How Early Leadership Advice Influences Long-Term Success
Leadership advice received early in one's career can significantly shape long-term success. This article delves into key insights from seasoned experts in the field of leadership development. From creating community to fostering better questions, these strategies offer a comprehensive guide for aspiring leaders.
- Create Community to Build Leadership
- Foster Better Questions Not Answers
- Embrace Boredom for Clearer Thinking
- Serve Others to Lead Effectively
- Empower Your Team for Success
- Manage Yourself Before Managing Others
- Create Space for Independent Problem-Solving
- Define Excellence Before Measuring Performance
- Listen Actively to Strengthen Relationships
- Surround Yourself with Diverse Strengths
- Build Trust as Leadership Foundation
- Slow Down to Create Sustainable Growth
- Ask Right Questions Instead of Answering
- Practice Active Listening for Better Leadership
- Lead by Example in Hands-On Tasks
- Show How Instead of Telling What
- Create Systems for Successful Outcomes
- Listen More to Lead Better
Create Community to Build Leadership
I used to think leadership was something you earned once you got the title. The big desk. The decision-making power. The authority. But then someone told me something that completely rewired how I thought about it: "You don't find community, you create it."
That line hit hard. I was 11, a refugee kid. My family had just fled the Gulf War, and we were starting over in Canada. We didn't have much, but we did have a local Boys and Girls Club down the street. I showed up there every day. I volunteered, coached younger kids, ran camp games, pushed chairs, led team chants, and cleaned up messes. No one handed me a leadership role. I stepped into one through contribution. And I learned this: when you build community, you build leadership.
Most people think of leadership as influencing others. But real influence isn't about charisma or control, it's about creating a space where people feel seen, supported, and safe to grow. That's what community does. It's the heartbeat of leadership. And too often, we forget that.
We grow up believing leadership is reserved for the exceptional: the Nelson Mandelas, the Malalas, the Martin Luther Kings. We assume it's about changing the world at scale. But that belief quietly holds us back. It makes leadership feel out of reach, like something bigger than us.
But leadership isn't bigger than us. It's within us. It shows up in the small, consistent acts: checking in on a teammate, welcoming a new hire, holding space in a tough conversation. It's how you shape culture, not with grand gestures, but with everyday decisions rooted in compassion and intention.
At Unicorn Labs, we teach this truth to every manager we work with: high-performing teams are built through community. And community is built through leadership — not the kind you wait to be given, but the kind you choose to practice.
So if you're early in your journey, let go of the pressure to be iconic. Start by being present.
Ask yourself, "What kind of space do I want to belong to?" Then go build it with others, for others.
Because leadership isn't about being the loudest in the room, it's about creating a room where more voices feel safe to speak. And that starts with you.
Foster Better Questions Not Answers
One piece of advice I received early in my leadership journey came from a mentor who told me, "You don't need to have all the answers—you need to create space for better questions." At the time, I had just stepped into a leadership role after years of being the dependable high-performer. Like many first-time leaders, I carried the weight of needing to prove I belonged at the table. I thought leadership was about certainty, expertise, and control.
My mentor's advice gave me permission to shift from being the hero of the story to the guide. I realized my role wasn't to have every answer, but to cultivate the conditions where answers could emerge—through trust, dialogue, and collective insight. I started listening differently. I asked "What do you think?" more often. I stopped solving every problem myself and began developing the capacity of my team to solve them together.
Over time, this single mindset shift transformed not only my leadership style but also the culture of the teams I led. We moved from compliance to commitment, from performance to partnership. People spoke up more. Innovation increased. And the best part? My teams didn't just deliver—they grew. I saw recruiters become directors, analysts become strategists, and quiet contributors find their voice.
That early advice still fuels the work I do today through my consultancy. Whether guiding a scale-up through cultural transformation or helping executive teams align their values with their business goals, I don't come in with a pre-set playbook. I come in with questions that spark insight, build connection, and unlock sustainable change.
If I could pass one message to emerging leaders today, it would be this: Stop trying to be the expert in the room. Be the leader who asks the question no one else is brave enough to ask.
In a world full of noise, the leaders who listen deeply and think critically will always rise. Make space for better questions—and you'll ignite better outcomes, for your people and your business.
Embrace Boredom for Clearer Thinking
One of the strangest — and most transformative — pieces of advice I ever received was: "Get bored more often."
