Unlock Your Potential: 10 Steps to Becoming a Great Leader
- Leadership
- In the News
- October 17, 2025
Why Great Leadership Matters More Than Ever
Learning how be a good leader starts with understanding that leadership isn’t about your title – it’s about your influence, actions, and the positive impact you create every day.
Quick Answer: Essential Steps to Become a Good Leader
- Build Self-Awareness – Know your strengths, weaknesses, and emotional triggers
- Lead with Integrity – Be honest, transparent, and accountable in all situations
- Communicate Clearly – Share your vision and listen actively to your team
- Show Empathy – Understand and support your team members’ perspectives
- Empower Others – Delegate effectively and trust your team to deliver
- Stay Resilient – Learn from setbacks and adapt to change
- Keep Learning – Continuously develop your leadership skills
The statistics paint a clear picture of why good leadership matters. Poor leadership reduces team productivity by up to 7%, while 63% of employees with bad managers are actively considering leaving their jobs. In contrast, great leaders create stronger workplace culture, boost employee engagement, and drive better business results.
Whether you’re leading a law firm in Philadelphia, managing a team in Wilkes-Barre, or building a business in New Orleans, the principles of effective leadership remain the same. Great leaders inspire trust, communicate with clarity, and empower their teams to achieve extraordinary results.
I’m Nicole Farber, CEO of ENX2 Legal Marketing and a leadership speaker who has helped countless business owners and law firm partners find how be a good leader transforms not just their organizations, but their entire approach to business growth. Through over 15 years of turning around struggling companies and speaking at leadership conferences, I’ve seen how the right leadership principles can open up unprecedented potential in any organization.
Step 1-3: Build the Foundation of Trust and Authenticity
Think of great leadership like building a house. You wouldn’t start with the roof, right? The same goes for learning how be a good leader – everything starts with a rock-solid foundation built on trust and authenticity. Whether you’re leading a team in a busy Philadelphia law firm or managing a small business in Wilkes-Barre, these foundational principles remain the same.
Step 1: Cultivate Radical Self-Awareness
Here’s the truth: how be a good leader starts with knowing yourself inside and out. I call it radical self-awareness because it goes way beyond just knowing your favorite coffee order. We’re talking about understanding your strengths, weaknesses, emotional triggers, and how you show up in the world.
Think of self-awareness as your leadership GPS. Without knowing where you are, how can you possibly guide others to where they need to go? Your emotional intelligence plays a huge role here. When you understand what makes you tick, you can better manage your reactions and responses.
The hard part? Seeking feedback – even when it stings a little. Great leaders ask the tough questions: “How did I handle that situation?” or “What could I have done better?” This isn’t about being perfect (spoiler alert: none of us are). It’s about being open to growth.
I’ve seen this change happen countless times with the entrepreneurs and law firm partners I work with. Once they truly understand their natural strengths and blind spots, everything changes. They become more confident, more effective, and honestly, more at peace with their leadership style.
Step 2: Lead with Unshakeable Integrity
Let’s be real – integrity is what separates true leaders from people who just happen to have a fancy title. Honesty and transparency aren’t just nice-to-haves; they’re the bedrock of everything else you’ll build as a leader.
When I say unshakeable integrity, I mean doing the right thing even when it’s hard. Even when no one’s watching. Even when it might cost you something in the short term. This is how you build real credibility with your team.
Building credibility happens one decision at a time. Research shows that leaders who consistently follow through on their promises and hold themselves accountable create high-trust environments where people actually want to work. And here’s the kicker – employees in low-trust environments are way more likely to jump ship.
Accountability for actions means owning your mistakes just as readily as you celebrate your wins. When you mess up (and you will, because you’re human), own it. Your team will respect you more for it, not less. I’ve learned this lesson the hard way in my own journey as a single mother building a business – authenticity and accountability go hand in hand.
Step 3: Be Authentic and Humble
Here’s something that might surprise you: the best leaders I know aren’t trying to be someone else. They’re just really, really good at being themselves. Showing your true self doesn’t mean oversharing your personal drama at Monday morning meetings. It means being genuine in your interactions and clear about your intentions.
The old days of putting on a “professional mask” are behind us. People can smell fake from a mile away, and they’re drawn to leaders who feel real and approachable. When you’re authentic, you give others permission to be authentic too – and that’s when the magic happens.
