Leading 1 by example emerges as one of the most effective leadership approaches.
In this post, we’ll delve into the meaning of leading by example and provide 10 actionable tips on how to embody this leadership style.
What Does it Mean to Lead by Example?
Leading by example means inspiring your team through your actions rather than just your words, encouraging engaged and practical work. As a leader who leads by example, you become a living representation of your company’s core values.
This style of leadership holds you accountable for embodying the ideals you wish to see in others. It also serves as a catalyst for personal growth, as you must cultivate the qualities you desire from your team members within yourself.
10 Tips on How to Lead By Example to Inspire Your Team
As a workplace leader, your primary goals revolve around:
- Creating a workplace culture that aligns with your beliefs.
- Crafting a vision of a better future, with your company and team playing a crucial role, and inspiring your team members to contribute to that vision.
- Facilitating the growth, development, and expression of your team members’ talents.
- Generating profits for your company and assisting your employees in achieving financial success.
Throughout the following tips, each action step will provide guidance on how to lead by example to nurture these leadership goals.
- Always give credit and acknowledgment
Research 2 highlights that when employees receive acknowledgment for their efforts, they become more motivated and willing to exert extra effort, even if the compensation is less. Acknowledgment stands as a valuable currency in the workplace, fulfilling our inherent need for recognition and making us feel valued.
By consistently offering credit, acknowledgment, and appreciation to your employees, you instill this mindset in them. This practice can foster a company culture where mutual appreciation is actively embraced, motivating everyone to work with passion. This approach is particularly potent if you aim to cultivate a strengths-based team.
Conversely, a lack of acknowledgment can lead to turnover. According to a survey 3 of individuals contemplating job changes, 69% expressed that increased recognition and rewards would be a significant motivator to stay with their current employer.
Building a team where members constantly feel undervalued can be detrimental, as depicted in the accompanying pictures.
It’s crucial to recognize that everyone appreciates acknowledgment in different ways. Some may prefer recognition in a team meeting or a group email, while others might favor private 1-on-1 acknowledgment. Some individuals may enjoy tangible rewards like gift cards for their hard work. The key is to inquire about each employee’s preference to tailor your acknowledgment approach accordingly.
Action Step: In an upcoming 1-on-1 with each of your team members, inquire about their preferred method of acknowledgment for their work by asking, “How do you like to be acknowledged?” Provide them with the following options to choose from:
- Public recognition: Acknowledging their contributions in team meetings, group emails, or company-wide gatherings.
- Personalized feedback: A personalized note, email, or one-on-one conversation expressing appreciation for a specific achievement.
- Career development opportunities: Demonstrating recognition by investing in their growth. This could involve offering opportunities for professional development, such as training or workshops, or providing them with new responsibilities or roles aligned with their career goals.
- Rewards: Tangible rewards such as bonuses, gift cards, extra time off, or other perks.
- Peer-to-peer recognition: Establishing spaces and systems where coworkers can acknowledge each other’s accomplishments.
Tailoring your acknowledgment approach based on individual preferences ensures a more meaningful and effective recognition strategy within your team.
- Do the right thing when no one is watching
This point holds significant importance if you aim to incorporate a sense of ethics into your company’s code. Neglecting ethical considerations can breed an environment lacking trust, where individuals don’t feel genuinely secure.
While there’s no explicit, universally accepted ethical code dictating what is definitively right or wrong in every situation, two frameworks of thinking can instill moral integrity in your team:
– Acting ethically is a conscious choice. Even with varying interpretations of what is “right,” you can inspire your team to align their actions with their individual sense of morality.
– Researchers conducted a compelling study surveying hundreds of people across 14 countries about their most valued virtues. Responses varied significantly between countries, but the three most universally cherished virtues were honesty, respect, and kindness.
To instill a sense of ethics in your team, it’s essential to:
- Do what you believe is right as consistently as possible.
- Act with honesty, respect, and kindness.
By embodying these principles, you set a powerful example and contribute to fostering an ethical foundation within your team and company culture.
You might have come across the term virtue-signaling 4, which refers to the public display of ethical behavior to gain status 5. This phenomenon can complicate our motivations when the opportunity to act ethically arises in front of others.