Initially, it felt counterintuitive. I was a first-time founder, running on caffeine and cortisol, addicted to motion. Every minute had to be productive. The idea of "getting bored" sounded like a luxury I couldn't afford — or worse, a weakness.
But here's what that mentor actually meant: Stop filling every gap with noise. Don't rush to respond, don't immediately jump to a solution, don't schedule your thoughts to death. Give your mind space to wander — because that's where unexpected connections happen. That's where actual leadership thinking begins.
Once I started practicing this — resisting the urge to optimize every idle second — I noticed something odd. I made better decisions. I zoomed out more often. I caught blind spots before they blew up. Most importantly, I started leading instead of just managing.
Now, I intentionally build "boredom windows" into my week. No meetings, no podcasts, no Slack pings. Just me, a notebook, and my brain. It's uncomfortable. But it's also when the best ideas sneak in — the ones that don't emerge when you're in inbox triage mode.
For other leaders? My takeaway is this: If you're always busy, you're probably reacting, not leading. Make space to get bored. Let your brain roam. That's where real clarity resides.
Serve Others to Lead Effectively
Early in my leadership journey, I received a piece of advice that has stayed with me: "Leadership is about serving others, not being served." At the time, it seemed simple, but over the years, I've come to understand how profound it truly is.
This advice shifted my approach from a mindset of authority and control to one of support and empowerment. I realized that as a leader, my role isn't to have all the answers or make every decision. It's to create an environment where my team feels supported, heard, and empowered to make decisions themselves. The focus shifted to providing the tools, resources, and trust they needed to succeed, rather than micromanaging their work.
One example of how this has influenced my leadership style is through how I handle mistakes. Instead of focusing on blame, I use them as learning opportunities—both for me and my team. I've found that by fostering an environment where people feel safe to take risks and fail, we build a culture of innovation and continuous improvement.
For anyone just starting out in leadership, I'd say: shift your perspective from thinking about how you can control things to thinking about how you can elevate others. A great leader doesn't just provide direction—they empower others to succeed. This creates loyalty, sparks creativity, and ultimately drives better results.
Empower Your Team for Success
One piece of advice I received early in my leadership journey has stuck with me more than any other: "Once you're in a leadership role, it's no longer about you—it's about your people."
At the time, I was focused on proving myself—hitting goals, being seen as capable, and making my mark. But this advice flipped my perspective. True leadership isn't about being the smartest in the room or making every decision. It's about creating the conditions for others to succeed.
Since then, I've led with a mindset of service. That means listening more than I speak, removing obstacles instead of adding pressure, and investing time in understanding what each person needs to thrive. It's not always easy, especially when you're under pressure, but it's the most sustainable path to strong results and a loyal, engaged team.
For anyone stepping into leadership, remember: your title might give you authority, but it's how you show up for your team that earns trust. Shift your mindset from "How do I succeed?" to "How do I help them succeed?" That's when the real leadership begins.
Manage Yourself Before Managing Others
One piece of advice that has stuck with me since my early days at N26 was to "lead by creating space for others to succeed." Our team lead at the time told me that true leadership isn't about being the smartest person in the room, but about creating an environment where your team can thrive. I remember when one of our team members was struggling with a project - instead of stepping in to fix it, I gave them the autonomy to find their own solution while being available for guidance.
It was a tough experience, but it paid off when they delivered an exceptional result. This approach has shaped my leadership style at Spectup, where I focus on empowering our team of startup experts to take ownership of client projects. By giving them the freedom to innovate and make decisions, we've built a more agile and responsive consultancy. This advice can benefit other leaders by helping them shift from being the sole problem-solvers to becoming enablers of their team's success. It's not always easy, but it's made a significant difference in how we operate at Spectup.
Create Space for Independent Problem-Solving
Learn how to manage your life and yourself first. If you can't manage yourself, you'll struggle to manage others. If you lead with care, the management falls into alignment with less resistance. There's a certain degree of care and respect that transfers among people who are intentional in their self-care and day-to-day living decisions. Those vested in this cause understand that it's a bunch of micro-decisions made every day that add up to favorable results over time.
Who you are will translate to the type of leader you'll be within the business and life setting. Isolating different parts of your character in life will equate to stagnation over time. As I tell my audiences, a crooked heart in business and life will always reveal itself. Strengthen your inner compass (your heart). This involves getting to know yourself in order to manage yourself.
