Great Leaders: 17 Qualities That Set Them Apart

Too often, great leaders are those once in a lifetime happenings. Leaders will emerge anywhere there is a group – workplaces, organisations, teams, friendship and social circles, communities, families – anywhere. You won’t find many of the qualities that make a great leader on a resume or a job description – which is a shame – because they’re the ones that make the difference. Here are some qualities that make unforgettable and influential leaders.

  1. They genuinely care about the success of the others.

    Great leaders will do whatever they can to keep the path to success wide open for everyone – and not just by giving well suited bottoms a comfy place to land when the midnight oil is burning on – night after night after night. In workplaces they’ll challenge and develop employees and offer opportunities for intellectual and professional growth.

  2. They say ‘Yes, and …’ instead of ‘Yes, but …’.

    Before moving on to change, advise or tweak, they acknowledge the work behind the idea and the contribution it makes to the ones that come after it.

  3. They are open to new ideas – and not just their own.

    Being able to say ‘no’ is important but if it’s used too quickly or too often it will stifle creativity. The best ideas come from the nuttiest ones. Great leaders support ideas and concepts and allow them to be expanded to their full potential. That doesn’t mean they jump on every pony that comes along – some things were never meant to fly – but they acknowledge the thought, effort and value behind an idea, even if the value is what track not to travel down.

  4. They are emotionally open – in a professional way.

    They get excited and are quick to let on when they’re disappointed in themselves. They’ll celebrate everyone’s wins and will empathise when things don’t go to plan. At times they’ll become cranky or frustrated. And then they’ll apologise. Professionalism with humanity. A heroic combo.

  5. They appreciate others – and others feel appreciated.

    Great leaders are very quick to give positive feedback. Because of the way they lead, employees feel like they work with not for a boss, so will have more of an investment in the outcome. People work harder when they know what they is being noticed.

  6. They don’t steal credit.

    They give credit openly, publicly and wholeheartedly. We learnt not to steal as toddlers because it was the quickest way to be tumbled. Nothing’s changed. People aren’t stupid and those who steal credit for someone else’s work will find it’s the quickest way to have a target plastered on their back. 

  7. They are humble.

    When things are going bad, they’ll blame themselves. When things are going well, they’ll applaud the efforts of those around them. Leaders who have solid self-insight, are more self-critical, humble and whose opinion of their leadership quality are more inline – and not grander – than the opinions of those they are with, are more engaging and engender more commitment, according to new research. The overwhelming bulk of leaders in highly successful companies, including Fortune 500 companies, have this one particular trait. 

  8. They are never abusive.

    Leaders who are abusive throw an entire team into conflict. Productivity is reduced as the focus is shifted from coping with the conflict and away from performance. 

  9. Intelligence with integrity.

    Intelligence is important but it isn’t enough on its own. There are plenty of intelligent leaders who have made bad decisions. A lack of integrity will blind wisdom and will too often lead to decisions that fail to consider all possible implications. When a decision is made by a leader of high integrity, even if the decision is an unpopular one, it will be respected all the same and will generally engender the least fallout. Generally.

  10. They are likeable.

    People won’t follow people they don’t like. Leaders with good character will inspire others towards optimal performance. Leaders can be as educated and impressive as they think you are but if people don’t like them, their influence will wither. People will do as much as they need to, and nothing more.

  11. The instill trust.

    Leaders who lead through fear will get the mimimum. Leaders who connect with those around them and genuinely care will inspire peak performance. People will want to do their best and work their hardest for somebody they like. For someone they fear, the goal becomes staying out of trouble.

  12. They aren’t afraid to say the tough stuff.

    Great leaders know that constructive criticism is never ‘constructive’. It’s just criticism. (How did those two words ever find each other anyway?). Putting the word ‘constructive’ in front of criticism doesn’t make it so. That doesn’t mean they only ever talk glossy. Not at all. If something needs addressing, they’ll do it but they’ll do it with grace. They’ll sandwich it between strengths, reassure, and offer constructive advice.

  13. They inspire, educate, motivate. 

    Inspiration. Education. Motivation. A great leader will always provide at least two of these – not necessarily the same two – to everyone around them.

  14. They get their hands dirty.

    They’ve been there. Done that. Haven’t stopped yet. They never feel so self-important as to be above the grunt work. As a result, people will put in the work that’s necessary. They lead a culture where entitlement isn’t tolerated and hard work is valued and appreciated.

  15. They won’t tolerate ‘white-anting’.

    Organisations and groups are brought to their knees by rumour-mongering and smack talk that happens behind backs. Great leaders create a culture that squeezes this out. Of course, that doesn’t mean there won’t always be people with forks in their tongues. What it means is that they run against the tide of the organisation.

  16. They see opportunity in the uncertainty and the problems.

    Crisis brings opportunity if there is a leader ready to learn, change and flex around it. Major changes don’t generally happen when things are going well.

  17. They keep improving.

    Even at the pinnacle of their career they will continue to grow. They will seek out new directions, read and listen. The will continue to grow and expand themselves, both personally and professionally.

Aside form being sharp, quick and intelligent, great leaders are emotionally intelligent and have a profound capacity to inspire and connect with those around them. Great leaders aren’t easily defined, but when you’re in the company of one, you know it.

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Too many students are being stifled by anxiety, and this number is on the rise.

Far from being ‘another anxiety workshop’, this comprehensive approach will draw on neuroscience, evidence-based strategies, and highly respected therapeutic models in developing a fresh, impactful approach to working with anxiety in young people.

We will explore anxiety from the ground up, developing a ‘roadmap’ for a therapeutic response to anxiety that will include key information, powerful strategies, and new responses to anxiety to effect immediate and long-term change.

