Key takeaways

Great leadership starts with self-awareness and understanding your unique leadership style.
Confidence is built through small, consistent actions rather than dramatic changes.
Strong relationships and trust are just as important as achieving results.
Leadership development is an ongoing practice of learning, reflection, and growth.

It’s no secret that we’re living through a massive workplace evolution. From the COVID-19 pandemic and subsequent rise of remote work, to the widespread implementation of AI, the landscape looks almost unrecognizable compared to a decade ago.

And one of the biggest side effects of these rapid shifts has been the correspondingly huge rise in burnout and career-related mental health challenges.

Morale is at an all-time low, and the professional world is reeling. So what’s the solution?

That’s not a question with one single answer, but I’m weighing in to say that great leadership can make a huge difference at every level of the org chart, from small and scrappy teams to executive tiers. And great leaders rarely appear out of thin air. Instead, they’re individuals who have committed to moving through their careers with a real sense of curiosity, and who have accessed supportive training and mentorship to develop their people management skills.

If you feel like you’re starting from square one on your leadership journey, here are my go-to approaches to step into your fullest potential.

1. Start by understanding your leadership style

One of the qualities I see in truly great leaders, no matter the industry or size of the organization, is the ability to play to their strengths.

What does that mean? Well, the best leaders leverage their greatest skills and talents, and identify their own shortcomings in order to build and nurture diverse, resilient teams that can work together.

This is where CliftonStrengths comes in.

By learning about your individual leadership style, you can identify your key strengths, potential blind spots and communication habits, as well as understand how to proactively approach your management position. There’s no one-size-fits-all version of leadership – especially nowadays. So getting a clearer idea of who you are as a team captain early on (or even years in! It’s never too late) will set you up for long-term success.

2. Build confidence through small daily actions

Overcoming imposter syndrome is no small task. Lack of adequate manager training can result in leaders who struggle to feel up to the job. And believe it or not, if you’re questioning yourself, your direct reports are noticing.

Building your self confidence is critical to developing your leadership skills – and doing so will most likely increase your team’s confidence in you, too!

One of the most effective (and easy!) ways to do this is through small, regular actions. Think practicing clear communication about tasks and timelines. Think making decisions to build momentum for action, and acknowledging that it’s ok to make a mistake and circle back. Think following through on commitments you’ve made: even if it’s just showing up to a meeting well-prepared. This all may sound obvious, but believe me, it’s these small and steady signals that will earn trust, confidence and respect over time, whether from your employees or your leadership team.

3. Focus on relationships, not just results

Great managers foster an engaged and motivated team by investing time and energy into relationships with their direct reports.

But, a key differentiator between just-fine managers and great leaders is meeting employees and teams where they’re at. Treat others how they want to be treated. For example, recognize and tap into the value that each individual brings, as well as how colleagues complement one another.

The CliftonStrengths framework provides a thorough foundation in discerning unique personalities and workplace styles. But even actively listening during regular check-ins with your direct reports will be incredibly helpful in building meaningful rapport with individuals on your team.

4. Learn how to give and receive feedback

Soliciting feedback from direct reports tangibly demonstrates that they’re valued members of the team. In turn, employees are more motivated by their contributions and sense of purpose. And you never know how new or different points of view might help shape a project or a strategy (and even bring to light a loose end that can be tied all the sooner!).

Creating space for diverse perspectives goes beyond building a culture of recognition. As a leader, giving consistent, even informal, feedback creates an environment where honesty is safe rather than scary. And getting comfortable with sometimes uncomfortable conversations encourages growth and can ultimately prevent defensiveness.

When things go wrong or conflicts arise, a culture of proactive and open communication founded on mutual respect will go a long way toward resolving challenging situations and coming out stronger than before.

5. Prioritize self-awareness and reflection

Finally, look inward. Leaders improve by leaps and bounds when they regularly reflect on challenges, as well as how their behaviour and habits impact the people around them. At the end of the day, we’re all constantly evolving and changing, and the leaders who consistently practice self reflection will not just be sitting on top of the corporate ladder but will be actively steering truly resilient organizations.

Leadership development is an ongoing practice

The most confident leaders are not perfect, but they stay curious and committed to ongoing learning. Leadership is more about asking the right questions than knowing (or pretending to know) all the answers.

If you’re looking for more about how you can show up for your team and lead with confidence, consider our new manager training.

Frequently Asked Questions

Tools such as CliftonStrengths can help you better understand your natural talents, communication preferences, decision-making tendencies, and potential blind spots. Developing self-awareness is often the first step toward becoming a more effective leader.
Focus on building confidence through small, consistent actions. Following through on commitments, communicating clearly, making decisions when needed, and preparing thoroughly for conversations can help establish credibility and trust over time.
Strong relationships create trust, engagement, and psychological safety within teams. Leaders who invest time in understanding their employees are often better equipped to motivate individuals, navigate challenges, and support long-term performance.
Feedback should be an ongoing part of day-to-day leadership rather than something reserved for annual performance reviews. Regular, constructive conversations help employees grow, address issues early, and feel more connected to their work.
Regular self-reflection helps leaders evaluate what’s working, learn from mistakes, and understand how their actions impact others. Taking time to reflect can improve decision-making, strengthen relationships, and support continuous leadership growth.

Leadership and Management Development: An Everyday Guide to Leading With Confidence