Interestingly, the most effective way to promote ethics in your team is to act ethically when none of them are around. Doing the right thing when nobody is watching cultivates an unwavering integrity within yourself, creating a ripple effect in those around you.
Action Step: Challenge yourself to refrain from telling white lies for a designated period—whether it’s a day or a week. See if you can avoid even the smallest, seemingly harmless lies.
Here are a few examples to illustrate how easily white lies can sneak in:
– White lie: “Sorry I’m late; traffic was unexpectedly bad today.” True statement: “Sorry I’m late. I was flustered this morning and didn’t leave when I wanted to.”
– White lied: “That’s a great idea! We’ll implement it soon.” True statement: “I appreciate your creative idea. I can’t promise we’ll implement it, but I’ll explore its feasibility and get back to you if we can move it forward.”
– White lie: “I completely agree with you.” True statement: “I see where you’re coming from, but I have a different perspective. Can we explore both our viewpoints?”
– White lie: “You’re next in line for a promotion.” True statement: “Your hard work is noticed. There is a set promotion plan I can’t speed you through, but when your time comes, you’ll have made a strong case for advancement.” 1.
- Clarify your team’s values
The foundation of leading by example relies on the assumption that your team will naturally absorb how you act, speak, and think. An excellent starting point is to precisely define what you want them to absorb by clarifying the values you aim to instill in your team.
Action Steps:
- Begin by brainstorming a list of admirable values for your team, aiming for at least 25 on this list. If you need assistance, here’s a list of core values to choose from.
- Narrow down your list to the top ten values.
- Further refine your list to the top five values.
- Write a brief sentence about each value, describing what it means to you.
- Finally, order your list from the most to least important.
For a streamlined process, you can utilize a one value-discovery method on Notion.
Now, you have a clear set of values for your team. While this list may overlap with the company’s values, there might be some differences. It may also intersect with your personal values, although not necessarily perfectly. These top values for your team likely represent a harmonious blend between your company’s values and your own.
- Assume your team will follow your actions
Adopting a “lead by example” perspective involves assuming that everything you say and do establishes a precedent that the rest of your team will likely follow. This applies to both your positive and negative habits.
For instance, let’s consider a scenario where you promise a team member to review their work by Tuesday but, due to unforeseen circumstances, you deliver it on Friday without informing them. On the surface, a few days’ delay might not seem significant. However, viewed through the lens of “leading by example,” your actions communicate several messages to your team:
– Precision with time is not a priority here.
– It’s acceptable to be vague in your commitments; changing your mind is okay.
– Running behind schedule is not a major concern.
While it’s valid to prefer a more relaxed working culture, it’s beneficial to recognize that everything you do sets a precedent, conveying norms through your actions.
Action Tip: For a single day this week, consciously carry the thought: “How would I feel if everyone on my team did the thing I just did?”
Keep this thought at the forefront in two ways:
- Take a brief break every hour to reflect on how you spent the last hour and your decisions. Ask yourself how you would feel if everyone on your team made similar choices. For instance, if you spent 5 minutes on Instagram during work time, consider whether you’d want your team to do the same. Reflect on whether this aligns with the culture you aim to foster, embracing imperfection or emphasizing focus and discipline.
- Change your phone background for a day with a reminder illustration. Here’s a basic illustration you can use, or you can create your own on Canva.
- When stuff hits the fan, always look for where you were responsible
Psychologists Elliot Aronson and Carol Tavris wrote the amusingly titled book “Mistakes Were Made (But Not By Me),” arguing that our minds tend to self-justify due to cognitive dissonance when we make mistakes, leading us to avoid personal accountability. Overcoming this tendency requires intentional efforts to take responsibility.
The most effective leaders are those who willingly take ownership. When the team falls short of a critical deadline, a true leader acknowledges their role in the failure. If a significant error jeopardizes a client relationship, the leader takes responsibility for what could have been done differently.
This doesn’t negate the possibility that other team members may share some blame. However, when a leader takes as much responsibility as possible for failures, it sets the tone for a culture where team members also actively seek accountability.
In this iconic Tedx Talk, Jocko Willink recounts a challenging experience as a Navy lieutenant commander in Iraq. Despite a series of miscommunications and mistakes leading to friendly fire and casualties within his team, Jocko, when reporting the incident up the chain of command, did not blame any of his soldiers. Instead, he took sole responsibility as the team leader for the massive error. This act earned him an immense amount of trust from both superiors and team members, establishing a culture of self-accountability.