Humility vs. pride is a balancing act every leader must master. Humility isn’t thinking less of yourself; it’s thinking of yourself less and focusing more on empowering others by being genuine. Some of the most powerful leaders I’ve met, from New Orleans to Luzerne County, are the ones who aren’t afraid to say “I don’t know” or “I made a mistake.”
Admitting imperfections and mistakes actually makes you stronger, not weaker. It creates psychological safety where your team feels comfortable taking risks, sharing ideas, and yes, making their own mistakes. This is how innovation happens. This is how teams become unstoppable.
Step 4-6: Connect, Communicate, and Inspire Your Team
Building trust and authenticity sets the stage, but true leadership magic happens when we genuinely connect with our teams. This is where we transform a group of talented individuals into something extraordinary – a unified team that’s excited to tackle challenges together.
Step 4: Master the Art of Communication
Communication sits at the heart of everything we do as leaders. But let’s be honest – it’s about so much more than just talking. When we think about how be a good leader, effective communication means painting a clear picture of where we’re heading, giving our team the guidance they need, and creating space where everyone feels heard.
I’ve learned that the best communication happens when we say what we mean and mean what we say. No corporate jargon, no beating around the bush. Just honest, direct conversation that builds clarity and trust. Whether you’re leading a team in a busy Philadelphia law firm or managing a small business in Wilkes-Barre, clear communication cuts through confusion and gets everyone moving in the same direction.
Here’s what many leaders miss: listening is actually more important than talking. Real listening means putting down our phones, making eye contact, and truly absorbing what our team members are sharing. It means asking follow-up questions and sometimes just sitting quietly while someone works through their thoughts.
We also need to get comfortable with feedback – both giving and receiving it. The statistics are sobering: 18% of employers find their manager’s biggest weakness is being a bad communicator. Don’t let that be you. When someone does great work, tell them specifically what they did well. When performance needs improvement, approach it with kindness but clarity.
Step 5: Practice Empathy and Compassion
Your team members aren’t just employees – they’re whole human beings with families, dreams, worries, and lives that extend far beyond the office walls. Understanding how be a good leader means remembering this truth every single day.
Empathy starts with curiosity. What’s happening in their world? What challenges are they facing? What motivates them to do their best work? When we take time to truly understand our team members’ perspectives, something beautiful happens. Trust deepens, collaboration flows more naturally, and people start bringing their best selves to work.
But empathy without action is just nice thoughts. Compassion pushes us to actually do something with what we learn. Maybe that means adjusting deadlines when someone’s dealing with a family crisis, or recognizing that a team member learns differently and needs information presented in a new way.
In our diverse communities – from the close-knit neighborhoods of Luzerne County to the vibrant culture of New Orleans – great leaders meet people exactly where they are. We support not just their professional growth, but their overall well-being. This creates what psychologists call “psychological safety” – an environment where people feel secure enough to speak up, share bold ideas, and yes, even make mistakes without fear.
When people feel genuinely cared for, they don’t just work harder – they work with more heart.
Step 6: Inspire a Shared Purpose
People want to know that their daily work matters. They want to feel connected to something bigger than their to-do list. This is where inspiration becomes one of our most powerful leadership tools.
Your job isn’t to hand down a mission statement from on high. It’s to help your team see how their individual contributions create ripples of positive impact. When the paralegal in your Philadelphia office understands how their meticulous research helps families stay together, or when your marketing coordinator in Wilkes-Barre sees how their campaign brings justice to people who need it most – that’s when work transforms from obligation to mission.
I’ve seen this change happen countless times. When people understand the why behind their work, everything changes. They arrive earlier, stay later (by choice), and bring creative solutions you never would have imagined. They start taking ownership because they feel genuinely invested in the outcome.
The most effective way to inspire shared purpose is through storytelling. Share the wins, big and small. Celebrate the client who got a second chance, the community that benefited from your team’s expertise, or the problem your innovative solution solved. Help your team see themselves as heroes in a larger story worth telling.
Creating this sense of belonging and shared mission isn’t just good for morale – it’s good for business. When people feel connected to purpose, they become natural ambassadors for your organization and its values.
How to Be a Good Leader Through Action and Growth (Steps 7-10)
The journey of understanding how be a good leader becomes real when we move from theory to practice. These final steps focus on turning leadership principles into daily actions and embracing the mindset that great leaders never stop growing.
Step 7: Empower and Delegate Effectively
Here’s a truth that took me years to learn: you can do anything, but you can’t do everything. The strongest leaders I’ve worked with, from Philadelphia law firms to New Orleans startups, all share one quality – they know when to let go.
