LME 056 – What Makes A Great Leader? Start By Asking What Makes A Good Employee.
Today, we’re going to flip the leadership conversation on its head.
Because when people ask me:
“Bernd, what makes someone a great leader?”
I don’t start by talking about charisma or vision or some magic leadership formula.
Instead, I ask them a different question:
“What makes someone a good employee?”
Let’s start there.
What is a good employee?
Now think about it for a second.
If you had to describe your best employee: What would you say?
Most people answer something like this:
- “They take responsibility.”
- “They show up prepared.”
- “They communicate clearly.”
- “They don’t make excuses – they solve problems.”
- “They go the extra mile when it’s needed.”
Sound familiar?
We all love employees like that.
But here’s the twist:
Everything you just said – that’s also what your employees want from you.
Great Leader
They want a leader who takes responsibility.
Who communicates clearly.
Who doesn’t make excuses and who follows through.
If you’ve ever said
“I wish my people were more proactive.”
Here’s a tough truth:
Maybe they’re just reacting to your level of clarity, structure, or consistency.
Let me tell you about a client of mine. Let’s call her Rebecca.
Rebecca managed a team of ten in a logistics company. She was sharp, experienced, and had high standards. But she kept complaining that her team wouldn’t make decisions on their own.
“They always come to me with the small stuff.”
She said.
So we reviewed her communication style. And we discovered that whenever someone did make a decision, she often corrected them.
Not harshly, but enough to signal:
“Next time, check with me first.”
Without realizing it, she had trained her team not to take initiative.
So if you want your employees to take ownership – ask yourself:
“Do I give them the space and the trust to do it?”
It starts with you.
Lead by example – or don’t lead at all
Here’s the thing: You are always setting an example. Whether you want to or not.
Your employees watch how you handle stress.
They notice how you speak about other departments.
They see when you show up – and when you don’t.
They notice if you keep your promises – or only when it’s convenient.
That’s why good leadership always starts with self-awareness.
If you’re frustrated that people on your team are unprepared, disorganized, or passive: Take a step back and ask:
“Where might I be modeling that behavior?”
Because people copy what they see, not what you say.
One of my favorite quotes is this:
“Your team is your mirror. If you don’t like what you see start by looking at yourself.
Latest after 2 years you have exactly the employees you deserve.”
Set clear expectations and hold people accountable
A good employee follows through. They know what’s expected – and they deliver.
So what’s the leadership parallel?
Simple.
A good leader makes expectations clear and follows up consistently.
Too often, leaders fall into one of two traps:
- They expect their team to “just get it” without clear instructions.
- Or they’re afraid of confrontation. So they tolerate low standards.
Both approaches damage trust and performance.
Imagine this: You ask your team to be on time for meetings.
But then you show up five minutes late – every time.
Or worse, someone is always late, and you say nothing.
What message does that send?
What you allow is what you encourage.
So: Be clear. Be consistent. Be fair.
That’s how trust is built.
And when there’s a problem, address it early. You don’t need to be harsh. You need to be honest.
That’s leadership.
Support your team – don’t overshadow them
Let’s go back to our original question again. A good employee is someone who helps the team succeed – not just themselves.
That’s also true for good leaders.
The job of a leader is to make others successful.
You’re not the hero. You’re the coach.
You don’t need to know everything. You need to create an environment where others bring their best.
Give them clarity. Give them feedback. Give them space.
Think of it this way:
You win when your people win.
Integrity over image
Employees want to work for someone they can trust.
That means: You say what you mean and you do what you say.
It also means that you stand for something. That you don’t throw your team under the bus when things go wrong. That you give credit and take responsibility.
Here’s a story I’ll never forget:
A CEO I once worked with – let’s call him David – made a public mistake in front of his entire leadership team.
And the next morning, he called a meeting. Not to explain it away. Not to point fingers.
He simply said:
“I got that one wrong. That’s on me. Here’s what I learned. Here’s what I’ll do differently.”
The respect in that room tripled.
That’s integrity. And that’s leadership.
Conclusion
Let’s wrap this up.
If you want to become a great leader, don’t overthink it. Just ask yourself:
“What would I expect from a great employee?”
Then, live that. Model it. Be the example.
You’ll be amazed how quickly your team steps up.
