What happens when you move from managing a team to leading an entire organisation? It’s more than just a shift in title; it’s a complete transformation in how you view leadership. This transition is both exhilarating and daunting. As a CEO, your influence extends beyond the team level—you now have the power to shape the culture, steer the vision, and leave a lasting impact on every corner of the business.
Leadership at the C-suite level is about far more than authority or making decisions. It’s about crafting a leadership style that is uniquely yours, one that is both authentic and adaptable to the ever-changing demands of your role.
This article will guide you through the process of developing a leadership style that resonates with who you are, while ensuring it aligns with the broader objectives of your organisation.
The Purpose of Leadership—Beyond Titles and Power
Too often, leadership is seen through the lens of titles and power. But the most impactful leaders understand that leadership is about purpose, vision, and influence. At its core, leadership is about inspiring others to follow—not because they must, but because they believe in your vision and trust your judgement.
You don’t gain respect just by holding a title. Respect is earned through consistency, reliability, and the ability to deliver on promises. As a leader, you must focus on building strong relationships with your team and key stakeholders. It’s about earning your authority by holding yourself accountable and acting with integrity.
Ask yourself: Why do I lead? What impact do I want to have? What legacy am I striving to build? Your purpose as a leader should drive everything you do. Leadership isn’t just about hitting KPIs; it’s about the influence you have on your people, your customers, and the broader business landscape.
Example: Nadia often reflects on her own leadership journey, noting, “My leadership style has always been about finding the right people and mentoring them. I believe that without a strong team, a leader can only go so far. The real impact comes from empowering others and working together with a shared purpose.”
The Power of Vulnerability in Leadership
There’s a common myth that leaders must always appear invulnerable. However, vulnerability can be one of the most powerful tools in your leadership toolkit. When leaders admit they don’t have all the answers, it opens up space for creativity and innovation. Vulnerability fosters trust and shows that you’re human—a trait that your team will value and respect.
But showing vulnerability doesn’t mean exposing weaknesses in a way that erodes confidence. It’s about balancing openness with strength. For instance, in moments of crisis, there will be times when decisive, top-down leadership is essential. When quick decisions are needed, vulnerability takes a back seat, but it never disappears completely.
Example: Reflecting on her leadership during crises, Nadia shares, “In moments of rapid growth or crisis, my leadership style often had to pivot to a more unitary approach. Decisions needed to be made quickly and efficiently, with fewer people involved. However, in those moments, I always ensured that the team felt informed and understood why decisions were made. Being honest about the pressures we faced helped strengthen the team’s trust in me.”
Navigating the Transition—From Manager to CEO
One of the biggest shifts when moving from a managerial role to CEO is the change in mindset. As a manager, you may have been focused on the tactical, day-to-day execution. As a CEO, your thinking needs to shift towards strategy, vision, and long-term goals. You’re no longer responsible for just your team; you’re accountable to shareholders, clients, and a much broader range of stakeholders.
The early months in a CEO role are often filled with challenges, including decision fatigue and the need to quickly grasp business dynamics on a larger scale. It’s crucial during this time to build relationships with senior teams, listen before acting, and trust your instincts.
Example: Nadia recalls the early days of leading a fast-growing organisation: “There’s a weight of responsibility that comes with leading a business—every decision impacts not just the company, but also the people, their families, and the community. This can be overwhelming at first, but the key is to remain grounded, to keep learning, and to surround yourself with trusted advisors.”
Do’s and Don’ts of Effective Leadership
To lead effectively, it’s important to keep a few key principles in mind.
- Do: Listen actively. Leadership isn’t about being the loudest voice in the room; it’s about listening and empowering others.
- Don’t: Try to be everything to everyone. You need to assert boundaries and delegate where necessary.
- Do: Lead by example. If you want your team to act with integrity, you must model that behaviour.
- Don’t: Resist feedback. No matter how senior you are, continuous learning and growth are essential.
Effective leaders strike a balance between assertiveness and humility. It’s not enough to make decisions—you must also communicate clearly and with empathy.
Example: Nadia highlights how one of her key clients continuously communicates the company’s vision, stating, “They consistently repeat the company’s mission in every meeting. This creates alignment across all levels of the business and ensures that everyone, from the leadership team to the frontline workers, knows where the organisation is heading.”
Developing a Leadership Style That Suits You and the Organisation
Authenticity is the cornerstone of effective leadership. Your leadership style should feel natural to you, but it must also align with the organisation’s culture, values, and current stage of growth. As a leader, you need to be flexible and adapt your style as the business evolves.
Leadership styles aren’t static. They shift with new challenges, changes in team dynamics, and different business models. In times of rapid growth, a more visionary approach might be required. During consolidation phases, a more data-driven, analytical approach may take precedence.
Example: Nadia reflects on her experience leading businesses in different cultural contexts: “When I set up operations in Cyprus and Greece, I quickly realised that my leadership style needed to evolve to align with the local culture. This wasn’t about changing who I was but about adapting to ensure I could communicate effectively and lead in a way that resonated with my team.”
Balancing Assertiveness with Empathy and Humility
Assertiveness is critical for making tough decisions, especially when leading an organisation through significant change. However, it’s essential to balance assertiveness with empathy. Leaders who lead with empathy create stronger connections with their teams and foster loyalty.
Humility in leadership goes hand in hand with this. Leaders who practise humility acknowledge that they don’t have all the answers, and they are open to feedback and growth. This approach not only builds stronger teams but also creates a culture of continuous improvement.
Example: Nadia shares a time when balancing assertiveness and empathy paid off: “We faced a difficult decision regarding an underperforming employee who was dealing with personal challenges. While the decision to take corrective action was necessary, delaying it slightly to allow the individual time to improve showed empathy. In the end, this approach built trust across the team.”
Leadership as a Lifelong Learning Process
Crafting a leadership style is a continuous journey. As the business world evolves, so must your leadership approach. What worked yesterday may not work tomorrow, and that’s where the real growth happens. The key is to stay adaptable, to continue reflecting on your purpose, and to never stop learning.
Leadership is not a destination—it’s a lifelong process of growth, self-awareness, and impact. The best leaders are those who embrace the journey, balancing authenticity with the needs of the business and those they lead.
So, ask yourself: What is one change I can make today to become a more purpose-driven and effective leader?