Empowering your team means trusting them with real responsibility and giving them the autonomy to shine. This isn’t about dumping tasks you don’t want to do. It’s about recognizing that your team members have unique strengths and perspectives that can make the work better than if you did it yourself.
When you delegate effectively, you’re doing more than lightening your workload. You’re building confidence in your team members, showing them you believe in their abilities, and creating space for them to grow. Think about giving a team member the authority to solve client issues directly, rather than requiring them to check with you first. That’s real empowerment.
The magic happens when people feel trusted. They take ownership, they innovate, and they surprise you with what they can accomplish. Whether you’re leading a small team in Luzerne County or managing a growing practice, this approach transforms employees into invested partners in your success.
Step 8: Be Decisive and Accountable
Leadership often means making tough calls with incomplete information. I’ve learned that being decisive doesn’t mean being reckless – it means gathering what information you can, considering the impact, and then moving forward with confidence.
Your team is watching how you handle decisions. When you waffle or avoid making hard choices, it creates uncertainty and frustration. People need direction, even when the path isn’t perfectly clear. The key is making the best decision you can with what you know, then adjusting course as you learn more.
But here’s what separates great leaders from the rest: taking full accountability for outcomes. When things go well, celebrate your team’s success. When mistakes happen or results fall short, own it completely. Don’t throw anyone under the bus or make excuses.
This level of accountability builds incredible trust. Your team knows you’ll have their backs, and they’ll work harder because of it. Poor leadership that lacks accountability can reduce productivity by up to 7%, but when you model ownership, you create a culture where everyone understands their role and delivers on commitments.
Step 9: Build Resilience and Adaptability
The leadership journey isn’t a smooth highway – it’s more like a winding mountain path with unexpected turns and steep climbs. Building resilience means developing your ability to bounce back from setbacks while maintaining your optimism and energy.
I’ve seen this resilience in action with community leaders throughout Wilkes-Barre and Luzerne County, who’ve steerd economic shifts and community challenges with grace. They understand that setbacks aren’t failures – they’re information.
Adaptability goes hand-in-hand with resilience. The world changes fast, and rigid leaders get left behind. Great leaders stay curious about new approaches and remain open to adjusting their strategies when circumstances shift. This doesn’t mean changing direction every week, but it does mean staying flexible enough to pivot when needed.
Learning from failure is perhaps the most important skill here. Instead of viewing mistakes as defeats, treat them as expensive education. Every setback teaches you something valuable about yourself, your team, or your approach. This mindset transforms challenges into growth opportunities and helps you become a stronger, wiser leader.
Step 10: Commit to Continuous Learning
The moment you think you’ve figured out how be a good leader completely is the moment you stop growing. The best leaders I know are perpetual students, always seeking new insights and perspectives.
Continuous learning takes many forms, and the key is finding what works for you. Some leaders devour books, learning from the experiences of others who’ve walked similar paths. Others seek out mentors who can provide guidance and wisdom from their own journeys. Many find value in taking on stretch assignments or leading projects outside their comfort zone.
Formal development opportunities, like leadership seminars and workshops, can provide structured learning and new frameworks for thinking about challenges. These experiences not only build your capabilities but also connect you with other leaders facing similar challenges.
What matters most is maintaining that growth mindset. When you model continuous learning, your team sees that growth and improvement are valued in your organization. This creates a culture where people feel safe to experiment, learn, and contribute their best ideas.
Leadership development isn’t a destination – it’s a lifelong journey of intentional growth and service to others.
Frequently Asked Questions about Leadership
Leadership can feel complex, especially when you’re trying to understand how be a good leader while navigating the daily challenges of running a team or business. Whether you’re managing a law firm in Philadelphia or building a startup in Wilkes-Barre, these questions come up time and again. Let’s clear up some common confusion and dive into what really matters.
What are the key differences between leadership and management?
Here’s something that trips up many professionals: thinking that leadership and management are the same thing. They’re actually quite different, though both are essential for any thriving organization.
Leadership is about inspiring vision and change. Leaders paint the picture of where we’re going and why it matters. They focus on people – their dreams, motivations, and potential. A leader in New Orleans rebuilding after a hurricane doesn’t just manage the logistics; they inspire hope and rally the community around a shared vision of renewal.
Management ensures execution and order. Managers make sure the trains run on time. They focus on systems, processes, and getting things done efficiently. While a leader asks “what could be?” a manager asks “how do we get there?”
