Last week, I explored how leadership often falters because leaders fail to show love for their team members. This lack of genuine care is the root cause of why 90% of leaders fail. Yes, you read that right—only 10% of leaders succeed. If a 10% success rate doesn’t scream for change, what will?
Imagine if an employee only showed up for work 10% of the time. You’d fire them, right? Or if your car started only 10% of the time, you’d either get it fixed or replace it. Yet, when it comes to leadership, we accept a 10% success rate without much thought. Why do we let leadership—the very foundation of organizational success—off the hook? It’s time to demand better.
If we expect our organizations and teams to thrive, we need leaders who demonstrate genuine love for their team members. And no, I’m not talking about romantic or personal love. I’m talking about a professional, heartfelt commitment to understanding, supporting, and uplifting the people you lead. Without this foundation, leadership becomes nothing more than manipulation and exploitation—a surefire recipe for turnover, disengagement, and mediocrity.
So, how can leaders show true love for their teams? Here are four actionable ways to make it happen:
1. See Them as People First, Employees Second
True leadership begins with knowing your team members as individuals. Too often, we compartmentalize people into “work life” and “personal life,” forgetting that they are one and the same. Real leaders take the time to understand their team members’ names, families, hobbies, fears, and aspirations. This doesn’t mean you have to be their best friend, but it does mean acknowledging their humanity.
When you know your team on a personal level, you build trust and respect—the cornerstones of effective leadership. Show your team that they matter not just for their output, but for who they are as people.
2. Support Their Goals—Both Professional and Personal
Do you know what your team members want to achieve in their careers? What about their personal goals? If not, you’re missing a golden opportunity to inspire loyalty and growth.
Too many leaders avoid supporting their team’s aspirations out of fear. What if they get promoted above me? What if they leave for another job? Here’s the truth: helping your team succeed doesn’t diminish you—it elevates you. Remember the people who helped you reach where you are today. You likely hold them in high regard, and your team will do the same for you when you invest in their success.
3. Be a Source of Inspiration and Affirmation
Your attitude sets the tone for your entire team. Positivity is contagious, and as a leader, you have the power to inspire your team even in tough times. But inspiration isn’t just about speeches and pep talks; it’s about recognizing and celebrating your team’s efforts.
Make it a habit to praise specific achievements regularly—not just during annual performance reviews. A quick acknowledgment of someone’s hard work or creative idea can go a long way. It costs nothing but has an immeasurable impact on morale and motivation. High-performing teams thrive on consistent affirmation and encouragement.
4. Invite Feedback on Your Leadership
This one might make some leaders uncomfortable, but it’s transformative. Allow your team to evaluate your performance as a leader. They are the ones most impacted by your actions, so their perspective is invaluable.
Create anonymous feedback mechanisms, hold group discussions to review their input, and commit to improvement. Share your plans for addressing any deficiencies and set measurable goals to track progress. When your team sees that you genuinely care about their feedback and are willing to change, it solidifies their trust and respect for you.
Conclusion
The time for change is now. With a 90% failure rate, it’s clear that traditional leadership practices aren’t working. Real leaders—the ones who inspire loyalty, foster growth, and drive success—are those who demonstrate love for their team with the same intensity that ineffective leaders chase bonuses and promotions.
Leaders who show love for their team never struggle to fill vacancies, promote from within, or rally support when challenges arise. Their influence extends far beyond their immediate team, creating a ripple effect of positivity and success.
So, ask yourself: Do you want to be part of the 90% who fail or the 10% who truly lead? The choice is yours. Step up, lead with love, and watch your team—and your leadership legacy—thrive.
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