In a constantly evolving world, strong leadership remains one of the most critical factors for success in any organization. A good leader is not just someone who manages resources but someone who inspires teams, navigates challenges with purpose, and drives long-term results. Leadership is a combination of vision, influence, emotional intelligence, and the ability to adapt in dynamic environments. From business titans to political pioneers, certain leaders have redefined what’s possible, leaving behind legacies that transformed their organizations and inspired countless individuals.
This article explores what makes a good leader, using examples of five exceptional individuals who achieved what others could not. Drawing from key lessons in leadership literature, we’ll uncover actionable insights that modern professionals can implement to foster success.
The Core Traits of Great Leaders
What separates a great leader from a good manager? According to some of the most renowned authors on leadership, exceptional leaders possess traits that inspire their teams and produce measurable success:
- Vision: Leaders set clear, compelling goals that align the efforts of their teams toward a greater purpose.
- Communication: Effective leaders articulate ideas and goals in ways that resonate with people.
- Adaptability: Flexibility and openness to change allow leaders to thrive during uncertainty.
- Emotional Intelligence: Empathy, self-awareness, and social skills build trust and strong relationships.
- Accountability: The best leaders take responsibility for their decisions and create a culture of ownership within their teams.
These foundational traits are emphasized in books such as:
- Simon Sinek’s “Start with Why” – Leadership begins with purpose.
- John C. Maxwell’s “The 21 Irrefutable Laws of Leadership” – Leadership is influence, not position.
- Stephen Covey’s “The 7 Habits of Highly Effective People” – Effective leaders focus on principles and mutual success.
- Jim Collins’ “Good to Great” – Great leadership transforms companies from average to extraordinary.
- Brené Brown’s “Dare to Lead” – Vulnerability and courage are key to authentic leadership.
By mastering these traits, leaders are able to foster trust, inspire loyalty, and empower teams to achieve extraordinary results.
Five Leaders Who Made a Difference
Let’s explore five great leaders, what set them apart, and the profound impacts they had on their organizations and people:
1. Steve Jobs – Visionary Innovator at Apple
Steve Jobs, co-founder of Apple, exemplified purpose-driven leadership. His ability to envision products that people didn’t even know they wanted – like the iPhone or iPad – redefined industries and established Apple as one of the most valuable companies in the world.
- Unique Leadership Quality: Jobs was a master of innovation and storytelling. His philosophy, “Think Different,” inspired employees and consumers alike to challenge the status quo.
- Impact on Apple: Jobs built a culture of creativity and high performance, pushing teams to achieve groundbreaking results. His leadership saw Apple grow into a $2 trillion company.
- Lessons from Sinek’s “Start with Why”: Jobs embodied the principle of starting with a clear purpose, aligning the company’s products and messaging around the vision of improving lives through technology.
- Impact on People: Jobs fostered an environment of excellence, challenging employees to produce their best work, even under intense pressure.
2. Nelson Mandela – Unifying Leader in Politics
Nelson Mandela’s leadership during and after apartheid in South Africa stands as a testament to perseverance, empathy, and reconciliation. Rather than seeking revenge, Mandela prioritized healing a divided nation.
- Unique Leadership Quality: Emotional intelligence and resilience. Mandela understood the power of forgiveness and collaboration in achieving lasting peace.
- Impact on South Africa: Mandela’s leadership brought together a fractured nation and set the foundation for equality and unity.
- Connection to Brené Brown’s “Dare to Lead”: Mandela’s courage to lead through vulnerability and empathy transformed his political movement into one of global significance.
- Impact on People: Mandela’s leadership inspired hope and trust, creating a legacy of unity that impacted generations.
3. Mary Barra – Transformational Leader at General Motors
As the CEO of General Motors (GM), Mary Barra took over a company in crisis and led it through cultural transformation and renewed success.
- Unique Leadership Quality: Transparency and accountability. Barra confronted GM’s challenges head-on, rebuilding trust with customers and employees.
- Impact on GM: Under her leadership, GM prioritized innovation and safety while fostering a culture of inclusion. Barra’s leadership contributed to increased employee engagement and improved public perception.
