You cannot watch television, look at social media or read the news online or purchase a newspaper (yes, there are still some who purchase the hard copy of the news and not just to read the current AFL news) without reading headlines about the power and leadership transitions that are taking place around the world.

We are experiencing changing times and, to be honest, there is much that we are seeing that is difficult to watch and understand – wholesale firings without due process, violence aimed at the vulnerable, disinformation and misinformation, self-serving utterances, scaremongering …

Is this leadership in 2025?

Leadership today

In today's fast-paced, rapidly changing business environment, leaders are faced with a myriad of issues, from dealing with complex team dynamics to making tough decisions that impact the entire organisation.

With such a challenging political environment and the distinctly different types of leadership on display, it’s important to reflect on your own leadership style and the impacts that it has. I am absolutely and resolutely committed to the importance of inclusive and participative leadership styles. Leaders who build engagement, who enable their teams to be their best, who push productivity and inspire innovation are the leaders to admire. It has been my experience that successful Australian businesses are those that practice open leadership, where leaders are seen as mentors and sources of knowledge, rather than distant figures of authority.

It can be lonely at the top

With many years of being an HR consultant under my belt, I've had the privilege of observing and coaching leaders through a wide and diverse number of challenges. Leadership is often portrayed as an enviable position—one of power, influence, and control. But in reality, leadership can be lonely.

The weight of decision-making, the pressure to appear strong, and the difficulty in uncovering honest feedback without personal agenda can leave even the most seasoned leaders feeling isolated. However, this isolation doesn't have to define leadership. In fact, effective leaders know how to build strong support networks and foster a culture of innovation, empowerment, and creativity.

You don’t have to be alone

Leaders need people around them who can offer honest, unbiased counsel—advisors who are not afraid to say "no" when they disagree, who are capable of speaking truth to power, even when it is uncomfortable. Such feedback is crucial for making informed decisions and avoiding the pitfalls of groupthink. Surrounding yourself with diverse perspectives, whether through peer networks, mentors or external consultants, who can provide a safe space for shared experiences and learning is a great way to continue your own learning and growth, while getting the support you need to be an effective leader.

Inside your own business, the best leaders build a team of diverse thinkers who are willing to say, “I don’t think that’s the best idea,” or “There’s a better way to approach this.” A workplace culture that fosters innovation, creativity, and empowerment doesn’t come from a leader who believes they have all the answers—it comes from one who actively seeks out better solutions from their team.

Making tough decisions without losing your humanity

There’s a misconception that strong leadership means making hard decisions without emotion. While it’s true that difficult choices must sometimes be made for the greater good of the business and the majority of employees, there's no requirement at all to be ruthless in the approach. Cutting costs, restructuring teams, or addressing underperformance can be done with empathy and respect. A leader who acknowledges the human factor in decisions will earn far greater loyalty and trust than one who leads with fear.

Showing empathy is not a sign of weakness; it’s a sign of wisdom. Employees are more engaged, productive, and innovative when they feel valued and respected. When people trust their leaders, they will go above and beyond—not out of obligation, but because they believe in the vision and the person leading them.

Key characteristics of respected leaders

So what makes a strong, effective, and well-respected leader? Let’s take a look:

• Integrity – Leaders must be honest, transparent, and accountable. You want to illicit trust in those you lead – not fear or uncertainty.
  
  
• Empathy: The ability to understand and respect the needs and feelings of others.
  
  
• Courage: The willingness to make difficult decisions and sticking to them, without resorting to fear or intimidation.
  
  
• Inclusivity: Fostering a culture where everyone feels valued and heard.
  
  
• Adaptability: Being responsive to external changes and challenges.
  
  
• Resilience – Challenges and setbacks are inevitable. A great leader remains steadfast and solution-focused.
  
  
• Visionary: Inspiring teams towards a shared vision for success.

Fear is not leadership

Fear is often mistakenly used as a tool for control, but it is not a sustainable or effective leadership quality. Some leaders operate under the belief that instilling fear drives performance. Fear stifles creativity, discourages innovation, and leads to disengagement. People don’t perform at their best when they are afraid; they do their best work when they feel secure, supported, and empowered.

Instead, leaders should focus on building trust, encouraging open communication, and empowering their teams to achieve their full potential. In the long run, this approach not only boosts morale and productivity but also creates a resilient and adaptable organisation.

What’s your leadership style?

Leadership is not about being the loudest voice in the room or the most feared person in the company. It’s about fostering an environment where people feel safe to contribute, challenge, and innovate. It’s about making the tough calls while treating people with dignity and respect. And above all, it’s about recognising that true strength comes not from power alone, but from wisdom, humility, and the courage to listen.

A wise person once said - Leadership is the art of getting people who want to do what must be done. (Dwight D Eisenhower).

If you’re in a leadership role, take a moment to reflect: Do you have people around you who will tell you when you’re wrong? Do your employees feel safe to share their ideas? Are you leading with integrity and empathy? Do you lead a team who want to do what needs to be done? If not, it’s never too late to start.