Tag Succeed

Why Integrity Is Crucial to Effective Leadership

Steve Keating Leave a comment

I have written about this topic so many times it almost feels like I’m addicted to it. I keep writing about it because so many crappy, unethical people in leadership positions tell me it’s not that big of a deal. They are completely, utterly, often fatally wrong.

As wrong as wrong can be.

Of the many characteristics of authentic, effective leadership, integrity stands above them all. The fact is that absent integrity, there can be no true leadership. You can have a fancy title, a high-level position, and the nice corner office, but if you don’t have integrity, then you don’t have the number one requirement to authentically, effectively lead.

Integrity is a cornerstone of effective leadership because it builds trust, credibility, and respect—three things no leader, no true leader, can succeed without. When a leader consistently acts with honesty, keeps their word, and aligns their actions with their stated values, people know what to expect. That predictability creates a sense of security and reliability, which is critical for people and teams to function well, especially under pressure.

Without integrity, a leader’s words lose weight. If they say one thing but do another, or bend the truth for convenience, their people start to question their motives. Doubt creeps in, and loyalty erodes. A team that doesn’t trust its leader won’t fully commit—why would they if they can’t count on ethical treatment or clear direction? Over time, that lack of trust tanks morale and productivity.

Integrity also sets the tone for everyone else. Leaders are watched closely; their behavior signals what is acceptable. If they cut corners or dodge accountability, it trickles down—soon you have got a culture where no one owns their mistakes. But when a leader owns up, admits flaws, and sticks to principles even when it is hard, it inspires and encourages others to do the same.

That’s how you get a team that’s not just effective but resilient.

Research backs this up too—studies like those from the Center for Creative Leadership show that trust in leadership drives engagement and performance. And trust hinges on integrity more than charisma or even competence.

A leader can be brilliant, but if they’re shady, people won’t follow for long. Real-world examples prove this out: think of someone like Nelson Mandela, whose moral consistency turned skeptics into allies, versus leaders who’ve tanked organizations by prioritizing self-interest over principle.

It’s not about being perfect—it’s about being real. People forgive missteps if they see genuine intent. But once integrity is gone, it’s a hell of a lot harder to win back than it was to lose. That’s why it’s non-negotiable for anyone trying to lead effectively.

I’ve seen so many people in leadership positions convince themselves that they could “get away” with cutting corners on ethics and integrity. That it was necessary “this one time.” And then the next time and the next.

They were wrong every single time. They negatively impacted their people, their organizations, and themselves. Some of them eventually figured out where they went wrong; some of them never did.

If you’re tempted to try and convince yourself that integrity is optional, or you’ve already succeeded in fooling yourself that it is, then you should know that failure is in your future. It’s only a matter of time.

So let me say this again: integrity is crucial to effective leadership. It always has been, and no matter what else changes in the world around us, it always will be.

Learning from Leadership Failures

Steve Keating 1 Comment

Leaders have a particular condition that causes them to make mistakes… they are human beings. That’s not the worst part either; the worst part is that those mistakes can lead to failures. Worse yet, some of those leaders double up the failure by failing to learn from the mistake.

And that’s a terrible waste.

Authentic Leaders never waste a failure; they learn something from each one. They know that learning from leadership failures is one of the most valuable ways to grow as a leader. They understand that failure isn’t the end; it’s a stepping stone to future success when handled correctly. Here’s a structured approach that many Authentic Leaders use to learn and grow from leadership setbacks.

1. Acknowledge the Failure (Own It)

Take responsibility: Avoid blaming others or external factors. Owning your mistakes shows accountability and integrity.

Understand the impact: Reflect on who was affected by the failure (your team, organization, or clients) and how.

2. Analyze What Went Wrong

Identify root causes: Was it a poor decision, a lack of preparation, a communication breakdown, or something else? Tools like root cause analysis or 5 Whys can help.

Seek feedback: Ask your team, mentors, or stakeholders for honest input. Sometimes, others see things you missed.

3. Extract Key Lessons

Look for patterns: Have similar mistakes happened before? If so, it may indicate a deeper issue (e.g., rushing decisions, micromanaging, or failing to delegate).

Identify the leadership skill gap: Determine which leadership qualities (e.g., empathy, communication, strategic thinking) you need to improve.

4. Develop a Plan for Growth

Set learning goals: For example, if the failure resulted from poor delegation, commit to improving that skill by reading books, attending workshops, or seeking mentorship.

Apply the lessons in real time: Take proactive steps to prevent similar mistakes and implement changes based on what you have learned.

5. Communicate Openly and Transparently

Be honest with your team: Share what you’ve learned and how you plan to do better. This builds trust and shows your willingness to grow.

