Success Advice
The 9 Habits Of Highly Effective Leaders Who Outperform The Rest

Ever since I discovered personal development, I’ve begun leading people. Not in the traditional sense, though. My leadership occurs naturally through social media which allows me to lead the most amount of people.
Am I an expert? Nope. I’ve learned a thing or two though about leadership from my experience and by being surrounded by incredible leaders.
People think leadership is only for certain types of people or that you have to have experience. Worse yet, that you have to do it as part of your day job. All of this is nothing but labels and outdated concepts. Anyone can be a leader including you amigo.
In fact, let’s make the advice even simpler; anyone can do anything. If you want to lead, go and lead. If you want to be a racing car driver, then go and do it. There’s nothing stopping you, only you! Leadership is a big word in my humble opinion.
It’s one of those words people are scared by because it sounds and looks like you have to do a lot. The reality is you don’t have to do a lot at all. It helps to be able to mirror a good leader although you’ll probably do this automatically so don’t stress.
Leadership is about getting a group of people to follow you in a certain direction. That direction can be negative, like telling them to drink poison with you to wash them of their sins, or it can be positive, like building a movement to change the world. I’d steer you towards option two.
Leaders who are highly effective and outperform all the other wannabe’s do the following:
1. They’re real
I talk a lot about puppets in my blog posts. Highly effective leaders are real and have nothing to hide. They embrace their imperfection and almost celebrate it in a way. Just like the rest of us, they’re as confused and as messed up as we are.
That’s the point. We’re all so similar it’s just that leaders accept that fact and then rally people around the idea. What makes them want to lead people are the struggles they’ve endured and the lessons they’ve learned.
“The best leaders can often come from the darkest of places” – Tim Denning
Information is not power though. It’s the sharing of information that leaders are born from. In my case, I know plenty about the online world and business, and I will share that knowledge with anyone that’s interested. That’s what real leaders do
2. They’re confident without being cocky
The best leaders are confident without being cocky. They back their decisions and are prepared to walk away if need be. They don’t walk away permanently, but for long enough to rebuild and come back fighting.
Ego is the enemy and leaders know it better than anyone. Too much confidence can result in poor decisions. Not enough confidence can make people not resonate with you. It’s that fine balance of confidence that leaders nail every single time. It’s what they’re known for.
3. They’re very curious
Ever seen a leader locked away in an office away from the action? They’re not leaders, their managers or dictators. Leaders embrace open plan environments, and they welcome people towards them. A good leader knows that allowing others in, and being curious about their ideas, is where the next big thing will come from.
Curiosity in entrepreneurs also lies within leaders. It’s about being open-minded so you don’t miss what’s standing right in front of you that could punch you in the face and knock you out. “Pretend leaders” have this happen all the time and then blame others for their misfortune.
4. They continually promote innovation
Nothing lasts forever and highly effective leaders know this better than anyone. That’s why they’re constantly looking to the people they lead to find new ways of doing things. They’re obsessed with doing things better, and they empower their followers to adopt this way of thinking.
Fantastic leaders don’t talk a good game about innovation they demonstrate it through daily action. Rather than talk about innovation to look good, they show it through the ideas, products, outcomes, services, and game-changing results they produce.
“An Innovation mindset is how great leaders change the world every day” – Tim Denning
5. They outsource everything
Leader’s know that they are only one person and can’t do all of the “doing.” That’s why they almost never do anything themselves, and that’s the best decision they’ve made since they became a leader. They concentrate on what they do best which is leading people and getting the best out of them.
6. They never compromise on honesty
This one should apply to everyone, not just leaders. The moment you think it’s okay to be dishonest is the moment all of your success disappears. Phenomenal leaders are overly honest, especially when they screw everything up.
Rather than play the blame game they take responsibility, look you in the eye, and give you confidence that they’ll come back ten times harder. Leaders are winners. Their followers are also winners.
7. They make it not about them
This one’s rare….very rare. World-class leaders don’t make success about them. They shine the spotlight on their team and don’t want any of the glory. They know that if the team get’s the glory, then they’ll get what they’re looking for.
Just like the key to entrepreneurship, leadership is not about you it’s about everyone else.
8. They don’t manage
The moment you have to manage people you’re not a leader. Managing means that your team members have no clue why they’re doing what they’re doing. If this is the case, then it’s 100% your fault. People don’t need to be watched or told what to do when they are highly motivated.
When you have to manage, it means you don’t trust your team. If you don’t trust them, then they will never trust you. If this is how things are in your team, then quit and take a break cause you’re failing. Come back when you learn how the leadership game works and have another read of this article.
9. They know how to inspire
A leader knows that if they only perform one task it is this: they have to inspire their team towards taking action. It’s a leaders job to make you feel like you’re freaking Batman and support you.
It’s a leaders role to give you the wisdom you need to push through the challenges and help you uncover your why for even waking up. The top 1% of leaders know that they have to inspire themselves first before they have any hope of inspiring others.
They know that it’s who we are inside that matters the most and produces what we are on the outside. Leaders know that once we change the way we think, and we let our emotions propel us forward rather than hold us back, that’s when we will become the best in the world.
What have you noticed about highly effective leaders? Let me know on my website timdenning.net or my Facebook.
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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:
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Build diverse talent pipelines
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Embrace flexible work models
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Design compelling career paths
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Simplify HR processes
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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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