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4 Questions That Can Help You Become A Better Leader

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Are you a weak leader? I know that’s a tough question to answer. I don’t think there is a single leader that will proclaim,“Yes! I am a weak leader!” At least not publicly.

The reality is that you are not as good of a leader as you would like to be. Yes, you are an honest, open, decisive and principled leader, but there is a roadblock to your success. And this roadblock is also adversely affecting the success of your company, the projects you’re running and the team you are building.

The degree of your success has little to do with the lack of resources; the basis is in the context of your habits, fears and the opinions of others. So you run into what John C. Maxwell, leadership authority, calls the lid. It’s an invisible, self-imposed, barrier that prevents you from becoming the leader you are meant to be.

“Leadership ability is the lid that determines a person’s level of effectiveness. The lower the individual’s ability to lead, the lower the lid on his potential. The higher the person’s ability to lead the higher the lid on his potential.” – John C. Maxwell

The Mcdonald’s success story that almost wasn’t

McDonald’s operates in 118 countries, serves 68 million customers each day, operates over 35,000 restaurants, and employs more than 1.7 million people.

But back in 1940, McDonald’s was a single restaurant located at 1398 North E Street at West 14th Street in San Bernardino, California. The founders were brothers Richard and Maurice McDonald. They were skilled entrepreneurs who steadily grew revenue and by developing the “Speedee Service System” the brothers arguably revolutionized the restaurant business.

But they were ineffective leaders.

Under the McDonald’s leadership, the brothers wanted to keep the franchise to a small number of restaurants. They had weak leadership that in part was due to their limited thinking patterns of what was possible. It took Ray Crock to envision the potential of McDonald’s. Crock was a strong leader who between 1955 – 1963 grew McDonald’s to 500 restaurants.

How do you become a better leader?

The McDonald’s story is a powerful visual. It paints a picture of what a good leader can build. But how do you become that type of leader? You master influence.

You need someone who understands the limitations inherent in power and chooses to view his or her leadership role as one of influence. Influence is a derivative of power, and it can be wielded more easily and with greater effect.– Ray Hennessey

So if leadership has more to do with influence, how do you earn it? John C. Maxwell touches on four techniques:

1. What have you done?

A track record of your accomplishments tells everyone what you have done. It allows you to illustrate your past achievements and gives your followers a reason to trust your leadership.

 

2. What can you do?

We follow a leader, in part, because of what he is capable of doing. We want to feel safe in the knowledge that he can lead us to a better place. If your followers believe that you can deliver, they will follow you.

 

3. Who are you?

Who you attract is determined by who you are. So the better leader you are, the better people your will attract.

 

4. Who do you know?

Leadership is a relationship business. So it goes without saying that building deep relationships is important. The deeper the relationship, the more profound your influence you will have over others.

Don’t waste another moment

Which of the four methods do you rely on to influence people? Rate them 1 – 4, with one meaning you are highly dependent on it. Once done, ask yourself how you can better optimize 3 and 4? How you can improve your influence requires a degree of self-awareness that can only be accomplished by evaluating your experiences, your life markers.

These markers usually are associated with a transformation, change or time of transition. So if you ask yourself better questions your ability to optimize your number 3 and 4 increases significantly. Here are some questions that have helped me:

  • What is my biggest asset?
  • What is my biggest liability?
  • What is my best habit?
  • What is my worst habit?
  • What do I value most?

We are not born great leaders. Leadership is a skill that must be nurtured through consistency, discipline, and evaluated experiences. There is a great deal of hard work in becoming a good leader, which is the reason so many leaders are weak.

I often wonder what would McDonald’s look like today, if Richard and Maurice intentionally developed their leadership potential. Some pundits would argue that a company does better under the guidance of its founders.

What do you think? Please leave your thoughts in the comment section below!

Ramon B. Nuez Jr. studies leadership. Ramon interviews leaders across a broad range of disciplines such as CEOs, entrepreneurs, and founders — to uncover what makes them exceptional leaders. Ramon writes about leadership in world famous blogs like the Huffington Post,  Addicted2Success, Lifehack, and Business2Community. He has also been an editor for the World Wide Web Foundation and Crowdsourcing Week. Ramon is working on self-publishing his first book; tentatively titled “The Growth Journal | a notebook for living with impact.” Ramon is endlessly conducting research on entrepreneurship, skill acquisition, productivity, behavioral psychology and leverages the investigation to help high achievers become so valuable that they can’t be ignored. Visit him online at www.ramonbnuezjr.com.

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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.

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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…)

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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

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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…)

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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.

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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.

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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.

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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…)

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