Leading by example: The essential ingredient for effective leadership

Setting the standard: Core components of leading by example

People are committed to leading by example and “walk the walk.” They refrain from talking a good game then not following their own words. They do not ask their direct reports to act or behave a certain way but do not meet those standards themselves.

Instead, leading by example involves being a role model for others to emulate. By actively demonstrating excellence, leaders encourage this behavior in others.

Let’s examine the core components of leading by example, the benefits of this leadership style, and what actual instances in the workplace might look like.

Modeling what you hope to nurture in others

As managers lead by example, they quietly encourage those around them to adopt the same qualities and mindset. What might great leaders want to instill?

Accountability often ranks high as a desirable attribute. Professionals take responsibility for their actions. They know others depend on them and deliver accordingly. When mistakes happen, they take ownership and learn from the experience.

Similarly, a manager’s lead encourages a strong work ethic. Demonstrating dedication, commitment, and a willingness to go the extra mile inspires team members to step up their game.

When the going gets tough, the best leaders maintain a positive attitude. Their optimism, resilience, and a solutions-oriented mindset build a “we can do this together” feeling.

Leaders who desire integrity and honesty in employees possess a strong sense of their moral and ethical principles. They live their beliefs, tell the truth, and are transparent in their decisions.

Likewise, effective leaders foster a respectful environment. They treat everyone with dignity, value their contributions, and foster a sense of belonging.

To develop a team of great communicators, model what one looks like, convey expectations, provide regular updates, engage in active listening, and offer constructive feedback.

Different leaders prioritize different attributes. Think about which ones you want to see among your team, and then be a living example of those traits.

The benefits of leading by example

What do workplaces stand to gain when those in charge lead by example? Positive outcomes include:

• Increased employee morale and engagement

When leaders set a positive example, employees feel more motivated and invested in their work. Witnessing passion and dedication inspires them to join in the process of creating excellent results.

• Improved teamwork and collaboration

Workers have more difficulty claiming, “That’s not my job,” when they witness their boss pitching in. Likewise, they see that management values helping each other achieve results for the common good.

Leaders encourage the free exchange of ideas when they create a psychologically safe environment. They imply what is expected from everyone by example by directly asking for opinions, listening without judgment, and stopping anyone who tries to belittle or silence a coworker.

• Higher productivity and performance

Supervisors who work just as hard or even more complicated than those they oversee motivate their charges to do the same. Employees cannot use the excuse, “Management is just sitting around, so why should we be expected to carry all the weight.” Instead, the atmosphere becomes one of pride in putting forth maximum effort.

• Reduced conflict

Disagreements and misunderstandings happen. Great leaders show how to handle such situations maturely.

They start by assuming good intentions and then discuss matters privately and respectfully. They try to see things from the other person’s perspective. They work on effective communication and getting to the root of problems. They concentrate on resolution and moving forward.

By contrast, actions such as yelling, embarrassing someone, pulling rank, or acting passive-aggressive set a very different tone. Promoting fear or anger contributes to a toxic environment.

• Stronger company culture

Living out organizational values reinforces their importance. Leading by example demonstrates how to implement company attributes and mission.

If, for example, the organization touts customer satisfaction as a top priority, seeing a manager bend over backward to assist a customer puts the concept front and center.

Also, leading by example sets the office norm. The boss follows the rules, and so should you. The boss uses respectful language, and so should you. Consistency helps solidify expectations.

• Attracting and retaining top talent

People want to work for leaders they admire and respect. Leading by example generates a positive view of the boss. Job satisfaction increases, and turnover decreases.

Similarly, establishing a solid reputation encourages new hires to come aboard. Employees speak highly of you in terms of their network connections. Job candidates visiting the office witness good team dynamics that can tip the scale toward accepting a position.

8 scenarios of leading by example

Interested in learning to be a better leader by setting the right example? Think about situations you face and how what you do or say gets interpreted by those you manage.

Examining the following true-to-life examples can help you get started:

1. Entering the trenches

A vital client suddenly needs to leave town for a family matter. He would love it if the estimate your company promised on Friday could be ready on Thursday instead so he can read it on the plane.

Bill explained the situation to his staff, and they got to work. He let the project’s team leaders continue to take the reins but asked how he could help.

At their request, Bill secures some necessary data from another department. He proofreads, photocopies, and makes a coffee run to keep everybody well-caffeinated.

Good leaders do not hide in their office when the going gets tough. Instead, they roll up their sleeves and contribute. They display a strong work ethic and commitment to teamwork. By demonstrating that no task is beneath them, these leaders instill a sense of each contributor’s value.

2. Attending to well-being

Andrea wakes up with a splitting headache and wants to go back to sleep. Both work and family life have been quite hectic lately, but she’s reluctant to take the mental health break she desperately needs.

Then, she reconsiders and takes the day off. Isn’t it somewhat hypocritical, Andrea reasons, to preach to her staff to make time to eat lunch or stay home when sick if she doesn’t follow that advice?

Leaders who prioritize their health set a good example. If those in charge do not do the same, team members may have difficulty believing the company truly wants them to utilize PTO or take steps to prevent burnout.