- Connection to Maxwell’s “The 21 Irrefutable Laws of Leadership”: Barra earned influence through integrity and decisive action, embodying the “Law of Solid Ground.”
- Impact on People: Employees felt empowered to contribute to a culture of quality and ownership, resulting in higher morale and performance.
4. Elon Musk – Disruptive Innovator at Tesla and SpaceX
Elon Musk’s ability to disrupt industries like transportation and space exploration showcases the power of relentless vision.
- Unique Leadership Quality: Boldness and execution. Musk sets audacious goals and rallies his teams to achieve what many believe is impossible.
- Impact on Tesla and SpaceX: Tesla revolutionized electric vehicles, while SpaceX made space travel commercially viable. Musk’s leadership fostered a culture of high performance and innovation.
- Connection to Collins’ “Good to Great”: Musk exemplifies Level 5 Leadership, combining relentless ambition with discipline to drive extraordinary results.
- Impact on People: Musk’s leadership challenges employees to think big, fostering a culture of innovation and purpose-driven work.
5. Indra Nooyi – Strategic Leader at PepsiCo
As CEO of PepsiCo, Indra Nooyi balanced profitability with sustainability, proving that success isn’t just about financial gain.
- Unique Leadership Quality: Strategic vision and a people-first mindset. Nooyi prioritized diversity, social responsibility, and employee well-being.
- Impact on PepsiCo: Nooyi led PepsiCo to sustained growth by aligning business goals with societal needs. She championed healthier products and environmental initiatives.
- Connection to Covey’s “7 Habits of Highly Effective People”: Nooyi exemplified the habits of proactive leadership and synergy, achieving “win-win” outcomes for stakeholders.
- Impact on People: Employees thrived under her inclusive leadership, experiencing greater purpose and career development.
Five Not So Great Leaders Who Made a Difference
Let’s explore five not so great leaders, what set them apart, and the profound impacts they had on their organizations and people:
- Elizabeth Holmes – Theranos
Elizabeth Holmes, founder of Theranos, is one of the most infamous examples of leadership gone wrong. Promising revolutionary blood-testing technology, she built a company valued at billions of dollars, only for it to collapse due to fraudulent practices and misleading investors.
What Went Wrong: Holmes lacked transparency and accountability, misleading employees, investors, and the public about the capabilities of her company. She fostered a culture of secrecy, and fear of failure suppressed open communication.
What Could Have Been Done Better: Holmes could have prioritized ethical leadership and transparency. Instead of exaggerating the company’s potential, a more honest approach about challenges and realistic timelines could have saved Theranos from disaster. Encouraging open dialogue and accountability would have helped identify and address problems early on.
- Travis Kalanick – Uber
Travis Kalanick’s leadership at Uber was marked by rapid growth and aggressive tactics, but it also featured a toxic company culture, numerous scandals, and a lack of empathy toward employees. His leadership style was often described as confrontational, prioritizing speed and market domination over employee welfare or ethical considerations.
What Went Wrong: Kalanick failed to address a toxic work culture, which led to multiple allegations of harassment and unethical behavior within the company. His disregard for company values and employee well-being damaged Uber’s reputation and led to a loss of trust.
What Could Have Been Done Better: Kalanick could have fostered a more inclusive, respectful workplace and led by example in promoting a positive, transparent culture. If he had focused on creating a more ethical and supportive environment, Uber could have avoided many of the controversies that tarnished its image.
- Adam Neumann – WeWork
Adam Neumann’s leadership at WeWork was characterized by charisma and rapid expansion but ultimately led to a highly publicized downfall. His focus on personal ambition over the company’s long-term sustainability, combined with poor financial oversight, led to WeWork’s failed IPO and massive losses.
What Went Wrong: Neumann’s lack of financial discipline and focus on personal gain caused WeWork to spiral. His unrestrained spending, combined with a lack of transparency with investors, led to a massive loss of confidence and credibility in the company.
What Could Have Been Done Better: Neumann could have adopted a more grounded approach to leadership, focusing on sustainable growth rather than expansion at any cost. Practicing more fiscal responsibility, fostering greater accountability, and aligning personal ambition with the company’s values could have saved WeWork from its dramatic collapse.
