The Secrets of The Leader

The Secrets of The Leader

In many organizations, a common issue is a lack of alignment. Teams feel disconnected, staff members pull in different directions, and communication breaks down. It often feels like no one is truly on the same page. These problems aren’t just accidental, they stem from leadership. And leadership, in my experience, always comes down to values.

Leadership Starts with Daily Actions

Values aren’t just lofty words in a mission statement. They’re what leaders do every single day. Leadership is visible in the small actions: Are you approachable? Are you communicating consistently? Are you prioritizing what matters? Your habits as a leader set the tone for the entire team.

I’ve learned this the hard way. My biggest challenges as a leader have been when I failed to communicate clearly or didn’t act on issues quickly enough. These gaps sent the wrong signals to my team about what was important. Leadership trickles down, and if your actions aren’t aligned with your values, it’s impossible to expect the team to follow suit.

For larger teams, this extends to the management level. Your leadership team must not only align with the values but also live them daily. Leadership is only effective if it’s consistent across every layer of the organization.


The Vision Doesn’t Have to Be Complicated

One mistake many leaders make is overcomplicating their vision and mission. You don’t need an elaborate or abstract statement to lead effectively. Instead, focus on something clear and actionable that drives your team. A good vision gives direction, but it also needs to feel achievable.

Think of leadership like sailing across the ocean. If you’re the captain, it’s not enough to simply say, “We’re going to the other side.” Your team needs milestones: “We’ve crossed 25% of the ocean” or “We’ve passed this island, and here’s what’s next.” These progress markers give people a sense of security and purpose, showing that you’re moving forward together.


Ask What Drives Your Team

Leadership isn’t just about the vision of the organization, it’s also about understanding the motivations of each person on your team. I remember consulting with a company where I asked the management team, “Why don’t you just ask your staff what they really want in life?” They hesitated because they were scared of the answers.

But I don’t think you should fear these conversations. Asking your team what their deep goals are can uncover simple but powerful truths. Maybe someone wants to be home for dinner every night. Maybe someone dreams of traveling more or learning a new skill. Once you know these goals, you can align the company’s objectives with theirs. If there’s a mismatch, it’s better to address it early than let it fester for months or years.

When your team feels like their personal goals are connected to the organization’s vision, you create buy-in. And when you break that vision down into daily and weekly actions, you make progress tangible and motivating.


Three Questions for Reflection

  1. What values are you living out daily, and how do they align with the culture you want to create?
  2. When was the last time you asked your team members about their personal goals, and how are you helping them achieve those goals?
  3. Does your vision feel achievable and actionable to your team? What daily or weekly milestones can you use to track progress?

Breaking the Cycle of Self-Sabotage

As entrepreneurs and business owners, we often find ourselves trapped in cycles of self-sabotage. We dream big, set ambitious goals, but somewhere along the way, we hit a wall, not because of external obstacles, but because of the barriers we create for ourselves.

I’ve been there, and I often catch myself being there. I’ve blamed taxes, the market, even my own team for the lack of growth in my business. But the hard truth is, the biggest obstacle was me.

The Ego Trap

Our ego can be a double-edged sword. On one hand, it drives us to achieve; on the other, it can blind us to our own shortcomings. Admitting that we don’t have all the answers is tough. It feels vulnerable. But acknowledging our limitations is the first step toward growth. If you’re constantly telling yourself that everything is fine when it’s not, you’re letting your ego hinder your progress.

Fear: The Silent Killer of Dreams

Fear manifests in many ways—fear of failure, fear of rejection, fear of the unknown. It can paralyze us, making us stick to what’s comfortable rather than what’s necessary. I remember hesitating to implement new strategies because I was afraid they wouldn’t work. That fear cost me time and opportunities. If you’re scared, consider seeking guidance from a coach or mentor who can help you navigate through the uncertainty.

Blame Game

It’s easy to point fingers when things go wrong. Taxes are too high. The team isn’t performing. The economy is sluggish. While these factors can impact your business, fixating on them diverts attention from what you can control. If taxes are eating into your profits, revisit your pricing strategy. If your team isn’t meeting expectations, perhaps it’s time to improve your delegation skills or invest in training.

The Game of Business

Think of business as a game with established rules. These rules include market dynamics, customer behavior, financial principles, and yes, taxes. You can’t change the rules, but you can change how you play the game. Learn the rules inside out, and strategize accordingly. If you’re unsure how to proceed, don’t try to reinvent the wheel. Reach out to someone who has walked the path before you.

Ownership and Responsibility

One of the most empowering realizations I’ve had is that I am responsible for everything that happens in my business. If I don’t have enough time, it’s because I haven’t prioritized effectively. If there are problems, it’s because I’ve allowed them to persist. Taking full ownership isn’t about self-blame; it’s about recognizing the power you have to effect change.

Breaking Free

To break the cycle of self-sabotage, we must first recognize it. Be honest with yourself about the state of your business. Reflect on your actions and attitudes that may be holding you back. It’s not an easy process, but it’s a necessary one for anyone serious about growth.

3Qs to Propel You Forward

  1. What is one area in your business where you’ve been placing blame externally, and how can you take ownership to change it?
  2. Who can you reach out to for guidance, a mentor, coach, or peer, who has successfully overcome the challenges you’re facing?
  3. What is one fear that’s been holding you back, and what actionable step can you take this week to confront it?

Remember, the journey of entrepreneurship is as much about personal growth as it is about business success. By addressing the internal barriers, we pave the way for external achievements.

Rickard