When we talk about leadership, we usually hear the same tired clichés: “Be decisive!” “Motivate!” “Lead by example!” These are all important, but let’s be honest—if you don't understand your people and deliver messages in a way that resonates, they'll fall flat. At a time when workforces more complex and remote than ever, this can prove to be a liability that can threaten the health of your business.
So, what actually makes a people leader great today? Think less “command and control,” and more “empathy and adaptability.”
Here’s what the experts have to say about the traits that separate the mediocre from the memorable.
Emotional Intelligence: The Real MVP Skill
Forget IQ; it’s EQ—emotional intelligence—that sets good leaders apart. A leader who gets emotional cues and reads the room well is gold in today's global workforce. This isn't just about about being “nice” or listening to complaints but paying attention to the signs their team is burning out, sensing tension before it erupts, and actively working to keep the energy positive and balanced. This is especially important at a time where well-being is cited as HR's top priority going into 2025.
Research from TalentSmart shows that EQ is responsible for 58% of job performance across roles, and leaders with high emotional intelligence create trust and loyalty. According to Daniel Goleman, Author of Emotional Intelligence, leaders with EQ “build connections that result in higher morale and better productivity.” The bottom line? Empathy is the new power move.
Adaptability: Vision Is Good, But Flexibility Is Better
With AI, automation, and remote work transforming how we operate, the world is changing fast and the data sends a clear message to leaders who think they can stick to a rigid five-year plan: they’re kidding themselves. In fact, a recent McKinsey survey shows that companies led by adaptable leaders are 1.4 times more likely to outperform their competitors. This underscores the idea that today's great leader has vision but knows when to pivot. They roll with the punches, course-correct without drama, and empower their teams to stay innovative.
In his book, The 5 Levels of Leadership: Proven Steps to Maximize Your Potential, John Maxwell, puts it bluntly: “Leaders become great not because of their power, but because of their ability to empower others.” Translation? It’s not about the leader’s ego—it’s about letting the team shine and evolve with the times.
Active Listening: Ditch the Corporate Monologues
How many of us have endured meetings where the manager talks nonstop, oblivious to everyone else's input? Real leaders know the power of active listening. This isn’t just “hearing”—it’s truly tuning into the team, asking thoughtful questions, and resisting the urge to jump in with solutions right away. In fact, research by Gallup shows that employees who feel their opinions matter are 4.6 times more likely to be engaged at work.
A prime example is Satya Nadella, CEO of Microsoft. When Nadella took the helm, he illustrated how listening and learning from team members can have a massive impact on both culture and the bottom line, "Leadership is about bringing out the best in people.” His approach transformed Microsoft, shifting it toward a more collaborative and innovative culture. Under his leadership, Microsoft’s stock has tripled.
Strong leaders don’t assume they know it all. They create space for others to contribute, recognizing that the best ideas often come from collective input.
Accountability: Let's Stop Playing the Blame Game
Poor management focuses on ensuring that individual tasks get done, but leadership is about building a culture where everyone takes responsibility for the outcome. Gallup found that employees who feel accountable for their work are 2.5 times more engaged. Good leaders make it clear that mistakes are cool as long as people learn from them, and instead of panicking or getting angry when something goes wrong, they ask, “What can we do better next time?” It’s about fostering ownership, not blame.
Carol Dweck, the psychologist behind the concept of a growth mindset, says it best: leaders who promote accountability build a resilient, high-performing culture. They focus on learning, not shaming, and empower their teams to experiment without fear of failure.
Inclusion: Diverse Teams = Better Teams
When it comes to creativity, problem-solving and overall achievement, diversity is your way to win. Research from Deloitte supports this, showing that companies with inclusive leaders are 2.3 times more likely to have high-performing employees. Real leaders don’t just bring in diverse talent; they actively create a culture where everyone feels seen and heard.
Verna Myers, Netflix’s VP of Inclusion Strategy, put it perfectly: “Diversity is being invited to the party; inclusion is being asked to dance.” Leaders who understand this make sure everyone on the team gets their moment in the spotlight, and it’s a big reason why those teams thrive.
Integrity: Because If You Don't Have It, No One Will Follow You
Trust is everything in leadership. In an age where misinformation is everywhere, employees are looking for leaders who stand by their word. A PwC survey found that 83% of employees think integrity is essential for leadership. It’s not just a nice-to-have; it’s crucial. People want leaders they can respect, leaders who show up authentically and aren’t afraid to be transparent—even when the truth isn’t pretty.
Warren Buffett summed it up well in his address to students at Columbia University's Business School, “In looking for people to hire, look for three qualities: integrity, intelligence, and energy—if they don’t have the first, the other two will kill you,” he said. Great leaders set the tone for honesty, which feeds into everything from team morale to productivity.
Why This Matters More Than Ever
Companies that invest in leadership development report significantly higher employee engagement scores—up to 25% higher than those that don’t. With today’s talent shortage, leaders who can truly attract, engage, and retain people are worth their weight in gold.
In a world driven by productivity pressures, failing to invest in strong, supportive leadership—with a focus on soft skills—means losing out on engagement, innovation, and performance. Great leadership isn’t about control; it’s about connection.
So, if you’re aiming to lead—or just trying to navigate under your boss’s leadership—remember: the best leaders in 2025 won't be the ones throwing their weight around, but instead the ones lifting their teams up. When people feel genuinely heard, supported, and inspired, they show up as their best selves every day—and that’s what will make the real difference in both engagement and your organizational success.