3. Encouraging creativity

Company XYZ wants to expand its product line. James holds a brainstorming session for his team.

Andrew comes up with a very unconventional idea as they throw around possibilities. Many teammates stifle laughs, but one blurts out, “That’s the stupidest thing I ever heard.”

James jumps in to defend: “I’m sure back in the 70s people thought Pet Rock was stupid—until it made over a million bucks.”

He thanks Andrew for thinking outside the box and feeling confident enough to share his thoughts. James then tells the team about one of his own “crazy” ideas.

Managers build trust when they create a safe, respectful environment. Likewise, when those in leadership positions model what they want (in this case, unfiltered ideas), others become more comfortable doing the same.

4. Abiding by the rules

A group of workers on break sit in the kitchen talking about politics. Amelia, their supervisor, comes in to grab a cup of coffee. She overhears talk about the Cabinet confirmations, a subject about which she has plenty of opinions. Belinda asks for her thoughts.

For a moment, Amelia considers joining in. Ultimately, she realizes she must hold her tongue. How would it look if a leader were added to the mix when HR has repeatedly urged everyone to refrain from these workplace discussions?

Instead, she says, “I totally understand people have strong feelings about stuff going on in Washington at the moment. However, in the name of office harmony, I’m staying out of all discussions.

Perhaps you might want to change to a less contentious subject, like the upcoming baseball game between the Yankees and the Red Sox.”

The workers laugh, but they get her point.

When you arrive on time each day (even if it does entail setting the alarm earlier than you’d like) or refrain from wearing shorts on a hot day because it is against the dress code, you show commitment to company policies. A leader following the rules also sets the stage for subordinates to do so.

5. Admitting mistakes

Doug’s team is supposed to meet today at 2:00 to discuss an upcoming project. His wife called him at lunch to remind him to pick up their son after school today because she has an appointment. He thanks her for the heads-up.

Unfortunately, this situation means he needs to reschedule the meeting. He feels bad because he knows many people have been working hard to prepare for it and rearranged their other commitments around it.

Doug writes an email to give everyone as early notice as possible:

“I regret to inform everyone that I need to postpone today’s meeting on the ABC project. I forgot about a previously scheduled family commitment. I am truly sorry for my mistake and any inconvenience caused. I will contact you again tomorrow for a different date and time.”

When the group meets two days later, Doug apologizes in person. He also tells those in attendance how he is switching to a central calendar with all professional and personal obligations recorded together so that nothing gets overlooked again.

Everyone makes mistakes. Owning up to them shows character and discourages others from playing the blame game when they err.

Taking action against repeat mistakes also sets a good example. It demonstrates that everyone has room for growth and continuous improvement.

6. Honoring work-life balance

Rosa and other managers gather to discuss the results of a recent employee survey. The organization considers work-life balance a top priority, but survey results reveal that workers generally do not feel their leaders actively support it.

Why? Respondents claim their supervisors only give lip service to the concept.

As the group explores the issue, they realize they must show more than tell.

Rosa states how she encourages her direct reports to unplug on evenings and weekends but often sends after-hour emails or texts herself. Understanding how this might subtly convey the message that she expects everyone to always be “on,” she vows to stop.

Workers notice their leader’s behavior. They witness you staying late at the office rather than making it home for dinner. They think twice about taking vacation days if you never take one. To truly create buy-in, they must see your lead.

7. Going with the flow

The thought of his company implementing a new customer database makes Jacob nervous. He does not consider himself a very “tech” person. Even worse, though, he knows from previous experience that his staff will balk at the new system.

Jacob decides to make the best of things. He reads the training manual carefully. On rollout day, he arrives with energy, a positive attitude, and a list of questions for the instructor. When Jacob gets confused, he remains calm and persists.

By day’s end, Jacob feels good about everything. Learning new skills increased his self-confidence, and he admits the new software has some excellent benefits.

Best of all, most of his staff likewise seems satisfied. They followed his lead in asking questions, and they, too, rolled with the punches instead of panicking.

Disruptions to the status quo frequently prove challenging. Effective leadership displays a can-do attitude that boosts team morale. Leaders who demonstrate how to learn, adapt, and keep an open mind inspire their charges to do the same.

8. Creating a positive work environment

Max is a new manager at Anderson Enterprises. He begins each day by greeting all staff members individually. Sometimes, he asks a question about the person’s weekend, comments on the weather, or references an interesting TV show he watched last night.

At first, staff members seem a bit surprised by Max’s behavior. Over time, though, he notices them open up more during their brief interaction. Better yet, some try to reach out to their coworkers with a cheery “hello” or kind word.

One day, the receptionist remarks how nice it is to have a boss who starts the day on a good note. Now, it is Max’s turn to be surprised. Don’t all supervisors do such a thing? Apparently not, he learns.

Max did not think twice about the morning ritual because his former boss used to make such rounds. When Max became a leader, he figured greetings were what people in that position did.

Lead by example, and your reach may extend further than ever imagined.

More resources:
Leadership development goals: Your roadmap to success
Leadership vs. management: What’s the difference
Workplace etiquette: The ultimate guide to professionalism

Want more insights like these? Visit Beth Braccio-Hering’s author page to explore her other articles and expertise in business management.