DO’S & DON’TS FOR EXCEPTIONAL LEADERSHIP

Creating a workplace where employees feel unified, engaged, and satisfied is the hallmark of exceptional leadership. As a leader, your actions set the tone for the organization’s culture and success.
A Tale of Two Workplaces – Insights from Ann Dugstad
In one of my past roles, the “Boss” was exactly that—a “Boss,” not a leader. The experience was draining, unfulfilling, and left me lacking confidence. My contributions were rarely recognized, and criticism overshadowed any sense of accomplishment. Sunday nights became a source of dread, knowing I was heading into another week of feeling undervalued and unsupported.
Sunday nights became a source of dread, knowing I was heading into another week of feeling undervalued and unsupported.
Contrast this with my son’s experience at a well-known Fortune 500 company. His organization
conducts quarterly sessions where he and his boss have open, honest discussions about what
is going well, areas for improvement, and his future goals. During his last session, his boss
shared something transformative: my son’s leadership and contributions were regularly referenced in senior vice president meetings. His boss even noted that the data and insights my son provided were pivotal in their weekly senior-level discussions. It became known that through my son’s dedication and hard work, he saved this company $700,000.00 in excess dollars spent on excessive hiring. He developed a strategic plan that fit the organization’s goals and visions for 2025. Had he not had that meeting, he would not have known he was making a difference. This recognition left my son feeling valued, motivated, and confident—a complete contrast to my experience.
This recognition left my son feeling valued, motivated, and confident—a complete contrast to my experience.
Building a Workplace Employees Love
As these examples show, the environment leaders create has a profound impact on employee
morale and engagement. To help you build a thriving workplace that employees look forward to
every day—even on Monday mornings—here are some essential do’s and don’ts:
The Do’s
Promote Open Communication: Create opportunities for honest, two-way
communication. Regular check-ins can help employees feel heard and supported.
Recognize Contributions: Celebrate individual and team achievements, big or small.
Recognition boosts morale and builds trust.
Encourage Professional Growth: Offer training, mentorship, and career advancement
opportunities. Employees who see a path forward are more likely to stay engaged.
Foster a Positive Work Environment: Create a culture of inclusion, collaboration, and
respect. Prioritize work-life balance and employee well-being.
Lead with Empathy: Understand the challenges your team faces and provide support.
Empathetic leadership fosters loyalty and trust.
The Don’ts
Avoid Micromanaging: Trust your team to handle their responsibilities. Micromanaging
stifles creativity and undermines confidence.
Neglect Feedback Opportunities: Ignoring feedback signals to employees that their
opinions don’t matter. Act on input to show that you’re listening.
Dismiss Recognition: Overlooking achievements can lead to disengagement. Make
recognition a priority to keep morale high.
Ignore Professional Development: Employees who feel stagnant are more likely to
seek opportunities elsewhere. Invest in their growth.
Resist Change: A rigid mindset can stifle innovation. Be open to new ideas and adapt to
meet your team’s evolving needs.
The Bottom Line
Exceptional leadership isn’t about being “the boss.” It’s about setting the tone for a workplace where employees feel valued, empowered, and excited to contribute. By fostering open communication, recognizing achievements, and supporting growth, you can create a culture that employees love—even on Sunday nights.