They’re not complicated, but they’re uncommon—and they instantly raise trust and performance on any team.
Businesses still spend billions each year on management training programs, but here we are in 2025—with a growing leadership gap and executives scrambling for answers.
And if I can get honest for a moment: We’re still approaching the problem backward.
Senior leaders keep promoting high-performing individual contributors into leadership roles and expecting them to figure it out on the fly. Many don’t have the time, support, or temperament to lead people well. Then we’re surprised when the results are uneven or the team burns out.
Before companies invest in another round of training, they need to start with a more fundamental question: Are we choosing the right people to lead? And more important, are we modeling the leadership behaviors we want them to learn?
Start with what actually works: Model servant leadership
Leadership boils down to people, trust, and relationships. And the simple truth is still the same today: Great leaders lead by serving. They focus on what their people need to succeed—clarity, coaching, safety, and support—not on protecting their own ego or authority.
Read more here.
