Leadership insights aren’t just about making decisions and driving results – it’s about the impact you have on the people around you. Every interaction you have as a leader is either a deposit into your relationships or a withdrawal. Are you adding value, creating trust, and fostering growth? Or are you taking credit, demanding more, and depleting your team’s energy?
Today, I’m sharing 5 questions to ask yourself to evaluate your leadership and how you’re showing up for your team.
What’s It Like to Be On the Other Side of Me?
We’ve talked about it on the podcast before, but it’s worth considering often: What is it like to be on the other side of me?
This question forces leaders to step outside themselves and consider the experience of those they lead. Are you someone who creates a safe space for your team to share ideas and grow? Or do you primarily focus on what you need, taking from the conversation without contributing back?
Too often, leadership is taught as a pursuit of external achievements – getting promotions, hitting targets, climbing the ladder. From childhood, we’re conditioned to focus on what we want to do rather than who we want to be. But the most impactful leaders shift their mindset. Instead of constantly chasing the next milestone, they focus on how they show up and the legacy they’re building through their everyday interactions.
Leadership insights in a Changing World
Today’s leaders face unprecedented challenges – economic uncertainty, workplace burnout, and the rapid evolution of technology. Employees are struggling with anxiety, frustration, and fear about the future. Business owners and CEOs feel immense pressure to keep up with never-ending changes.
In times like these, strong leadership isn’t just about strategic decisions – it’s about emotional intelligence. It’s about fostering trust and stability. And that begins with self-awareness. Leaders who ask, What is it like to be on the other side of me? create environments where teams feel heard, valued, and motivated to contribute.
A Real-Life Example of Leadership Deposits
Consider a struggling employee – someone who was once a high performer but has recently become disengaged and unreliable. Many managers would immediately focus on external behaviors: tardiness, incomplete work, or a lack of enthusiasm. The instinct is often to reprimand, control, or push for better performance.
But what if, instead, you created a space of trust? What if, rather than focusing on punishment, you focused on connection?
By holding space for open conversation – without judgment or immediate consequences – you allow employees to feel safe enough to share what’s really going on. And that can be the turning point for their engagement, performance, and overall well-being.
5 Questions for Leaders
1. Are You Focused on Power or Purpose?
Some leaders operate from a place of power – hoarding information, leveraging their position for control, and making decisions based on their authority. Others lead with purpose – sharing knowledge, inspiring their team, and creating an environment where everyone can thrive.
Leading with purpose means asking yourself: Who do I need to be as a leader to inspire others? It means focusing on bringing out the best in your team rather than asserting dominance. By prioritizing purpose, you create a culture of trust, innovation, and collaboration.
2. Are You Sharing Your Knowledge or Hoarding It?
A great leader understands that knowledge is meant to be shared, not stockpiled. Information hoarders create bottlenecks, stifle growth, and cultivate toxicity within an organization. When leaders openly share what they know, they empower their team to take ownership and contribute more effectively.
3. Are You Holding Space for Others or Just Managing Tasks?
Effective leadership goes beyond simply managing tasks – it involves holding space for your team. This means creating an environment where team members feel heard, supported, and encouraged to develop their own solutions.
Rather than just delegating tasks, ask: How can I support my team in solving problems and reaching their full potential? Holding space means fostering open dialogue, listening actively, and co-creating goals that align with both individual and organizational growth.
4. Are You Leading from Fear or Faith?
Fear-based leadership manifests as micromanagement, overcomplicating, and resistance to change. Leaders who operate from fear tend to control every detail, avoid taking risks, and create unnecessary complexities in processes. This not only slows progress but also demotivates teams.
On the other hand, leading with faith means trusting your team, allowing room for experimentation, and embracing uncertainty with confidence. When you lead from faith, you create an environment where people feel safe to innovate, take calculated risks, and grow within their roles.
5. What Do People Feel on the Other Side of You?
Perhaps the most important question you can ask yourself as a leader is: What is it like to be on the other side of me? Are you approachable, supportive, and empowering? Or do people feel intimidated, undervalued, or micromanaged?
Consider how your leadership style impacts your team’s morale and productivity. By fostering a culture of empathy, open communication, and encouragement, you can create a workplace where people feel valued and motivated to contribute their best.
Resources Mentioned
💻 Join me every Friday at 10 am on LinkedIn for my free workshop
☕️ Schedule a Virtual Coffee with Theresa
📝 Uncover Your Biggest Blindspots with the Entrepreneur Quiz
Related Episodes
What Is It Like to Be on the Other Side of You?
Know Thyself: How to Own Your Identity to Be a Better Leader
What Are You Training Your Mind to Do as a CEO?
