94. Leading by Example
How to demonstrate strong leadership through your own behaviour.
Imagine this - A manager consistently preaches teamwork but refuses to collaborate. A leader demands punctuality but frequently arrives late to meetings. Over time, you notice -
Decreased trust, as employees see a gap between words and actions.
Lower engagement, as employees feel uninspired by leadership.
Lack of accountability, as expectations seem unfairly applied.
Reduced workplace morale, as hypocrisy breeds resentment.
Leadership isn’t just about what you say—it’s about what you do. Employees watch their leaders closely and take cues from their behaviour. If a leader fails to uphold the standards they set, credibility is lost, and workplace culture suffers.
HR psychology tells us that employees are more motivated and engaged when they see leaders who model the behaviours they expect from others. Leading by example fosters respect, accountability, and a culture of integrity.
The challenge? How do you ensure that your actions align with your leadership values and inspire those around you?
The Solution – A Three-Part Approach - Model, Communicate, and Reinforce
Demonstrating strong leadership requires setting the right example, communicating effectively, and reinforcing a culture of integrity and accountability.
1. Model the Behaviours You Expect from Others
Before inspiring others, leaders must exhibit the qualities they want to see in their teams.
A. Align Your Actions with Your Words
If you expect punctuality, be on time for meetings.
If you promote collaboration, actively engage in teamwork.
If you emphasise continuous learning, invest in your own development.
Red Flag - If leaders fail to uphold their own standards, employees may disengage or feel justified in ignoring expectations.
B. Demonstrate Accountability & Ownership
Admit mistakes openly and focus on solutions rather than excuses.
Take responsibility for outcomes instead of shifting blame.
Show that everyone, including leadership, is held to the same standards.
HR Psychology Insight - Employees respect leaders who acknowledge their own shortcomings and work towards improvement.
C. Maintain a Positive & Professional Attitude
Approach challenges with a solution-oriented mindset.
Show emotional intelligence by managing stress and conflict calmly.
Treat all employees with respect, fairness, and consistency.
HR Best Practice - A leader’s behaviour sets the emotional tone for the workplace—positivity fosters motivation and resilience.
2. Communicate Expectations Clearly & Consistently
Leading by example isn’t just about personal behaviour—it also requires ensuring that employees understand what is expected.
A. Set Clear Standards & Expectations
Define workplace values clearly and consistently.
Ensure employees understand both the ‘what’ and the ‘why’ of expectations.
Reinforce expectations in team meetings, performance discussions, and daily interactions.
Red Flag - If employees receive mixed messages, confusion and inconsistency will follow.
B. Provide Constructive Feedback & Recognition
Offer regular, solution-focused feedback to help employees improve.
Recognise and reward employees who model company values.
Encourage peer feedback, where employees hold each other accountable in a supportive way.
HR Psychology Insight - Employees are more likely to follow expectations when they see their efforts acknowledged and valued.
C. Foster Open Communication & Approachability
Encourage employees to voice concerns and ask questions.
Show humility and openness to feedback from your team.
Be transparent about challenges and involve employees in problem-solving.
HR Best Practice - A leader who listens actively and responds thoughtfully builds trust and commitment among employees.
3. Reinforce a Culture of Integrity & Accountability
Sustaining strong leadership means embedding these behaviours into the company culture.
A. Create Systems for Accountability
Implement fair and transparent performance evaluations.
Ensure all employees, including leaders, are held accountable for their actions.
Address inconsistent behaviour promptly and professionally.
Red Flag - If employees see leadership avoiding accountability, workplace discipline and trust will erode.
B. Lead with Empathy & Support Employee Growth
Invest in leadership training and mentorship programs.
Encourage employees to take initiative and develop leadership skills.
Support team members through coaching rather than criticism.
HR Psychology Insight - Employees thrive under leaders who balance high standards with genuine support.
C. Continuously Evaluate & Adapt Leadership Practices
Regularly reflect on leadership effectiveness and seek feedback.
Adapt to changing workforce dynamics while maintaining core leadership values.
Celebrate wins and learn from setbacks as a team.
HR Best Practice - The best leaders are constantly learning and evolving, ensuring they remain effective role models.
Reflective Scenario – What Would You Do?
You’ve noticed that employees in your organisation aren’t meeting deadlines and show little urgency in their work. However, some managers also miss their own deadlines and fail to communicate expectations clearly.
Using the strategies above, you might -
Ensure leaders demonstrate urgency and accountability in their own tasks.
Clarify expectations and deadlines in team meetings.
Recognise employees who meet or exceed expectations, reinforcing positive behaviours.
Provide coaching to managers to strengthen their ability to lead by example.
By fostering accountability, clear communication, and strong leadership behaviours, SME leaders can create a workplace where employees are motivated to follow their example.
Golden Nugget - "True leadership isn’t about words—it’s about action. When leaders model accountability, respect, and excellence, employees follow their lead."
By applying authentic leadership, consistent communication, and cultural reinforcement, SME owners can create an environment where leadership integrity drives business success.