Connect with us

Success Advice

3 Ways to Learn From Failed Relationships to Strengthen Your Leadership Style

Published

on

Image Credit: Unsplash

When thinking about your leadership style, images of boardrooms, Zoom calls, and mentorship meetings might immediately spring to mind. But your leadership isn’t just expressed in work-based situations. The way you show up as a leader touches all areas of your life. And your relationships—especially your failed relationships—can give you the greatest insight into how you can become a stronger leader. Here’s how to take those failures and turn them into gold.

1. Get Curious

Curiosity is one of the greatest attributes a leader can have. According to research, it keeps your mind nimble and creative while remaining open to new ideas and solutions, as well as promoting more positive relationships in the workplace. In fact, the more questions you ask of others, the more likely they are to see you as competent and caring. Utilizing this curiosity, there are a few things you can do to see where your failed relationships can lead to better leadership skills in the future. 

The first step, get curious about your part in relationships that have ended. If you’re being as objective as possible, was there something you did that contributed to the breakdown of the relationship? Did your words and actions make the other person feel valued and appreciated? Did you get curious about that person, their interests, and things that were important to them? Did you ask them questions about their experiences, feelings, thoughts, and insights? Did you value their input and contribution? 

If you aren’t sure about any of these things and you feel it would be helpful (and safe), reach out to past partners (personal and professional), as well as former friends or colleagues, and ask for their input. It may give you insight into places where you’ve developed patterns of relating to others that work against you in your leadership roles. 

For example, if you were to speak with a former friend, you may be surprised to find that during their relationship with you, they often felt unheard or dismissed. These types of experiences can breed feelings of resentment, leading to a breakdown of the relationship. If you were to receive that kind of feedback, get curious about where you may be doing this in your other relationships, including at work when you’re leading the team. 

A team that feels unheard or dismissed is a team that stops asking questions, becomes afraid to innovate, and loses their commitment to the company because their contribution is undervalued. The more curious you are about the shortcomings in your failed relationships, the more likely you are not to repeat those same mistakes in your relationship with your team.

“Curiosity is the engine of achievement.” – Ken Robinson

2. Get Honest

First and foremost, you need to be honest with yourself in this process. Are there blind spots that need to be addressed? Is there an area of your communication or behavior that you’ve gotten feedback on from former partners, friends, or family members that you’ve ignored or felt triggered by? These may be things that have made you feel misunderstood or things that make you feel frustrated with a sense of “here we go again!”. While you don’t have to accept these things as wholly true for you, they may be worth examining to see if there’s maybe a kernel of truth that could support you in growing your awareness to become a better leader. 

It’s important to note that everyone has blind spots. Remaining open to discovering them and working through them is what separates leaders from the pack. Leadership is about being able to make healthy decisions for the collective while setting an example for the behavior you expect from the group. However, you can only do that if you learn how to listen intentionally and invest in your personal growth. These may not be the most fun aspects of yourself to unearth, but uncovering where your blind spots are and being honest with yourself about where you need to learn how to do better will make all of the difference in your leadership style. 

As you go through this process, remember, it’s not personal. All of this feedback and all of these discoveries are coming up to help you grow. It’s in this process that you will become a stronger leader, and your team will respect you more for it. 

3. Get Clear

Now that you have the information you needed from your failed relationships, it’s time to put an action plan in place. If you did reach out to former partners, friends, colleagues, or family members, thank them for their experience and transparency. Give apologies and make amends where necessary, and remember this is not information for you to punish yourself with. This feedback is simply data for you to filter through so that you can take action to become a better leader. 

Ask yourself:

  • What are the patterns or traits that are most pressing to shift now?
  • What can I do to shift these habits in a healthy way?
  • Do I need support to make these shifts, and if so, what does that look like? Therapy? Coaching? Charts? Etc.
  • How am I going to hold myself accountable for making these shifts?
  • How can I implement a feedback system that allows my team members to feel safe, but also be heard?