Encourage a culture of learning from failure: When leaders model openness about their own failures, it encourages the team to do the same.

6. Build Resilience

Focus on your mindset: Learn to see failure as feedback rather than defeat. Resilience helps leaders bounce back stronger after setbacks.

Maintain long-term vision: Don’t let one failure define your leadership journey. Keep the big picture in mind.

7. Celebrate the Comeback

Recognize progress: Once you have turned things around or successfully avoided repeating the same mistake, take time to acknowledge the growth.

Share your story: Talking about how you turned failure into a lesson can inspire and empower others on their leadership journeys.

Example in Action

Imagine a leader launches a major project that fails due to unclear communication and unrealistic timelines. By reflecting and gathering feedback, they realize they didn’t properly involve the team in planning. They then take steps to improve communication, adjust project timelines, and create a culture where team input is valued.

In leadership, failures are inevitable. But what separates great leaders from the rest is their ability to learn, adapt, and keep moving forward. What’s a leadership failure you have seen (or experienced), and what lessons came out of it?

The Purpose of Selling

Steve Keating Leave a comment

I once had a salesperson working for me who was super passionate about building relationships with customers. She genuinely cared about developing friendships that went beyond just business. She was always professional, ethical, and kept everything on the up and up.

She was an amazing salesperson in every way except one. She barely sold anything! After a whole year of working with her, coaching her, and pushing her to her limits, it just wasn’t working out.

I asked her what she thought the purpose of selling was. She said it was all about building relationships. I agreed, and then I asked her why we wanted relationships with customers. She had a great answer for that too. She said we wanted to help them.

I agreed, and then I asked her how we had helped them.

At this point, she was a bit stumped. She said it “depended on the circumstances.” She thought maybe we helped them by building trust. She also thought we could help them by being a resource for them.

None of her answers were wrong, but none of them were quite right enough for her to remain a part of the sales team.

I told her that all the things she mentioned were important for building long-term relationships, but the most important way we truly helped customers was by selling them our product. That was also the only way we could stay in business.

I said that the purpose of selling was to make a sale. We build trust to build a relationship, and we become a resource to keep that relationship strong. And if we’re truly in sales, we’ll professionally leverage that relationship to make a sale.

That sounded harsh and manipulative to her, but I explained that it wasn’t. Selling is most rewarding when we’re helping people whom we genuinely like. People whom we would be friends with even if they weren’t a prospect for whatever it is we’re selling.

Building strong relationships with customers is a great way to grow your business, but it’s not the same as selling. Selling is about making a sale, not only about building connections. After working with sales teams all over the world, I’ve noticed that many people who try to make a living selling can’t seem to grasp this basic concept.

The salesperson I had invested a year working with couldn’t sell because she never asked for the order. She worked hard to build relationships, but she was afraid of risking damage to them by asking for the sale. We moved her to a customer support role where she could use her relationship skills without the pressure of selling.

But here’s the thing: she wasn’t alone. Research has shown that 80-85% of people who make a living, or try making a living, by selling never ask for the order. They might try to subtly ask by saying things like, “So, what do you think?” or “Well, let me know what you decide; I hope you decide to go with us.”

But here’s the truth: if you ask a true order-asking question, you’ll get either a yes or a no. If you get anything else, you either didn’t ask the right question or the prospect didn’t hear it correctly. In either case, you need to ask an order-asking question again.

An order-asking question sounds like, “Looks like it meets the requirements we’ve been discussing. May I have your business?” or “This looks perfect for you, or are you ready to move ahead today?”

If you’ve guided your customer or prospect through their buying journey, you’re ready to ask a simple yet crucial question. It’s a business question that most customers expect.

So, go ahead and ask it confidently. Remember, asking for an order is the logical and appropriate final step in a professional sales presentation.

I’ve never seen a newspaper headline like “Salesperson shot dead asking for an order,” yet many salespeople act as if it’s a common occurrence.

The goal of selling is to make a sale. That’s how you create a customer, keep your business afloat, and stay a successful salesperson.

You’re 100 times more likely to make a sale by asking for it than by letting a customer decide on their own, without your help. If you’re a strong relationship seller, resource provider, problem solver, and sales pro, you owe it to your customers and yourself to ask for the order every time.

Preparing for the Future of Leadership

Steve Keating Leave a comment

Change, it has been said, is one of the few certainties in life. While that’s always been true, the pace of change has never been more rapid. Think about it; much of the technology we take for granted today was considered impossible less than 20 years ago.

And it’s not just technology. It’s medical, it’s athletics, it’s societal, it’s literally every part of life.

