Being a strong leader isn’t about knowing all the answers.

It’s about how you navigate challenges, inspire action, and create a space where people and ideas thrive.

Yet, for many high-achievers, it's not always obvious. You want to drive results without being overbearing, build relationships without crossing boundaries, and earn respect without demanding it.

The best leaders aren’t perfect. They’re intentional. They focus on actions and lead with clarity, consistency, and empathy. It also isn’t something you “get right" once. It takes practice.

Let's dive in to my simple strategies to help you become a stronger leader and grow your influence.

3 ways to level up your leadership

1. Cultivate trust and transparency

Great leaders enable environments where open communication and honesty are both encouraged and practiced daily. This means being clear about your expectations, being open to receiving feedback, and showing your team that their opinions and contributions are valued.

Here's my go-to strategies to help you with this.

→ Set clear expectations from the start: It's not just about telling your team what you expect from them but also sharing how you will be there to support them. For example, where do they have free rein and where do you need to be involved?

​"As we kick off this project, I want to make sure we’re all on the same page. Here’s what I expect from each of you [detail specific roles and responsibilities], and here’s what you can expect from me [detail your commitments]. Let’s make a habit of checking in regularly to ensure we’re all aligned and can adjust as needed."

→ Encourage open dialogue: Invite your team members to share their input, feedback and diverse perspectives towards key discussions. Not only will this make them feel heard, but it also garners you more commitment and buy-in given their direct involvement.

"I'd love to hear your thoughts on [X]. Your insights are invaluable and can really drive our success on this project. Let’s have an open discussion as I appreciate different perspectives."

→ Provide regular, constructive feedback: If there's an area your team member needs to improve in, it's to their benefit to learn about it directly from you. Create an action plan so they know you're investing in their growth proactively.
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For example, schedule monthly 1:1 meetings with each team member to review their progress, discuss challenges, and provide feedback. Tie it back to their development goals and how actioning this feedback will help them achieve them faster.

This is exactly what we helped our client do which reinforced a key relationship with her VP gaining her even more exposure to the broader leadership team.

→ Demonstrate transparency in your decision-making: Don't simply share what your team has to do. Provide context as to the "why" behind the ask. This allows them to see a clear purpose in their contributions and how it plays into the bigger picture.

"I want to walk you through the decision criteria used for our latest process improvement. Here were the key considerations [A, B, C], and here’s how we arrived at our final decision. I’m here for any questions or further clarification you might need."

→ Acknowledge and address mistakes openly: Show vulnerability when things go wrong. You want your team to see that taking risks and making mistakes happen. Lead by example.

"I realize that [X decision] didn’t go as planned, and I take full responsibility for that. I’ve learned [fill in relevant insights], and here’s how I plan to handle things differently going forward. I value your support and patience as we learn from this together."

2. Empower through delegation

Effective delegation will help your team grow their skills, build confidence, and take ownership of their work. Great leaders understand that delegation is about entrusting your team with meaningful responsibilities and supporting them to succeed. Here's how.

→ Match tasks with skills and interests: Assess the strengths and developmental needs of your individual team members. Delegate tasks that align with their skills and goals to boost their engagement and effectiveness.

"I’ve assigned you to lead our new monthly reporting process because it builds well on both your analytical skills and ability to manage complexity. I believe it will also improve your communication skills as you present it to leadership. Let’s discuss how I can support you in this next step."

→ Set clear guidelines: When delegating, be clear about the outcomes you expect, but give your team the flexibility to approach the task in their own way. Do not micromanage. Rather, define the scope, deadlines, and any necessary resources at their disposal.

"For this project, I’m looking for 3 feasible recommendations we can discuss together for alignment. You have full autonomy on how to get there, and I’m here if you need guidance. Let’s set up a checkpoint next week to discuss your progress and go from there."

→ Provide ongoing support: Ensure your team has access to the tools and information needed to succeed. This might involve training, access to certain software, or introductions to other stakeholders.

"I want to make sure you have everything you need to put together our quarterly presentation. I've already arranged the following resources for you and recommend you work closely with Michelle and Alex on this. Let me know if there’s anything else you need as you work through it."

→ Encourage decision-making and critical thinking: Empower your team to make decisions within the scope of their responsibilities. This builds their confidence and demonstrates your trust in their judgment.

"I trust your judgment on which distribution channel we should go with. You have a good handle on what’s needed and the right data to support your business case. Please keep me updated on any major developments as we finalize our plans."

[Watch my free LinkedIn Learning nano-course Nano Tips for Handling Difficult Work Situations]

3. Balance feedback and encouragement

Effective leaders create a culture where feedback is seen as a tool for growth and recognition, not something to shy away from. Here's my 4 best practices to follow.

→ Provide timely feedback: Address both strengths and areas for improvement promptly after observing them. This timeliness ensures that the feedback is relevant and easily actionable.

"I noticed in today’s meeting you did a fantastic job articulating our project goals. I think next time, it could be even more impactful if you included some of the data trends we’ve observed. Let’s sit down to go over some of those key points together."

→ Normalize regular feedback sessions: Establish a routine for feedback that both you and your team members come to expect and prepare for, such as during 1:1 status meetings. This directly promotes a 2-way feedback culture consistently and will help you go further together as a team.

"During our monthly check-ins, I want to ensure we’re focusing on your growth goals this year. Let’s discuss what’s been going well and where you can improve to support you best."

→ Acknowledge wins openly: Recognize and celebrate team wins not only privately but also publicly. This can significantly boost morale and set a positive example for the team. This is especially important if your team member succeeded in implementing a new task, overcame a challenge or tried something new.

"I want to highlight the excellent work done by Ashley on our latest product launch. The creativity and dedication shown were key to our success and serve as a best practice for our entire team."

→ Develop a support plan for improvement: When areas for improvement are identified, collaborate with your team member to create a clear plan of action. This should include specific, achievable steps and the necessary resources or training.

"Let’s map out a plan to develop your communication skills with our external partners. Here are some resources and strategies you can use. How do you feel about this approach, and what else do you think could support your growth on this?"

This is an area we supported one of our clients on recently who was new in her role and eager to level up her leadership from the start. By embracing 2-way feedback moments, she received high praises from her senior management team and got on the radar of 2 senior execs who joked about "poaching her from her boss" because they were so impressed with her.

You've got this!