Once you’ve answered these questions, you’ll have created your list of priorities, identified the support system you need, and noted the systems of change and accountability that will support you in this process. 

Looking at past failures can be difficult, especially when it comes to relationships. But this is an opportunity to strengthen your present and future relationships so that you can step more into your leadership role with the confidence that you’re doing right by your team.

Deidre Sirianni is a TEDx Speaker, leadership coach, and spiritual guide, serving a community of impact-driven entrepreneurs, coaches, leaders, and visionaries on their journey of healing, integrating change, and making a significant impact through their work. Deidre uses her over 10 years of experience in leadership development, holistic wellness, and human behavior to help clients overcome self-sabotaging behaviors and unresolved trauma that holds them back from being fulfilled and reaching their goals. Deidre has supported hundreds of people around the world on their journey of realizing their full potential. She’s spoken on global stages such as Envision Festival, Impact Festival, Consciousness Hacking, Influence, and her genius has been featured in Lululemon, Novus TV, and Alive Magazine. If you know that you have a big message to share with the world and you have trauma to heal, blocks to remove, behaviors patterns to transform, and gifts to activate within you, then click here to learn more.

Advertisement
Click to comment

Leave a Reply

Your email address will not be published. Required fields are marked *

Success Advice

Why One-Size-Fits-All Leadership Will Always Fail (and What Works Instead)

The surprising truth about leadership styles that can make or break your team’s success.

Published

on

Why one-size-fits-all leadership doesn’t work
Image Credit: Midjourney

Leadership has always been as much about people as it is about performance. Ken Blanchard, in his influential book, “The One Minute Manager”, put it simply: different strokes for different folks. (more…)

Continue Reading

Success Advice

What Every New CEO Must Do in Their First 100 Days (or Risk Failure)

Your first 100 days as CEO could define your entire legacy, here’s how to make every move count

Published

on

leadership tips for new CEO
Image Credit: Midjourney

When Tim Cook took over from Steve Jobs at Apple, the world watched with bated breath. Jobs wasn’t just a CEO; he was a visionary, an icon, and a legend of innovative leadership. (more…)

Continue Reading

Entrepreneurs

The Leadership Shift Every Company Needs in 2025

Struggling to keep your team engaged? Here’s how leaders can turn frustrated employees into loyal advocates.

Published

on

Bridging the gap between employees and employers
Image Credit: Midjourney

In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”

While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.

Why This Gap Exists

Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.

What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.

Tools and Techniques to Bridge the Gap

Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.

1. Practice Mutual Empathy

Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.

2. Maintain Professional Boundaries

Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.

3. Follow the Golden Rule

Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.

4. Avoid Micromanagement

Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.

5. Empower Employees to Grow

Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.

6. Communicate in All Directions

Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.

7. Overcome Insecurities

Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.

8. Invest in Coaching and Mentorship

True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.

9. Eliminate Favoritism

Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.

10. Recognize Efforts Promptly

Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.

11. Conduct Thoughtful Exit Interviews

When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.

12. Provide Leadership Development

Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.

13. Adopt Soft Leadership Principles

Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.

The Bigger Picture: HR’s Role

Mercer’s global research highlights five key priorities for organizations:

  • Build diverse talent pipelines

  • Embrace flexible work models

  • Design compelling career paths

  • Simplify HR processes

  • Redefine the value HR brings

The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.

Treat Employees Like Associates, Not Just Staff

When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.

Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.

Continue Reading

Entrepreneurs

What Makes an Entrepreneurial Leader? Traits of the World’s Best Innovators

Inside the mindset of entrepreneurial leaders who transform risk, passion, and vision into world-changing results.

Published

on

entrepreneurial leadership skills and traits
Image Credit: Midjourney

When you think of Richard Branson (Virgin Group), Bill Gates (Microsoft), Steve Jobs (Apple), Rupert Murdoch (News Corporation), and Ted Turner (CNN), one thing becomes clear: they are not just entrepreneurs, they are entrepreneurial leaders. (more…)

Continue Reading

Trending