Have you ever wondered what separates truly great leaders from the rest? It’s not always the sharpest strategy or the biggest ego. Sometimes, it’s the courage to let go of old habits and embrace a completely different way of thinking.
I remember early in my own career watching bosses who seemed to thrive on authority. They barked orders, micromanaged every detail, and honestly, it worked—for a while. But over time, teams burned out, innovation stalled, and growth hit a wall. Turns out, there’s a better path, one that a successful executive discovered after years at the helm.
The Turning Point: From Control to Empowerment
Picture this: You’ve just taken over a company with big ambitions. You’re full of energy, ready to conquer new markets. Naturally, you lean on what feels safe—being decisive, direct, and in charge. That’s exactly where one longtime CEO found himself decades ago.
He had already led the company for a couple of years when he decided to go back to school for an advanced degree in leadership. Coming from a different country, he wanted to expand operations worldwide. At first, his style was classic: quick meetings, clear directives, move on. He called it “be brief, be bright, be gone.” Sound familiar?
But something shifted during his studies. He realized that commanding and controlling wasn’t the key to sustainable success. Instead, his role was to create an environment where people felt safe, valued, and inspired to contribute their best ideas.
“I pretty soon learned that my job was not to command and control.”
This mindset flip didn’t happen overnight. It came from guidance by mentors who emphasized helping employees experience belonging and ownership. The goal became creating positive, lasting memories for everyone involved—not just hitting numbers, but building a culture where people thrived.
Why Letting Go Actually Builds Strength
It’s counterintuitive, right? If you’re not calling every shot, won’t things fall apart? In reality, the opposite often happens. When leaders loosen the reins, teams step up with creativity and commitment that top-down orders rarely inspire.
Our CEO realized he couldn’t achieve global expansion alone. To operate in dozens of countries—eventually over 170—he needed a workforce that felt brave enough to make decisions without constant oversight. Safety to experiment, fail, and learn became the foundation.
In my experience, this is where many leaders get stuck. They see high-profile figures with massive confidence and little room for input, and assume that’s the recipe. But empathy and trust often yield far better long-term results. It’s not about being soft; it’s about being smart.
- Employees feel ownership over outcomes
- Innovation flows more freely
- Retention improves as people feel respected
- Adaptability increases in changing markets
Perhaps the most interesting aspect is how this approach scales. A single visionary can only do so much. Multiply that vision across hundreds or thousands of motivated people, and the potential explodes.
Practical Steps to Shift Your Own Mindset
Changing ingrained habits isn’t easy. It requires deliberate effort and constant reminders. This leader shared some simple but powerful tactics he used to rewire his thinking.
One standout move? He literally wrote “praise somebody” on his hand for months. Every day, it prompted him to focus on others rather than himself. Small gestures like genuine appreciation can reshape company culture from the top down.
He also rejected perks that created distance. No oversized office, no reserved parking spot. These choices signaled that leadership was about service, not status.
“The will of the people times the strategy equals the outcome.”
Think about that equation. No matter how brilliant your plan, execution depends on engaged people. Invest time in purpose, values, and continuous learning, and watch passion drive results.
I’ve found that leaders who prioritize people often describe their jobs differently. It’s less about being the smartest in the room and more about helping everyone else shine. That humility pays dividends.
Spotting Servant Leadership in Action
As someone who’s coached executives, this former CEO noticed a common trap: admiring the wrong role models. Flashy, ego-driven styles grab headlines, but quieter, empathetic approaches build enduring organizations.
What does good leadership look like day-to-day? It’s flexibility, transparency, accountability—and plenty of emotional intelligence. Bosses who balance support with clear expectations tend to inspire loyalty.
- They give team members room to run with ideas
- They offer help only when truly needed
- They celebrate wins collectively
- They admit mistakes openly
Contrast that with rigid control: “Do what I say, no questions.” Which environment would you thrive in? Most of us know the answer instinctively.
How to Identify These Traits When Interviewing
If you’re job hunting, pay attention to leadership signals. One powerful question can reveal a lot: “How would your current team describe your style?”
Listen for responses that highlight trust and autonomy. Phrases like “I provide guidance while letting them own projects” suggest a healthy dynamic. Red flags? Anything implying unilateral decisions or constant oversight.
Experts in talent management emphasize this balance. Great bosses master emotional intelligence without losing structure. They adapt to individual needs while keeping everyone aligned on goals.
In practice, this means more coaching conversations and fewer directives. It’s about developing potential rather than demanding compliance.
The Bigger Impact on Organizational Success
Let’s zoom out. Companies led with empathy and empowerment often outperform rigid hierarchies. People wake up excited to contribute, bringing discretionary effort that money can’t buy.
This isn’t just feel-good theory. Global expansion, sustained innovation, resilient cultures—these emerge when employees feel psychologically safe. Decisions happen faster at every level. Problems surface early because no one fears reprisal.
It’s that simple, yet profoundly challenging. Ego gets in the way for many. Admitting you don’t have all the answers requires vulnerability. But that’s where real strength lies.
“If you spend good time on people, purpose, values and learning… you have more people enthusiastically, passionately executing your strategic plan.”
Over a 25-year tenure, this approach proved itself. The company grew dramatically, touching markets worldwide while maintaining a strong internal culture. Proof that putting people first isn’t a nice-to-have—it’s a competitive advantage.
Lessons for Leaders at Every Level
You don’t need to be a CEO to apply these principles. Whether managing a small team or influencing peers, shifting toward service-oriented leadership pays off.
Start small. Praise more often. Ask for input genuinely. Remove unnecessary barriers. Over time, these habits compound into transformative change.
And remember: Leadership evolution never stops. Even experienced executives benefit from fresh perspectives, formal education, or coaching. Staying curious keeps you effective.
In the end, the most memorable leaders aren’t those who commanded attention. They’re the ones who created spaces where others could shine brightest. Maybe that’s the real secret to lasting impact.
What about you? Are there areas where letting go could unlock better results? It’s worth reflecting on. After all, growth often starts with a single mindset shift.
Leadership isn’t static. It’s a journey of continuous refinement. Stories like this remind us that even at the top, profound change is possible—and powerfully rewarding.