Action Step: The next time an unfortunate event occurs at work, whether it’s a mistake or a missed milestone, ask yourself: “How did I contribute to this situation?” Share this information with everyone relevant to the situation and commit to learning from the mistakes.
- Champion a value
Leading by example involves embodying the values you want to instill in your team. If, for instance, one of your team values is “Authenticity,” strive to become the living personification of authenticity. By doing so, you give permission and inspiration to everyone else to reveal their authentic selves.
Action step: Select a value you consider important and concentrate on it for a week. If transparency is the chosen value, explore ways to show up as transparently as possible throughout the week. This focused effort serves as a tangible demonstration of the value, reinforcing its significance within the team.
- Lead with the mindset you want to inspire
Amid the inevitable fluctuations and challenges in your business and industry, how you approach and navigate these situations has a profound impact on your team. Your perspective is a conscious choice, and it influences the collective mindset within your team.
A team at Harvard Business Review 6 emphasizes: “The greatest predictor of success for leaders is not their charisma, influence, or power. It is not personality, attractiveness, or innovative genius. Positive relational energy is the one thing that supersedes all these factors: the energy exchanged between people that helps uplift, enthuse, and renew them.”
Spreading positive energy involves cultivating and sharing mindsets and perspectives that view life (and business) in a positive light.
Consider a malfunction in your production line as an example. Instead of reacting with panic and frustration, view it as an opportunity to reassess product design, practice patience, or a wake-up call to explore alternative manufacturers. There is always an empowering way to perceive a situation, and actively embracing a growth mindset that sees opportunity encourages your team to do the same.
Action Step: Identify one stress point in your business right now and brainstorm five empowering ways to view the situation. This exercise not only reframes challenges but sets a positive tone that can resonate throughout your team.
- Never ask something difficult of your team that you wouldn’t do
Picture this: you’re facing a massive crunch, and you ask a team member to put in extra time, a request you’re unwilling to fulfill yourself. Or consider a scenario where you delegate working with an angry and belligerent client because you’re afraid, shifting the burden to a team member.
There’s an off taste to these situations, isn’t there? A good rule of thumb is to only ask your team to undertake tasks that you either have done yourself or would feel comfortable doing. This principle extends to avoiding special privileges for yourself that your team doesn’t share, like using an extravagant espresso maker while everyone else uses basic coffee equipment.
Action Step: Reflect on these questions sincerely:
– “Is there anything I’ve asked my team members to do that I wouldn’t do myself?” If the answer is “yes,” consider taking on the task or reconsidering its necessity.
– “Have I granted myself perks and privileges that I’ve denied my team?” If the answer is “yes,” contemplate whether you want to maintain that imbalance (which is a valid choice).
- Invest in their careers
Leading by example often involves demonstrating virtues, especially when faced with challenges. It’s easy to act generously when everything is going smoothly, but true leadership shines through when times are tough.
This commitment extends to your team members’ careers. A effective leader cares about their team’s growth and actively supports their personal development, particularly if they follow a servant leadership style 7. It may seem straightforward to support their growth when it aligns with the company’s interests, but what if fostering their career means they leave to pursue their venture or join another company?
In such instances, walking the walk becomes more complex, as supporting your employees might result in losing them. However, leading by example means genuinely caring for your team’s well-being, even if it means encouraging their growth beyond the current organization.
Action Step: Initiate 1-on-1 meetings with each team member with the specific goal of discussing and encouraging their career growth. Seek to help them explore their aspirations and guide them on the path to achieving those goals. Can you provide coaching, offer advice, or share resources to assist them in their journey? If you’d like additional insights on conducting such meetings, this post might be a valuable resource.
- The way you treat someone who leaves the team shows your true colors
Leaders often strive to make their team members feel valued and respected. While there are various practices for expressing appreciation, the true measure of your respect for the team lies in how you treat those who depart.
When someone leaves, it’s an opportunity to demonstrate unconditional respect and to convey that you value each team member as a human being, not just as a means to achieve KPIs. Treating departing employees with respect not only reflects your true colors but can also enhance the morale of the remaining team members.