Most recently, Artificial Intelligence (AI) has increased the pace of change exponentially. Improvements to AI arrive almost every hour. AI looks to be one of the most consequential changes to come along in years, maybe ever. Unless, of course, something else comes along in a few years that makes AI look like no big deal. (Before I could even publish this I received an update on something called “Synthetic Intelligence.” It far far surpasses AI capabilities in that it truly comprehends language. It can also explain it’s reasoning. Looks like it may not take even a few years for AI to be no big deal.)

All that makes it incredibly difficult to predict the future. Perhaps more than it’s ever been. But this much is certain; the increasing pace of change will bring with it multiple unexpected challenges and opportunities.

Leaders who prepare themselves for those future challenges and opportunities will simply outperform those who don’t. Not only will they benefit from that preparation, but their organization will also. It’s likely the people they lead will benefit most of all.

Being prepared for future leadership challenges requires a mix of adaptability, emotional intelligence, strategic thinking, and continuous learning. Here’s how you can stay ahead of the curve to continue leading into the future.

1. Embrace Continuous Learning

Stay informed about emerging trends in technology, business, and leadership.

Read books, take courses, and attend conferences regularly.

Follow thought leaders and engage in discussions to expand your perspectives.

2. Develop Adaptability & Resilience

Change is inevitable; practice leading through uncertainty.

Build resilience by learning from failures and bouncing back quickly.

Encourage a growth mindset in yourself and your team.

3. Enhance Emotional Intelligence (EQ)

Improve self-awareness, empathy, and interpersonal skills.

Build trust and strong relationships with your team.

Be open to feedback and practice active listening.

4. Master Digital & Technological Fluency

AI, automation, and remote work are shaping the future—understand their impact.

Learn how to leverage data-driven decision making.

Stay flexible with new work models (hybrid, gig economy, etc.).

5. Foster a Culture of Innovation & Collaboration

Encourage creativity and experimentation.

Build diverse teams that bring fresh perspectives.

Promote cross-functional collaboration and knowledge sharing.

6. Strengthen Decision-Making Under Uncertainty

Use scenario planning and risk assessment techniques.

Balance logic with intuition when making tough calls.

Learn to make decisions with incomplete information.

7. Lead with Purpose & Vision

Clarify your mission and communicate it effectively.

Inspire others by aligning business goals with meaningful impact.

Keep ethics and social responsibility at the core of leadership.

8. Develop Future Leaders

Mentor and coach emerging talent.

Create succession plans to ensure leadership continuity.

Empower others to take ownership and lead.

If you’re a regular reader of this blog, then you’ll know that over the last few months I’ve written extensively about many of these bullet points. Now we’ve put them together in a forward-looking post.

It requires effort to prepare for the future of leadership. The level of effort you put into any endeavor is completely within your control. The only question is, will you invest the time and make the effort today that’s required to be an effective leader tomorrow?

What do you say?

Developing Resilience and Grit

Steve Keating Leave a comment

I produce two videos a week that are published for subscribers on X. They focus on life and leadership skills. Very often, the comments I receive from subscribers say something along the lines of, “well, that’s easier said than done.”

I don’t disagree with that at all. In fact, almost everything worth doing is easier said than done. What often separates highly successful people from less successful people is that they do those things anyway.

Those highly successful people have figured out how NOT to quit when quitting would be so much easier than pushing forward. When tempted to quit, they reflect on why they started. When tempted to quit, they remember the days when they hoped to be as close to their goals as they are now. When tempted to quit, they summon the resilience required to grind their way closer to their end goal.

You may not have, or may not realize that you have, the same ability to develop the resilience and grit of highly successful people.

But you do!

Developing resilience and grit requires a combination of mindset shifts, intentional habits, and continuous self-improvement. Here are some ideas on how you can develop yourself into someone who will not be stopped.

1. Cultivate a Growth Mindset

A growth mindset, coined by Carol Dweck, is the belief that abilities and intelligence can be developed through effort and learning. To build resilience:

Embrace challenges as opportunities to grow.

Replace “I can’t do this” with “I can’t do this yet.”

View failure as feedback rather than a permanent setback.

2. Strengthen Emotional Control

Resilient people manage stress and setbacks effectively. To improve emotional regulation:

Practice mindfulness: Take time EVERY DAY to stop and think, to remind yourself why you set the goals you’ve set. Think positive possibilities!

Reframe negative thoughts: Instead of thinking “This is the worst,” try “This is tough, but I can handle it.”

Build self-awareness: Notice what triggers negative thoughts and develop positive coping strategies.

