When we discuss leadership, there is always the same finest points addressed, the low hanging fruit…but you should know Great Leaders Always Defend Their Team. So we want to build a guide, road map if you will, on developing leadership that is trustworthy. So here we go….. A Guide to Building Strong, Trustworthy Leadership:
In workplaces across every industry, effective leadership is a defining factor in team success, morale, and innovation. A common trait among great leaders is their commitment to defending their team, taking responsibility when things go wrong, and sharing praise generously. However, the unfortunate truth is that not all leaders uphold these principles. Some engage in harmful behaviors like deflecting blame, micromanaging, and avoiding accountability, which ultimately damages morale and undermines trust within the team.
To understand what sets great leaders apart, let’s dive into key leadership principles and practices that foster a positive, resilient, and motivated team.
1. Taking Responsibility
- Great Leaders Take the Fall
True leaders accept accountability for their team’s outcomes, whether successful or not. When a project misses its mark, a great leader doesn’t pass the blame onto individual team members or circumstances. Instead, they see themselves as responsible for the overall result, even if the issue stemmed from others’ actions or external challenges. By doing this, they build a foundation of trust, signaling to the team that they’re in this together.
Example: A marketing director might face backlash when a campaign fails to drive engagement. Rather than pointing fingers at their team for creative or strategic shortcomings, the director could acknowledge any gaps in the briefing process or oversight in market research, taking ownership of the final outcome. - Bad Leaders Deflect Responsibility
Conversely, poor leaders often redirect blame to save face, eroding trust and creating a fear-driven environment. When team members sense they’ll be scapegoated, they naturally become more hesitant to make decisions or take initiative, fearing the consequences of potential failure.
2. Setting a Clear Direction and Then Stepping Back
- Empowering Through Guidance, Not Control
Great leaders establish a clear vision and outline their expectations, giving the team a roadmap to follow. After providing this foundation, they take a step back and trust their team to execute the work independently. This trust in action empowers team members to leverage their strengths, develop their skills, and build ownership over the project’s success.Example: An engineering manager might outline the goals for a new software feature, providing insight into the target user experience, timeline, and quality standards. They then let their engineers take charge of the technical execution, trusting them to meet the outlined expectations creatively and effectively. - Bad Leaders Micromanage, Then Fault Others
Leaders who fail to relinquish control often fall into the habit of micromanaging, over-checking each task and scrutinizing every detail. This constant oversight can lead to team fatigue, reducing motivation and creativity. When something does go wrong, micromanagers often point fingers, despite having been deeply involved in each step.
3. Absorbing the Blame, Sharing the Praise
- Shielding the Team
Exceptional leaders understand the importance of absorbing external criticism, whether from higher management or stakeholders, so their team can remain focused and positive. This act of protection fosters a safe environment, allowing team members to concentrate on the work without fear of undue criticism.Example: If a product launch is delayed, an effective leader would speak directly to the stakeholders, addressing the challenges and taking full accountability. In doing so, they prevent their team from being scapegoated and maintain morale. - Celebrating Team Wins
When things go right, great leaders redirect the praise towards their team, reinforcing the idea that success is a collaborative effort. Publicly recognizing each member’s contribution bolsters team confidence and solidifies their commitment to future projects.Example: In the case of a successful software update, the leader might call out specific contributions from the team in a company meeting or on internal communication platforms, allowing the team to feel valued and recognized for their hard work.
4. Encouraging Smart Risks
- Fostering Innovation and Growth
A defining trait of a strong leader is their willingness to encourage calculated risks, understanding that innovation and growth stem from trying new ideas, even if they don’t always succeed. Leaders who openly express that mistakes are a natural part of progress give their team the confidence to push boundaries, knowing they won’t be punished for well-intentioned failures.Example: A project manager might support their team’s attempt to introduce a new approach to client onboarding, even if it’s untested. By allowing for this experimentation and learning from the outcomes, they pave the way for improved processes and encourage a culture of continuous improvement. - Bad Leaders Discourage Risks
Leaders who enforce a strict “no-mistake” policy can stifle creativity, as team members become more concerned with avoiding failure than seeking innovation. Over time, this risk-averse culture limits growth, stagnating the team’s potential.
5. Building Trust Through Action
- Defending the Team When Needed
Trust in leadership isn’t built overnight—it’s cultivated through consistent, meaningful actions. Leaders who stand by their team during challenging times, whether it’s a public setback or internal conflict, show that they’re committed to the well-being of their people. This defense is essential in demonstrating loyalty and reinforcing that the leader genuinely values the team’s success and welfare.Example: When faced with a budget cut that affects the team, a strong leader might advocate for their department, pushing to maintain essential resources and supporting their team’s needs. This commitment illustrates that they prioritize the team’s work and value their contributions. - Demonstrating Genuine Care
Simple, everyday actions also contribute to building trust. Checking in with team members, acknowledging their personal needs, and offering support in stressful times all send a message that each person is valued beyond their job role. Leaders who show care and understanding create a supportive, loyal team that feels seen and appreciated.
The Impact of Strong Leadership on Team Performance
When leaders practice these behaviors, they foster a team that feels motivated, respected, and ready to give their best. Such teams are more likely to approach challenges with resilience and a positive attitude because they know their leader will back them up, regardless of the outcome. Team members become more willing to take smart risks, knowing they have a safety net of support, and they develop a stronger sense of accountability and pride in their work.
In contrast, teams led by those who blame others, avoid accountability, and micromanage tend to experience burnout, frustration, and a lack of trust. Morale deteriorates, innovation stalls, and turnover rates can rise as talented individuals seek more supportive environments.
Why Defending Your Team is the Foundation of Great Leadership
Defending your team is more than just an act of goodwill—it’s the foundation of leadership that inspires trust, loyalty, and productivity. By embodying these qualities, leaders set the tone for a thriving, empowered workplace. Each step, from taking responsibility to encouraging smart risks and recognizing accomplishments, adds to a culture where people are motivated to contribute their best efforts.
To sum it all up, great leadership isn’t about personal accolades or avoiding responsibility; it’s about creating an environment where the team feels empowered, trusted, and supported. By defending their team, effective leaders inspire commitment, encourage growth, and cultivate a strong, positive culture. In doing so, they not only drive the success of individual projects but also contribute to the long-term success and stability of the organization. In the end, when leaders show their team that they have their back, the team will show up with renewed dedication and commitment, ready to reach new heights together. When leaders support their team, they cultivate an environment of excellence where people are motivated to perform at their best—knowing they have a leader who has their back.