Action Step: The next time a team member departs, whether transitioning to another team within the company or leaving altogether, seize this moment to foster a culture of respect. Consider ways to make them feel valued and acknowledged, such as organizing a farewell party or collecting appreciative notes from other team members in a jar.
Acknowledge that dealing with various emotions like fear, sadness, anger, or betrayal may arise during times of significant change. Take the time to process these emotions independently to approach the send-off with a clear and genuine heart.
Frequently Asked Questions About Leading By Example
Why is leading by example important?
Leading by example is crucial because it inspires and motivates teams by demonstrating the behaviors and attitudes expected from them. It fosters a culture of integrity and dedication, enhancing overall team performance and productivity.
How do you use leading by example?
Leading by example involves consistently embodying the values, ethics, and work habits you wish to instill in your team. It requires honoring commitments, demonstrating ethical behavior, and respecting work-life balance.
What does “a leader leads by example, not by force” mean?
This phrase means a true leader influences and motivates their team through their actions and behaviors, not coercion or mandates. They act as role models, inspiring their team to emulate their behaviors because they respect and trust their leader’s approach.
How do you apply “lead by example” to your daily work?
Applying “lead by example” to daily work involves behaving in ways that reflect your team’s values, treating work-life balance with respect, being accountable for your actions, and supporting your team members’ career growth. Essentially, it’s about practicing what you preach. It can be helpful to continuously reflect on the mantra “I am setting a precedent with every action I take.”
What are good examples of leading by example?
An excellent example of leading by example includes demonstrating a commitment to the team’s values, investing in team members’ career growth, honoring work-life balance norms, acting ethically even when no one is watching, and taking responsibility during challenging situations. It also might mean if you value creativity, for example, as a leader, you strive to approach problems in new ways.
What happens when you don’t lead by example?
Not leading by example can lead to a loss of trust, respect, and employee engagement within your team. This can cause poor morale, decreased productivity, increased staff turnover, and a negative impact on the overall team culture.
Takeaways About Leading by Example
Leading by example is like planting seeds of inspiration that can blossom into a culture of shared values within your team. Here’s a quick recap:
– Acknowledge and credit your team, tailoring recognition to individual preferences.
– Uphold ethical behavior, acting with honesty, respect, and kindness, especially when no one is watching.
– Define your team’s values by creating a list, narrowing it down to your top five, and ranking them in order.
– Assume that every action sets a precedent, fostering a sense of accountability.
– Take responsibility when things go wrong, teaching your team the importance of accountability.
– Focus on embodying a chosen value each week, championing it to inspire others.
– Cultivate a positive mindset, as your outlook influences the team’s energy and resilience.
– Only ask your team to do what you would willingly do yourself, maintaining fairness.
– Invest in your team’s careers, even if it means supporting their growth beyond your team.
– Show respect and appreciation when someone leaves the team, emphasizing their value as individuals.
Wishing you all the best on your leadership journey! You’ve got what it takes to be a role model for your team. 
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- https://www.gallup.com/workplace/231593/why-great-managers-rare.aspx
- https://www.forbes.com/sites/forbescommunicationscouncil/2018/02/28/recognition-in-the-workplace-its-not-what-you-think-it-is/?sh=5525fc963da5
- https://www.achievers.com/press/achievers-survey-finds-without-recognition-expect-employee-attrition-2018/?zd_source=hrt&zd_campaign=5503&zd_term=chiradeepbasumallick
- https://dictionary.cambridge.org/dictionary/english/virtue-signalling
- https://www.ncbi.nlm.nih.gov/pmc/articles/PMC6795490/
- https://hbr.org/2022/04/the-best-leaders-have-a-contagious-positive-energy
- https://www.google.com/search?q=wghat+is+a+servant+leader&oq=wghat+is+a+servant+leader&gs_lcrp=EgZjaHJvbWUyBggAEEUYOTIJCAEQABgNGIAEMgkIAhAAGA0YgAQyCQgDEAAYDRiABDIJCAQQABgNGIAEMgkIBRAAGA0YgAQyCQgGEAAYDRiABDIJCAcQABgNGIAEMgkICBAAGA0YgAQyCQgJEAAYDRiABNIBCDIzMThqMGo0qAIAsAIA&sourceid=chrome&ie=UTF-8