- Howard Schultz – Starbucks (during early 2000s crisis)
While Howard Schultz is widely regarded as one of the great business leaders of his generation, his initial handling of Starbucks during a crisis period in the early 2000s offers valuable lessons. When the company began to struggle, Schultz made the decision to return as CEO, but the changes he introduced were seen as too abrupt by employees and customers.
What Went Wrong: Schultz’s attempts to streamline operations and refocus on profitability were seen as impersonal and disconnected from the company’s core values. Employees felt that the company had lost its soul, and customers noticed the shift in the brand’s experience.
What Could Have Been Done Better: Schultz could have balanced profitability with a stronger focus on preserving the company’s culture and values. By involving employees more in the decision-making process and ensuring they understood the vision for the future, Schultz could have maintained Starbucks’ identity while navigating the tough times.
- Jeffrey Skilling – Enron
Jeffrey Skilling, former CEO of Enron, oversaw one of the most devastating corporate collapses in history. His leadership fostered an environment where employees were encouraged to deceive regulators and investors, ultimately leading to the company’s infamous bankruptcy due to fraudulent accounting practices.
What Went Wrong: Skilling’s leadership was based on greed and unethical practices. His obsession with short-term profits and market performance led to a culture of dishonesty. The lack of transparency and ethical conduct within the organization was a direct result of his actions.
What Could Have Been Done Better: Skilling could have led with integrity, prioritizing transparency and long-term stability. Promoting an ethical corporate culture where honesty and accountability were core values would have prevented the fraud and saved the company from collapse.
These examples of failed leadership remind us that leadership is not just about making bold decisions—it’s about cultivating a culture of trust, transparency, and ethical behavior. The lessons learned from these leaders are clear: good leaders inspire loyalty and respect by being accountable, empathetic, and honest, and their actions have lasting impacts on the people and organizations they lead. By focusing on these qualities, future leaders can avoid the pitfalls that have led others astray.
How Leaders Today Fail at Leading
While exceptional leadership can transform organizations, poor leadership can cause lasting damage to employees, company culture, and bottom-line results. Leaders often fail due to a lack of vision, poor communication, or a focus on short-term gains over long-term success. The consequences include reduced employee morale, high turnover, and stunted organizational growth.
Personal Experience: Poor Leadership in Action
During my own career, I encountered a situation where poor leadership severely impacted both my team and the overall company. A new manager took over our department and immediately prioritized numbers and short-term deadlines without regard for employee well-being or collaboration. Communication was inconsistent, and the lack of clear direction caused confusion and frustration among the team.
- Impact on My Coworkers: Employees felt undervalued and overwhelmed, leading to a significant drop in morale. Team members who had previously excelled began to disengage, and turnover rates increased as coworkers sought healthier work environments.
- Impact on Me: Personally, I found it challenging to stay motivated when leadership failed to listen to concerns or provide support. Tasks became mechanical rather than purpose-driven, and the sense of unity within the team deteriorated.
- What Could Have Been Better: This leader could have fostered open communication, provided a clear vision for the team, and shown empathy toward employee concerns. A more collaborative and purpose-driven approach would have restored trust and productivity.
This experience illustrates how bad leadership doesn’t just affect performance metrics—it deeply impacts individuals’ well-being, engagement, and professional growth.
Personal Experience with Good Leadership: The Power of Empathy and Vision
While bad leadership can have a significant negative impact, good leadership can completely transform a team, fostering an environment of trust, innovation, and productivity. I have had the privilege of experiencing excellent leadership firsthand, which not only made a profound difference in my own career but also positively affected my colleagues.
In one particular instance, I worked with a manager who exemplified the core traits of great leadership: vision, communication, emotional intelligence, and accountability. This manager took the time to get to know each of us individually, listening to our ideas, concerns, and career goals. They set a clear vision for the team, ensuring everyone understood how their work contributed to the larger mission of the company.
How It Benefited My Coworkers and Me
- Clear Vision and Purpose: The manager ensured that everyone knew the bigger picture, aligning individual goals with team objectives. This clarity helped us all stay focused and motivated, knowing our contributions mattered. We were able to see how our collective efforts moved the organization forward.