3. Develop a Strong Purpose & Intrinsic Motivation

Grit, as defined by Angela Duckworth, is the combination of passion and perseverance. To cultivate it:

Find a meaningful goal that excites you.

Align daily actions with long-term aspirations.

Remind yourself again why you’re pursuing your goals and what achieving them would mean for you and those close to you.

4. Build Mental Toughness Through Adversity

Resilience is strengthened by enduring and learning from tough experiences.

Do hard things intentionally: Push yourself outside your comfort zone.

Stay committed: Even when motivation fades, keep going.

Develop self-discipline: Set routines and stick to them, even when you don’t feel like it. You’ll soon discover that routines make success much easier.

5. Create a Support System

You don’t have to do it alone.

Surround yourself with supportive and resilient people.

Seek mentorship from those who have overcome adversity.

Lean on friends and family during difficult times.

6. Embrace Consistency Over Intensity

Small, daily habits build long-term resilience.

Stay committed to routines, even when progress seems slow. Remember, even a little progress is better than no progress.

Focus on long-term improvement rather than short-term wins.

7. Take Care of Your Physical & Mental Health

Resilience and grit are easier to develop when you are physically and mentally well.

Turn the phone off at least an hour before bed, and while you’re at it, turn the TV off too.

Exercise regularly to reduce stress.

Remember, taking care of yourself is not selfish, it’s the only way you can have the resilience required to help others too.

8. Learn from Setbacks & Failures

Instead of dwelling on failure, analyze what went wrong and adjust.

Ask: What can I learn from this?

Adapt and try again with new strategies.

Celebrate small wins to keep momentum.

Final Thought:

Resilience and grit aren’t innate; they are skills you develop through consistent effort. By pushing through discomfort, learning from adversity, and staying committed to your goals, you’ll build the strength to handle anything life throws at you.

Developing the Next Generation of Leaders

Steve Keating 2 Comments

I used to be shocked when so-called “forward-thinking” organizations couldn’t say who would be leading their organization in ten years. Worse than that, they had no idea who within their organizations would even be a good candidate. They were essentially “rolling the dice” on the future of their organizations every single day.

I’m not surprised by any of that these days because it’s actually very common. Many companies invest millions in new technology and products. However they invest precious little in developing their next generation of leaders. They hope for the best. They assume “when the time comes” that the next generation of leaders will show themselves.

When it comes to leadership, hoping and assuming are very poor strategies.

To build the next generation of leaders, organizations need a smart, long-term plan. This plan should focus on spotting, coaching, and empowering future leaders. Here’s a structured framework to ensure your organization has a strong pipeline of future leaders.

1. Identify High-Potential Employees

Not everyone is suited for leadership. Organizations should establish criteria to recognize employees with leadership potential. Look for:

Strong problem-solving skills

Emotional intelligence

Initiative and accountability

Ability to inspire and influence others

A willingness to learn and accept new challenges

Action Steps:

Use performance reviews and feedback to spot leadership traits

Encourage nominations from peers and managers

Conduct leadership assessments and regular 360-degree feedback

2. Provide Leadership Training and Development

Training should go beyond technical skills to focus on leadership competencies.

Action Steps:

Offer leadership development programs, mentorship, and coaching

Encourage participation in cross-functional projects

Provide soft skills training, such as communication and decision-making

3. Create Mentorship & Coaching Opportunities

Pairing emerging leaders with experienced mentors accelerates growth and fosters knowledge transfer.

Action Steps:

Develop a structured mentorship program

Encourage senior leaders to guide and support high-potential employees

Promote reverse mentoring to allow junior employees to share new insights

4. Encourage Real-World Leadership Experience

Leadership cannot be learned in theory alone—it must be practiced.

Action Steps:

Assign stretch assignments and leadership roles in projects

Offer job rotations to expose employees to different business areas

Provide opportunities to lead meetings, initiatives, or small teams

5. Foster a Culture of Feedback and Continuous Learning

Ongoing feedback helps future leaders refine their skills and adjust their approach.

Action Steps:

Implement regular check-ins and coaching sessions

Encourage self-reflection and adaptability

Provide access to executive leadership for open discussions

6. Align Leadership Development with Organizational Goals

Ensure that future leaders are prepared to drive the company’s vision forward.

Action Steps:

Clearly communicate company values and expectations

Develop leadership competencies that align with business objectives

Measure the impact of leadership development initiatives

7. Recognize and Reward Leadership Growth

Acknowledging leadership efforts motivates employees to develop further.

