As leaders, we often navigate shifting business landscapes that feel disorienting amid constant change. New challenges demand innovative tactics, but experimenting with how we lead people carries real risks—what if it backfires? All too often, we default to familiar, time-worn rules from our past experiences or early careers.
"Rules are usually made to be broken and are too often for the lazy to hide behind." —General Douglas MacArthur
In my years consulting with executives and analyzing employee engagement data, I've seen well-intentioned leaders sabotage their own progress by clinging to these outdated principles. Drawing from my own journey—from door-to-door copier sales to advising Fortune 500 teams—here are three leadership rules designed to be shattered:
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1. Fake it till you make it.
I first heard this advice early in my sales career pounding the pavement as a copier rep. It worked then: projecting confidence during cold calls masked my inexperience until real wins built genuine assurance.
But in leadership, faking competence is toxic. Today's employees, shaped by corporate scandals and economic upheavals, spot inauthenticity instantly. When uncertainty hits, admit it openly. Vulnerability—asking for input and showing humility—builds unbreakable loyalty. Your team already senses hesitation; authenticity turns it into strength.
2. Recognize only top performers.
As a kid obsessed with basketball, I logged endless hours practicing despite middling skills. At summer camps, I never won scoring awards, but twice earned the "hustle" trophy for outworking everyone. Those mean more to me today than any sales plaque—they validated effort amid limitations.
Conventional wisdom pushes spotlighting stars to drive results, but your organization's backbone is its solid performers. Ignore their hustle, and you erode daily engagement. Acknowledge consistent effort alongside stars to foster loyalty across the board.
3. Never get too friendly with your reports (beyond LinkedIn).
This rule likely stemmed from the downsizing era's brutal layoffs, where emotional distance seemed safer. But today's reality demands connection. Engagement hinges on trust in direct managers—mutual care fuels it.
Friendship means reciprocal affection. Research confirms employees who like and respect their boss are far more committed. Maintain professional boundaries, yes—but treat your team with the warmth you'd offer friends, and watch engagement soar.
These are just a start. When charting unknown territory, ask your team. If they've seen your authenticity, they'll guide you forward.
Related: 10 Habits of Ultra-Likeable Leaders
