly coffee chats with random pairs of team members, fostering connections and breaking down silos. The Art of Strengths: Recognizing Individual Talents Imagine a soccer team where everyone plays goalie. Absurd, right? Yet so many leaders fail to recognize and utilize their team’s diverse strengths. Great leaders, however, are like talent scouts—always identifying who’s best at what and positioning them to succeed. One leader I coached used a strengths matrix to map out their team’s unique abilities. Not only did this improve performance, but it also boosted morale as people felt their skills were truly valued. Another example comes from a tech startup where the CEO reorganized teams based on personality assessments. By aligning roles with individual strengths, they saw a 30% increase in productivity. The Inspiration: Leading by Example Actions speak louder than words and nowhere is this truer than in leadership. The most inspiring leaders hold themselves to the same standards they expect of others. Their dedication is contagious, setting the tone for the entire team. One leader would never ask their team to work late without rolling up their own sleeves. “If I’m asking for extra effort, they need to see I’m all in too,” they explained. The result? A team that consistently went above and beyond because they saw their leader doing the same. Another leader shared how they publicly admitted to their mistakes. “Owning my failures shows my team that it’s safe to take risks,” they said. This humility fostered a culture of innovation and psychological safety. The Traits That Make It All Possible Now, let’s pull back the curtain on the nine traits that underpin these leadership themes. These traits aren’t innate; they’re cultivated. Here are a few of the most impactful: Social Skill: Leaders build trust and rapport effortlessly. One colleague noted, “She makes you feel like your ideas and contributions matters.” How to Develop It: Schedule regular one-on-one time with team members to understand their motivations, aspirations, and challenges. Practice active listening by asking open-ended questions and reflecting on their responses. Attend networking events or join professional groups to practice building rapport with diverse individuals. Emotional Grounding: They remain calm under pressure. A team member once said, “He’s unshakeable, even in a crisis.” How to Develop It: When tensions rise, pause and take a deep breath before reacting. Practice mindfulness techniques like meditation to improve emotional regulation. Seek feedback from trusted colleagues on how you handle stressful situations and work on areas for improvement. Consistency: Reliable leaders build trust. “She consistently communicates her expectations clearly, follows through on her commitments, and ensures everyone is on the same page, which makes it easy to trust and rely on her leadership” How to Develop it” Start small by always following through on meeting deadlines. Create a personal system for tracking commitments and set reminders to ensure you meet them. Regularly communicate progress on tasks to build trust and reliability. Adaptability: They see change not as a threat but as an opportunity. “"She adapts to new challenges by bringing together cross-functional teams to innovate and execute with alignment." How to Develop It: When a new challenge arises, ask, “How can we turn this into an advantage?” Shift your mindset to see obstacles as opportunities for growth and involve your team in brainstorming innovative ways to address the situation. Encourage flexibility and experimentation, fostering a culture that thrives on change and innovation. Trusting Nature: Leaders empower others by demonstrating faith in their team’s abilities. Trust builds confidence and accountability. One leader was described as “someone who trusts you to figure it out but has your back if you need help.” How to Develop It: Start delegating significant responsibilities to team members, allowing them autonomy while remaining available for support. Resist the urge to micromanage and instead focus on outcomes. Celebrate when team members succeed with delegated tasks. Achievement Orientation: These leaders are driven and inspire others to reach ambitious goals. They lead with enthusiasm and pride, creating a culture of high standards and collective success. One team member noted, “Her passion for collaboration and commitment to excellence motivates everyone around her.” How to Develop It: : Share your enthusiasm for team wins and set clear, challenging goals that energize the team. Break down larger objectives into measurable milestones and regularly track progress. Encourage a growth mindset by focusing on effort and improvement rather than just results. Ethical Integrity: Leaders with strong moral compasses earn respect and loyalty. They foster an environment of fairness and transparency, which cultivates trust. One observation: "He is totally trustworthy and creates a very healthy team environment by leading with integrity and setting an example of fairness and respect for everyone." How to Develop It: Consistently align decisions with your values and ensure your actions reinforce a culture of fairness. Create a personal code of ethics and refer to it when facing difficult decisions. Be transparent about your reasoning behind choices, especially when they affect the team. Organizational Skills: Exceptional leaders bring structure and clarity to chaos. They prioritize tasks effectively and ensure their teams stay focused on what matters most. A team member highlighted, “He provides clear structure and expectations, which keeps us aligned and productive.” How to Develop It : Implement task management software or shared project boards to clarify priorities and keep everyone aligned. Develop a system for categorizing tasks by urgency and importance. Regularly review and update your organizational systems to ensure they remain effective. Inspirational Vision: These leaders articulate compelling goals and rally their teams around a shared purpose. They can energize and uplift even during challenging times. One person said, “He always reminds us of why our work matters, and that keeps us motivated.” How to Develop It: Regularly communicate your vision and tie day-to-day efforts back to the bigger picture. Practice storytelling techniques to make your vision more compelling and relatable. Seek out and share examples of how the team's work is making a tangible impact.