The Best Leadership Quotes and How to Apply Them
Good Leadership is a hard coin to find sometimes. Software engineers (like other fields), need to apply leadership principles without necessarily being leaders. Here are some traits of great leaders.
You don’t have to be a tech lead or a manager to have effective leadership skills. The best software engineers have strong leadership skills.
In this story, I prepared some of the best quotes about what a great leader is, and more important what they are not.
I provided some insights into what each quote means and how it can be implemented, based on my experience.
Quote #1 — “Leadership is about making others better as a result of your presence and making sure that impact lasts in your absence.” — Sheryl Sandberg
Example of a great leader I worked with:
Efficiently listened to others' problems and sought tangible solutions.
Took decisive action without placing blame.
Assured the team, expressing trust and confidence.
Avoided passive or active doubt in team members.
Provided guidance, and actionable advice, and helped individuals define their goals.
Mentored those who were lost in terms of career goals, acknowledging fears and offering reassurance with actionable steps.
Addressed conflicts directly, seeking to understand core problems and finding solutions.
Contrasted with a poor example of leadership:
Took sides in team conflicts.
Dominated meetings, speaking 80% of the time.
Reviewed code regularly, offering loud criticisms.
Result of poor leadership: The team was paralyzed in the absence of the manager, with members feeling lost and unproductive.
When a leader entrusts the people they lead; they'll most likely build strong team members and connections between team members who are reliable and solid. To an extent, when that leader is not there, people will still work at their full capacity and with the same efficiency as each other.
Quote #2 — "A leader is best when people barely know he exists, when his work is done, his aim fulfilled, they will say: we did it ourselves." — Lao Tzu
Example of a great leader I worked with:
He was an excellent collaborator. For one, he involved the team in planning.
Rather than creating the plan solo, he encouraged team brainstorming sessions to outline high-level tasks and then assigned responsibilities based on the team's discussions.
Tasks were substantial, allowing team members to contribute their perspectives on significant portions and break them down.
The project leader didn't draft the proposal alone; it was a collaborative team effort, with everyone participating.
He provided guidance, and assistance, and discussed options as needed, contributing to the project's completion within the initially set timeline without unnecessary delays.
Contrasted with a poor example of leadership:
I worked with a project leader who knew very little about the team members and made minimal effort to understand their preferences or roles.
Instead of providing clear guidance, he attempted to handle everything independently, leaving tasks poorly defined and the roadmap unclear.
Team members, including myself and a colleague, had to take the initiative but still felt lost and idle for almost a week due to the leader's lack of judgment and guidance.
The project extended for weeks beyond the initial timeline, highlighting the consequences of inadequate leadership.
When a leader gives general guidelines to people without being involved in every step, this fosters a much better collaborative environment and makes team members grow faster, cultivating trust in themselves. For example, after I finished the project with the excellent team leader, I became much more confident in my planning, breaking tasks down, and my overall technical judgment.
Quote #3 — "A leader takes people where they want to go. A great leader takes people where they don't necessarily want to go, but ought to be." — Rosalynn Carter
Manager 1: Overly agreeable but Reassuring
Worked together for eight months on promotion preparation.
I requested regular feedback but received no constructive criticism.
One-on-one meetings felt relaxed with no clear guidelines.
Created a false sense of a guaranteed promotion.
During the promotion cycle, did not advocate strongly and lacked proper guidance.
Wasted 14 months of my time to get promoted in the next cycle, which I could have easily avoided.
Manager 2: Opposite Approach - Pushy but Efficient
Although she was pushy and opinionated, she was also efficient and reliable.
Guided me through the promotion process with honesty.
Provided blunt, detailed, and actionable feedback on areas needing improvement.
Regularly opened the progression framework to identify and address gaps and things I am doing well.
Encouraged involvement in impactful projects to build a strong case for promotion.
I got promoted by the end of the six months working with her.
While working with the agreeable manager felt more comfortable due to her humane approach, she lacked efficiency and proper guidance essential for a manager.
I value honesty and actionable feedback from leaders, as they play a crucial role in directing and helping individuals identify their strengths and weaknesses. This doesn't mean all managers should be blunt; in fact, I was reserved with the second manager. However, some kindness from her, even if occasional, would have been appreciated, as she often seemed to fake it.
Quote #4 "Become the kind of leader that people would follow voluntarily; even if you had no title or position." — Brian Tracy
I worked with a senior team member who wasn’t a leader, but he was a very influential person. This is because he had the following traits:
Very knowledgeable in a lot of domains.
Approachable and welcoming every time you go to him with a question. Even if he doesn't have time now, he will always answer when he has the time.
Kind; he doesn’t make people feel stupid even when they ask the most trivial question. Instead, he tries to guide them to the solution by asking questions, so they feel they got to the solution by themselves.
The kind of person who would teach you how to fish instead of giving you a fish.
Provides actionable and honest feedback.
Trustworthy; when he says he’ll do something, he does it.
Helps people out, even if they don’t ask.
This made everyone in the team like this person, and treat him as a leader, even when he wasn’t one. And, makes everyone want to work with him. Do you know why? Because they know that they will learn loads from him, technically and behaviorally.
Closing Quote #5 — "The challenge of leadership is to be strong, but not rude; be kind, but not weak; be bold, but not a bully; be thoughtful, but not lazy; be humble, but not timid; be proud, but not arrogant; have humor, but without folly." — Jim Rohn
Jim Rohn's quote encapsulates the intricate balance required in effective leadership. Let's delve into some thoughts based on the various elements he highlights:
Strength without Rudeness:
True strength lies in the ability to assert oneself without resorting to rudeness. A leader should be assertive and decisive without demeaning others.
Kindness without Weakness:
Kindness is a powerful leadership trait, applying a positive and supportive environment. Yet, it should not be mistaken for weakness. A leader can be compassionate and understanding while still maintaining authority and making tough decisions when necessary.
Boldness without Bullying:
A good leader takes risks, stands firm in their convictions, and encourages innovation without resorting to intimidation or coercion.
Thoughtfulness without Laziness:
Thoughtful leaders consider the implications of their decisions, weighing options carefully. However, this thoughtfulness should not lead to procrastination or indecision. Effective leaders act with purpose and efficiency.
Humility without Timidity:
Humility is a hallmark of great leaders. They acknowledge their strengths and weaknesses, learn from mistakes, and appreciate the contributions of others. However, humility should not translate into timidity. Leaders must still be confident and assertive in their approach.
Pride without Arrogance:
Taking pride in one's accomplishments is healthy, but arrogance can be detrimental. Leaders should celebrate achievements and take pride in their team's success while remaining open to feedback and continuous improvement.
Humor without Folly:
A sense of humor can be a powerful tool in leadership, fostering a positive work environment. However, humor should never be at the expense of professionalism or used to downplay serious matters. It should contribute to a positive atmosphere without undermining the gravity of the work.
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That’s it, folks!
See you next week :)
— Basma
I really like the 5th quote. It's a very thin line between doing great as a leader or having misses.
We are all emotional creatures, we care way too much about how we feel. The challenge of the leader is making you feel good while pushing you and being bold
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