The beautiful truth is that they are complementary, not mutually exclusive. The best organizations have people who can do both – leaders who can manage details and managers who can inspire. In my experience working with law firms across Luzerne County, the partners who thrive are those who master both skill sets.
Think of it this way: leadership sets the destination, management plans the route and keeps us on track. You need both to reach where you’re going.
What are the costs of poor leadership?
The impact of poor leadership isn’t just frustrating – it’s expensive and heartbreaking. I’ve seen talented teams crumble under weak leadership, and the costs ripple through every corner of an organization.
Reduced productivity hits first and hardest. Poor leadership can slash team productivity by up to 7%. When people don’t trust their leader or feel confused about direction, their energy gets wasted on worry instead of work.
High employee turnover follows close behind. Here’s a sobering statistic: 63% of employees with bad managers consider leaving their jobs. Think about what that means – the cost of constantly recruiting, training new people, and losing all that institutional knowledge. It’s devastating for any business, whether you’re running a small firm in Wilkes-Barre or a growing company in Philadelphia.
Increased burnout and stress create a vicious cycle. When leadership is poor, people work harder to compensate, leading to exhaustion and resentment. The human cost is real – we’re talking about people’s health, families, and well-being.
Damage to workplace culture might be the most insidious cost of all. A toxic leader can poison the entire environment, making it nearly impossible to attract good people or retain the ones you have. I’ve witnessed organizations where one poor leader’s influence spread like wildfire, destroying years of careful culture-building.
The good news? Great leadership has the opposite effect, multiplying engagement, productivity, and joy in the workplace.
How can I practice leadership without a formal title?
This might be my favorite question because it gets to the heart of what leadership really is. Leadership isn’t about your business card – it’s about your influence and impact.
Leading by example is your most powerful tool. Be the person others want to follow. Show up with integrity, work ethic, and positivity. In my journey as a single mother building a business, I learned that people watch what you do far more than they listen to what you say.
Taking initiative on projects demonstrates leadership thinking. Don’t wait for permission to solve problems or improve processes. Volunteer for challenging assignments. Propose solutions. This kind of proactive approach gets noticed and builds your leadership reputation naturally.
Mentoring colleagues creates ripple effects of positive influence. Share your knowledge generously. Support others’ growth. Some of the most impactful leaders I know in Antigua Guatemala started by simply helping their coworkers succeed.
Influencing peers positively through strong relationships and credibility builds your leadership muscle. Be the voice of reason in meetings. Encourage collaboration. Celebrate others’ successes.
Practicing active listening and clear communication in all your interactions develops core leadership skills. These abilities serve you whether you’re talking to a colleague in New Orleans or presenting to executives in Philadelphia.
The truth is, how be a good leader starts with these everyday practices. Master them now, and when formal leadership opportunities arise, you’ll be ready to excel.
Conclusion: Your Leadership Journey Starts Now
We’ve walked through 10 transformative steps together – from building that crucial foundation of radical self-awareness and unshakeable integrity to mastering the art of communication, inspiring shared purpose, and embracing the lifelong commitment to learning. Think of these steps not as a checklist to complete, but as building blocks that work together to create something truly powerful.
Here’s what I want you to remember: how be a good leader isn’t about reaching some final destination where you can say “I’ve made it.” Leadership is a continuous journey of growth, stumbles, learning, and getting back up again. It’s about the daily choice to influence others positively, to empower the people around you to find their own potential, and to create spaces where everyone feels valued and heard.
Whether you’re working late nights building your practice in Philadelphia, fostering community connections in the heart of Luzerne County, driving business innovation in New Orleans, or finding inspiration in the vibrant culture of Antigua Guatemala, these leadership principles transcend geography and industry. They’re rooted in our shared humanity and our desire to make a meaningful difference.
As a motivational speaker and CEO who has steerd the challenges of single motherhood while building a successful business, I’ve learned that faith-driven leadership combined with practical, tested strategies can open up possibilities you never imagined. My own journey has shown me that our greatest struggles often become our greatest strengths – and that’s exactly what authentic leadership is about.
Empowerment is key – not just in how we lead our teams, but in how we approach every relationship and opportunity. When we lift others up, we all rise together. Your leadership journey doesn’t start tomorrow or next week. It starts right now, with your very next conversation, the next decision you make, and the next moment you choose to see someone’s potential rather than their limitations.
The world needs your unique brand of leadership. Take that first step today.