Action Steps:

Offer promotions or new leadership roles when ready

Recognize leadership contributions through incentives and public appreciation

Build a clear career progression path for emerging leaders

8. Create a Succession Planning Strategy

Leadership development should prepare individuals for critical roles in the future.

Action Steps:

Identify key positions and potential successors early

Build personalized development plans for successors

Review and update the succession plan regularly

By systematically investing in leadership development, organizations can build a strong pipeline of capable leaders who will drive future success. Long-term successful organizations know that the best time to develop their next generation of leaders is today.

If you leave leadership development to chance, then there is a good chance that your organization will lose potential leaders that one day you’ll wish were still on your team. I’m betting you really don’t want that to happen… so don’t.

How to Overcome Imposter Syndrome

Steve Keating Leave a comment

I will never forget my first promotion to a leadership position. I was a salesperson for a beverage company. I reported to a district manager who reported to a regional manager who reported to a general manager.

I was a very, very good salesperson. Still, I was very nervous when one Friday afternoon I was called into the President’s office for a “chat.” People at my level were not asked to chat with the President, so I assumed I wasn’t likely to enjoy the conversation.

I recently had a disagreement with my district manager over the placement of a display, and while I didn’t think it was a big deal, I figured that might be what the “chat” was about.

But almost as soon as I sat down, I realized the President had something completely different on his mind. He wanted to talk about a promotion for me. A big, big promotion. Not to a district manager spot, not even to a regional manager position. He was asking me to move directly into the general sales manager role.

To say I was dumbfounded would be an understatement. I was totally shocked. I asked for the weekend to consider it, and he agreed. After considering the pluses and minuses, I decided I had to accept. So, on Monday morning, I was back in the President’s office accepting the job.

He was very happy with my decision and said he wanted to announce it to the company immediately. But first, he had to fire the current general manager.

When considering the pluses and minuses, it never for a moment dawned on me that there was already a general manager in place. That, as it turned out, was just one of the many things I hadn’t thought about.

I quickly realized that I had no idea what the hell I was doing. Like most newly minted managers with no formal leadership training, I stumbled and fumbled my way around the position. What I was feeling wasn’t called imposter syndrome at the time, but I absolutely felt like an imposter.

I eventually left that role and returned to sales at another company. I was back in my comfort zone. I was committed to seeking another leadership role, but only after I was truly prepared for it. There would be no more imposter syndrome for me.

Overcoming imposter syndrome as a leader requires a combination of self-awareness, mindset shifts, and practical strategies. I did it, and so can you. Here’s a guide to help.

Recognize the Feeling

Acknowledge the Syndrome: Understand that imposter syndrome is common among high achievers, especially leaders who are constantly pushing boundaries.

Realize You’re Not Alone: Many successful leaders, including CEOs and innovators, have felt the same way. Knowing this can ease self-doubt.

2. Challenge Negative Thoughts

Identify Self-Doubt: Write down the specific thoughts or beliefs that make you feel like an imposter.

Reframe Your Thinking: Replace negative thoughts with evidence-based affirmations. For example, instead of thinking, “I don’t deserve this role,” remind yourself of past achievements and qualifications.

3. Focus on Your Strengths

Recognize Your Unique Value: List your strengths, skills, and accomplishments. Reflect on how these contribute to your leadership role.

Leverage Feedback: Use positive feedback from peers and team members as validation of your competence.

4. Separate Feelings from Facts

Acknowledge Emotions: Feeling less than capable doesn’t mean you are. Remind yourself that emotions aren’t always aligned with reality.

Focus on Results: Concentrate on what you’ve achieved rather than how you feel about your performance.

5. Shift the Focus from Perfection to Growth

Embrace Imperfection: Understand that leadership doesn’t require perfection. Mistakes are a part of growth.

Celebrate Progress: Reflect on how far you’ve come and the impact you’ve made, no matter how small.

6. Develop a Growth Mindset

View Leadership as a Journey: Accept that you are continuously learning and evolving as a leader.

Seek Development Opportunities: Attend workshops, read leadership books, or find mentors to enhance your skills and confidence.

7. Build a Support System

Talk to Trusted Peers or Mentors: Share your feelings with someone who understands leadership challenges.

Engage in Networking: Surround yourself with supportive and inspiring individuals who can affirm your leadership abilities.

8. Focus on Impact Over Self

Concentrate on Helping Others: Shift your attention from “Am I good enough?” to “How can I best serve my team?”

Lead with Purpose: When your actions align with your values and goals, self-doubt diminishes.

One of the absolutely most important keys to success, in any endeavor, is to believe in yourself. Imposter syndrome blocks self-belief. The sooner you realize you “got this,” the sooner you’re likely to excel at whatever you’re doing.