This workshop is for anyone who works with young people in any capacity. 

Includes full catering, handbook and PD certificate.

For the full range of workshops in Australia and New Zealand, see the link in the bio.♥️
Relationship first, then learning and behaviour will follow. It can’t be any other way. 

Anxious brains can’t learn, and brains that don’t feel safe will organise young bodies (all bodies) for fight, flight (avoidance, refusal, disengagement, perfectionism), or shutdown. 

Without connection, warmth, a sense of belonging, feeling welcome, moments of joy, play, and levity, relational safety will be compromised, which will compromise learning and behaviour. It’s just how it is. Decades of research and experience are shouting this at us. 

Yet, we are asking more and more of our teachers. The more procedural or curriculum demands we place on teachers, the more we steal the time they need to build relationships - the most powerful tool of their trade. 

There is no procedure or reporting that can take the place of relationship in terms of ensuring a child’s capacity to learn and be calm. 

There are two spaces that teachers occupy. Sometimes they can happen together. Sometimes one has to happen first. 

The first is the space that lets them build relationship. The second is the space that lets them teach kids and manage a classroom. The second will happen best when there is an opportunity to fully attend to the first. 

There is an opportunity cost to everything. It isn’t about relationships OR learning. It’s relationships AND learning. Sometimes it’s relationships THEN learning. 

The best way we can support kids to learn and to feel calm, is to support teachers with the space, time, and support to build relationships. 

The great teachers already know this. What’s getting in the way isn’t their capacity or their will to build relationships, but the increasing demands that insist they shift more attention to grades, curriculum, reporting, and ‘managing’ behaviour without the available resources to build greater physical (sensory, movement) and relational safety (connection, play, joy, belonging).

Relationships first, then the rest will follow.♥️
Love and lead. 

First, we love. Validation lets them know we see them. Validation is a presence, not a speech. It’s showing our willingness to sit with them in the ‘big’ of it all, without needing to talk them out of how they feel.

It says, ‘I see you. I believe you that this feels big. Bring your feelings to me, because I can look after you through all of it.’

Then, we lead. Our response will lead theirs, not just this time, but well into the future. 

If we support avoidance, their need to avoid will grow. The message we send is, ‘Maybe you aren’t safe here. Maybe you can’t handle this. Maybe your anxiety is telling the truth.’ 

Of course, if they truly aren’t safe, then avoidance is important. 

But if they are safe and we support avoidance, we are inadvertently teaching them to avoid anything that comes with anxiety - and all brave, new, hard, important things will come with anxiety. 

Think about job interviews, meeting new people, first dates, approaching someone to say sorry, saying no - all of these will come with anxiety.

The experiences they have now in being able to move forward with anxiety in scary-safe situations (like school) will breathe life into their capacity to do the hard, important things that will nourish and grow them for the rest of their lives. First though, they will be watching you for signs as to whether or not anxiety is a stop sign or a warning. The key to loving bravely and wholly is knowing the difference.

Teach them to ask themselves, ‘Do I feel like this because I’m in danger? (Is this scary dangerous?) Or because there’s something brave, new, hard, important I need to do. (Is this scary-safe?). Then, ‘Is this a time to be safe or brave?’

To show them we believe they are safe and capable, try, ‘I know this feels big, and I know you can do this.’ Then, give them a squeeze, hand them to a trusted adult, and give them a quick, confident goodbye. Their tears won’t hurt them, as long as they aren’t alone in their tears.

It doesn’t matter how small the steps are, as long as they are forward.♥️
I'm so excited to be speaking about separation anxiety at the Childhood Potential Online Montessori Conference. 

The conference will involve conversations with over 40 other experts, and will take place from 27-31 January 2025. This is for anyone who is an important adult to a young child or toddler. 

I'd love you to join me. See more here 
: http://childhoodpotential.com/?a_box=ncw8h43m&a_cam=1
New, hard, important, brave things will always come with anxiety. It’s the anxiety that makes these things brave.

The only way for kids to never experience anxiety is for us to never put them in front of anything growthful, new, hard, brave. They’ll never feel the discomfort of anxiety, but they also won’t grow and strengthen against it. 

We’ll never get rid of anxiety and we don’t need to. The key to strengthening young people against anxiety lies in helping them feel safer with it. 

Here are 3 ways to do that. First though, and most importantly, establish that they are actually safe - that they are relationally safe, and that they feel safe in their bodies.

1. Take avoidance off the table. Avoidance makes anxiety worse by teaching the brain that the only way to stay safe is to avoid. Little steps matter - any step, even the tiniest, is better than none.

2. Show them you can handle their anxiety and the big feels that come with it:

‘Of course you feel anxious. You’re doing something big. How can I help you feel brave?’ 

Or, ‘I know this feels big, and it feels like you can’t. I know you are safe and I know you can. You don’t need to believe it because I know it enough for both of us. I know you won’t believe it until you see it for yourself. That’s okay, that’s what I’m here for - to show you how amazing you are and that you can do hard things. I can take care of you through the ‘big’ of it all. What’s one little step you can take? Let’s take it together. And don’t say ‘no steps’ because that’s not an option.’

3. Help them understand why they feel the way they do when they are anxious, otherwise they’ll interpret sick tummies, sore tummies, racy heart, clammy skin, big feelings as a sign of deficiency or potential disaster. It isn’t. It’s a sign of a brain and body trying to protect them, at a time they don’t need protecting. 

As long as they are safe, the need to avoid is often more about needing to avoid the thoughts, feelings, and physiology of anxiety, rather than avoiding the thing itself. This is why the physiology of anxiety will continue to drive anxiety until we make sense of it. ‘Hey Warrior’ will help you do make sense of it for them.♥️

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