- Open Communication: Our manager held regular one-on-one meetings to check in on our progress, listen to feedback, and offer guidance. This open communication helped resolve issues early and made us feel heard and valued. It also encouraged collaboration, as we were comfortable sharing ideas without fear of judgment.
- Emotional Intelligence: Our manager displayed empathy, recognizing when team members were struggling and offering support. Whether it was personal challenges or work-related stress, they were understanding and proactive in finding solutions. This created a safe space for us to perform at our best, knowing we had a supportive leader behind us.
- Accountability and Empowerment: Rather than micromanaging, the leader trusted us to take ownership of our projects. We were given the autonomy to make decisions, but always with the understanding that our manager was there for guidance if needed. This level of responsibility motivated us to perform at a higher level, as we felt empowered and trusted.
Impact on Morale and Performance
As a result of this leadership style, the entire team thrived. Productivity increased because we were aligned on goals and felt supported. Team morale was consistently high, and turnover rates remained low, as employees felt loyal to a leader who genuinely cared about their success. Personally, I felt more engaged and driven in my work, and my career development flourished under the manager’s mentorship.
Conclusion: The Lasting Impact of Good Leadership
As we’ve explored throughout this article, leadership has the power to shape not only the trajectory of a company but also the lives of the individuals within it. Great leaders inspire, challenge, and empower those around them, creating environments where people are motivated to perform at their best. They foster trust, transparency, and emotional intelligence, leading by example and setting the stage for long-term success. On the other hand, poor leadership can have the opposite effect—leading to disengagement, frustration, and even the collapse of organizations.
From the examples of visionary leaders like Steve Jobs, Nelson Mandela, and Mary Barra to the cautionary tales of leaders like Elizabeth Holmes and Travis Kalanick, it’s clear that the traits that make a good leader—vision, empathy, accountability, and adaptability—are universal and crucial. However, the lessons from both good and bad leadership are not only about the traits leaders possess but also about the lasting effects of their decisions on employees, teams, and companies.
Looking Forward: Cultivating Effective Leadership in the Future
As the business landscape continues to evolve, the need for effective leadership will only grow more important. Companies and organizations must recognize that leadership is not just about achieving financial success but about fostering a culture that values transparency, inclusivity, and employee well-being. The next generation of leaders must learn from both the successes and failures of their predecessors, adapting their strategies to meet the challenges of a rapidly changing world.
Leaders who focus on emotional intelligence, empower their teams, and maintain a clear, shared vision will continue to drive positive change. They will build workplaces that people want to be a part of and create cultures where innovation, collaboration, and growth can flourish.
Final Thoughts: The Power of Leadership to Transform
Great leadership doesn’t just change organizations—it changes people. It builds stronger teams, encourages personal growth, and drives collective success. Whether you’re a seasoned executive or an aspiring leader, understanding the core principles of good leadership can help you make a positive and lasting impact.
Ultimately, leadership is not about being the boss. It’s about inspiring others to be their best selves, fostering a culture of trust and respect, and leading by example. When leaders lead with vision, empathy, and integrity, they unlock the potential within their teams, driving both personal and organizational success to new heights.
The journey of leadership is ongoing, and with each step, we can create workplaces and communities that thrive under the guidance of those who lead with purpose and heart.
References
- Brown, B. (2018). Dare to lead: Brave work. Tough conversations. Whole hearts. Random House.
- Christensen, C. M. (1997). The innovator’s dilemma: When new technologies cause great firms to fail. Harvard Business Review Press.
- Collins, J. (2001). Good to great: Why some companies make the leap… and others don’t. HarperBusiness.
- Covey, S. R. (1989). The 7 habits of highly effective people: Powerful lessons in personal change. Free Press.
- Cialdini, R. B. (1984). Influence: The psychology of persuasion. HarperBusiness.
- Goleman, D. (1995). Emotional intelligence: Why it can matter more than IQ. Bantam Books.
- Grant, A. (2013). Give and take: Why helping others drives our success. Viking.
- Maxwell, J. C. (2007). The 21 irrefutable laws of leadership: Follow them and people will follow you. Thomas Nelson.
- Sinek, S. (2009). Start with why: How great leaders inspire everyone to take action. Penguin Group.
- Blanchard, K., & Johnson, S. (1982). The one minute manager. William Morrow.