Lack of self-regulation and emotional regulation are top culprits that can kill one's leadership journey because a brewing landmine will go off; it's not a matter of 'if' but 'when'.
Define Excellence Before Measuring Performance
At one point, I heard someone say, "You don't have to have all the answers—you're there to create the space for others to find them." Once I adjusted my mentality as a leader to this one, I could encourage my peers to truly work independently. It fostered creativity and accountability in addition to projects that would achieve sustainable progress. Any leader who can adopt such a mindset will not only have a better, stronger, and more confident team but also experience less burnout themselves as they share the burden while helping others grow.
Listen Actively to Strengthen Relationships
"Know what you're measuring before you measure performance" completely transformed how I lead my flooring business. Early on, I tracked only sales numbers, which led to high-pressure tactics and damaged our reputation. My mentor taught me to first define what exceptional customer service meant specifically for our business, then build measurement systems around those definitions. We now track post-installation satisfaction at 30/90/180 days rather than just closing rates. This approach creates alignment between our values and our metrics. For other leaders, I'd recommend documenting what excellence looks like in your specific business context before implementing any performance tracking system - otherwise, you risk optimizing for the wrong outcomes.
Surround Yourself with Diverse Strengths
One piece of advice I received early in my leadership journey was to "listen more than you speak". At first, it seemed counterintuitive, especially in a leadership role where making decisions quickly and confidently is often emphasized. However, I quickly learned that active listening builds trust, helps you understand the true challenges your team faces, and allows you to make more informed decisions.
This advice has had a profound impact on my leadership style. It taught me that leadership is less about having all the answers and more about creating an environment where team members feel heard and valued. By truly understanding the needs and perspectives of those around me, I've been able to foster stronger relationships, improve team morale, and drive better collaboration.
For others, I'd recommend embracing the power of listening. It's easy to get caught up in trying to be the expert, but taking a step back and truly engaging with your team will not only improve your leadership effectiveness but also create a more empowered and motivated workforce. You'll be amazed at the valuable insights that come from simply being present and receptive to feedback.
Build Trust as Leadership Foundation
When I was starting out on my entrepreneurial journey, a trusted mentor said something that shook me:
"You don't need to be the smartest person in the room."
I think I turned to him and said, "But I am, right?"
He just laughed, and years later, I'm still thinking about that moment.
At the time, it rattled me. Like many new leaders, I thought I had to have every answer and solve every problem to earn credibility. I wanted to be that guy!
But over time, I came to understand what he meant. For starters, it's a losing proposition. You can never truly be the best, always, and aiming so high risks burnout. That was something I came close to. And the mindset of needing to be the brightest isn't a good foundation for working style either. It often leads to micromanagement and missed opportunities.
I reshaped my entire leadership approach and began to take his advice seriously, surrounding myself with people who had strengths I didn't. I asked more questions, listened more, delegated more freely, and created space for others to lead from where they were.
The results have been profound. My team is stronger and my business is larger and more effective than I ever dreamed it would be.
Slow Down to Create Sustainable Growth
One piece of advice I received early on was: "Don't just build a team—build trust." At the time, it sounded simple, but over the years, it has profoundly shaped my leadership style. In the creative and digital space, where ideas are subjective and timelines tight, trust isn't just a soft skill; it's the foundation of momentum.
This advice taught me to listen more than I speak, to give team members room to experiment (and fail), and to lead by example rather than control. It also meant being transparent, whether it's about a difficult client, a delayed milestone, or internal challenges.
As a result, our team became more proactive, collaborative, and committed—not out of obligation, but because they felt seen, heard, and trusted.
For others stepping into leadership: Focus less on being liked and more on being real. Trust fuels creativity, accountability, and loyalty in ways that rules and incentives never can.
Ask Right Questions Instead of Answering
One piece of advice that profoundly shaped my leadership journey was "slow down to speed up." Early in my entrepreneurial career, I was constantly in execution mode—moving fast, tackling every problem myself, and measuring progress by how many tasks I completed. A mentor challenged me to step back and build systems instead of just solving immediate problems.
This mindset shift transformed how I approach leadership, especially at Fulfill.com. In the 3PL matching industry, the tendency is to chase quick wins and immediate connections. But I've learned that taking time to understand an eCommerce business's unique needs—their SKU complexity, order volume patterns, seasonal variations—leads to more successful partnerships in the long run.
When we founded Fulfill.com, we could have immediately onboarded hundreds of 3PLs to our platform. Instead, we slowed down, created a rigorous vetting process, and built technology that could make truly meaningful matches. This deliberate approach ultimately allowed us to scale faster and create more value for the thousands of businesses we've helped.
I've seen this principle work for our clients too. The eCommerce brands that take time to clearly define their fulfillment requirements before rushing into 3PL partnerships invariably have smoother integrations and better long-term outcomes.
For leaders in any industry, this means identifying where strategic patience creates leverage. Sometimes it's investing in team development when you'd rather just do the work yourself. Other times it's developing SOPs that feel unnecessary in the moment but prevent countless future headaches.
The paradox of leadership is that thoughtful restraint often creates the conditions for explosive growth. In a world obsessed with hustle culture, remembering to occasionally slow down has been my secret weapon for sustained success.
Practice Active Listening for Better Leadership
One piece of advice I got early on was: "You don't need to have all the answers; just ask the right questions."
When I first stepped into leadership, I thought I had to solve everything myself. That approach didn't work for long. It slowed decisions down, and it wore me out.
Eventually, I learned to step back. In meetings, I started focusing on questions—simple ones that made the team think more and rely less on me.
That shift helped people take ownership. They weren't just following directions; they were contributing.
For anyone leading a team: don't chase perfection or control. Focus on creating a space where others can do their best work. That's where real leadership starts.
Lead by Example in Hands-On Tasks
Early in my leadership journey, someone told me, "Listen more than you speak." This advice has had a lasting impact on how I lead. I learned that by truly listening to my team—understanding their ideas, concerns, and feedback—I could build trust and create an environment where people felt valued and empowered. It shifted my focus from just giving orders to fostering collaboration and open communication. This approach has helped me make better decisions and develop stronger relationships with my team.
For others, embracing active listening can transform leadership. It encourages empathy, reduces misunderstandings, and inspires teams to contribute their best work. I believe that listening is one of the most powerful leadership tools, and it's something anyone can practice to become a more effective leader.
Show How Instead of Telling What
Never ask your team to do something you wouldn't do yourself.
This piece of advice reshaped the way I lead to this day. I'm out there with my team, if that means crawling under houses or hauling equipment around. Doing these tasks together builds trust and loyalty, and it cements a company culture where people feel valued and supported.
Being hands-on also keeps me in tune with the daily challenges my team faces, which in turn sharpens my ability to solve problems and communicate. I very much believe that new leaders can gain so much from this technique. It's about humility and accountability. Leadership isn't about issuing commands; it's about serving and supporting your team, which in turn builds stronger, more effective teams.
Create Systems for Successful Outcomes
Years ago, at the beginning of my career, someone shared a piece of advice that has influenced my leadership style ever since: "Great leaders don't tell people what to do; they show them how to do it." Initially, this proposition seemed obvious to me, but I did not fully appreciate the extent of its applicability until later. It is easy to pass on responsibility and expectations, but true leadership involves rolling up your sleeves and demonstrating what you expect from your team.
This advice has carried over into how I work every day. I remain open and hands-on, particularly when we are rolling out high-risk products. As my team sees me working alongside them to resolve issues, they begin to trust me and realize that I'm not just giving orders but actively helping them. For example, when we're racing against deadlines, I ensure that I'm in the trenches with the team, collectively resolving issues as they arise, rather than waiting for someone to report back to me. This approach creates a sense of shared responsibility that is more powerful and yields better results.
All those who aspire to be good leaders would do well to adopt this philosophy. Leadership is not about authority or power; it's about action and presence. If you lead by example, your team will follow with the same commitment and passion. People want to be part of a team where the leader is fully committed. It's not where you sit, but what you do, that will make all the difference.
Listen More to Lead Better
I received a simple yet powerful piece of advice early on: "Your systems determine your outcomes." This taught me that leadership success comes from creating clear workflows, not just working harder.
By creating a system that allowed everyone to see how their contribution fit into the larger project, I began to treat team management in a way that ensured everyone feels heard and seen.
Our productivity was revolutionized by this strategy, which substituted clarity for chaos. Spending less time fighting fires and more time building frameworks that naturally yield better outputs can help others.
