Very few individuals are Fortunately, the fundamental leadership skills required for success may be gained via training and practise.

Beginning a business is difficult. Nonetheless, adopting these leadership characteristics will increase your chances of survival.

In addition to having a million things on their plates at any given moment, first-time business owners must learn to be managers for when their firm begins to expand, along with all the associated leadership skills.

Some people are leaders by nature. They excel in guiding, inspiring, and assisting others to achieve success without lifting a finger. They possess a natural disposition, intuition, and general interest in it.

For others, leadership is uncharted territory, and their personalities are not naturally suited to the position.

But, not being a natural leader does not exclude you from becoming one.

There are so many variables involved when it comes to managing any number of people that any “textbook” method would likely fail in the long term.

It is a position of trial and error, and all you can do is learn the fundamentals and develop your own technique as you go.

Like with any other occupation, good leaders—CEOs, managers, founders, etc.—possess a set of abilities and attributes.

Just familiarise yourself with these qualities, and you may begin practising them as soon as you hire your first employee.

Today, we will discuss the five most critical leadership attributes that anybody in a management position should cultivate, and which are adaptable to the majority of scenarios you may experience in a leadership role.


Certainly, there is a large group of people prefer and crave leadership.


So, by default, any job with the duty of operating a business and/or managing other people is primarily linked with power, notoriety, and respect, and not necessarily with the arduous labour that comes with it.

A wantrepreneur is a person who wants to be a leader or a company owner for the sake of being a business owner.

These individuals have seen all the success tales out there, and they desire the same. They desire to become the next household name in any given field immediately. They continue to speak about how fantastic it will be, but do nothing to make it so.

They believe they can accomplish anything, which is admittedly a positive trait, but they are far more focused on their own personal vision (mostly while sitting in the $3 million beach house they purchased with the massively successful company they sold to ACME corp.) than on what it actually takes to reach their goals.

The differentiators between wantrepreneurs and real entrepreneurs are:

  • Wantrepreneurs are not passionate about the business side of things.

  • Wantrepreneurs do not, for the most part, understand the work that goes into building a successful business.
  • Wantrepreneurs are not willing to make sacrifices.

  • Wantrepreneurs refuse to accept accountability. For anything.

  • Wantrepreneurs do not take proper action (or risks)—they just talk about doing it.

  • Wantrepreneurs are only focused on the results, not the process that it takes to get there.

  • Wantrepreneurs are all about the ego—themselves, their goals, and their dreams.

Wantrepreneurs are essentially all bark and no bite.

Entrepreneurship is a very different tribulation.

Entrepreneurs have a holistic perspective.

They are focused on the vision they have developed, but they are also aware of the labour that goes into it and how it impacts others. That is not their concern. A competent leader eliminates their ego entirely from any scenario.

This covers employee management.

In most cases, an entrepreneur will become a manager and a leader.

An entrepreneur is also aware of the impact the business will have on the people they manage and lead, as well as the significance of their contribution.

An entrepreneur recognises that once they begin recruiting, they will be responsible for the lives of many individuals.

And, an entrepreneur will endeavour to tread the fine line between working hard and being productive and keeping the people they manage sane, content, and driven.

Unquestionably, a vision is required. To get there, though, much more is required.

To achieve this goal, you will have to sacrifice a portion of yourself for the people who help you get there.

Whether you have one or one hundred employees, you must examine and keep in mind the following leadership attributes.


You should recruit individuals who are comfortable making minor judgements on their own.

Yet, the leader is responsible for making some decisions.

Now, the challenging aspect of leadership decisions (these are the major ones) is that you are not the only one dealing with the consequences. There are often workers, stakeholders, partners, etc. to consider while making decisions in any firm.

This implies that major decision-making involves several target groups with diverse motivations, perspectives, and expectations, all of which must be considered. Yet, this cannot result in the judgement being postponed. Most judgements must be taken immediately.

Usually, making a tough decision results in someone receiving the short end of the stick.

Making challenging decisions also implies that you may not always be loved.

Yet, if you handle the problem with honesty and respect for all parties involved, and if everyone thinks that their view or position has been taken into account, the impact will be lessened.

You must be able to thoroughly (though swiftly) analyse all aspects of a situation, establish priorities, and perform successfully. And then adhere to it.

Even if you do wind up making a stupid call only because you had to make one, raising your hand and admitting it is still a better case scenario than bouncing around for years and not being able to do anything.

Even though it’s not always to their advantage, your employees will appreciate you more if you get things done.

  • Involve stakeholders of any choice in the dialogue, but don’t let their personal points of view sway you too much—they’re out for themselves, which makes logical, but you have to make the best decision for the overall company (and its consumers) (and its customers).
  • Assure your team members that their input is always valued.
    Develop a technique for evaluating difficulties quickly and effectively; something based on a simple SWOT matrix might prove useful.


When someone begins working for you, they are also choosing to place their faith in you.

They are willing to devote their time (whether all or a portion of their work hours) to making your idea a reality.

Your employees taking a bit of themselves and committing to you deserves nothing less than you doing the same.

Business owners—much like politicians—get a terrible record when it comes to honesty. They are frequently viewed as the face of the firm who must maintain a cheerful demeanour even when things are going poorly, and workers are generally the last to know.

This will eventually come back to haunt you.

Business is tough. There is a lot of rivalry and unpredictability involved with any industry.

As a leader, you must be fully, 100 percent, entirely forthright about all events, positive or negative.

As a leader, your staff rely on you to establish their own morals and standards. They will treat you as you treat them, and if you are not transparent, neither will they be. If your staff feel they cannot be truthful with you, you will soon be putting out extremely large flames.

Sincerity should permeate all aspect of your company’s communication on a daily basis, not just when major events occur, such as when your business declares bankruptcy.

Your workers are investing so much of themselves in your vision that you owe it to them to keep them apprised of what’s happening with a significant aspect of their lives: their jobs.

And in exchange, they will tell you the truth, whether it’s about the new logo, their burnout, or the direction the firm is headed. Take the time to speak privately with your staff and listen to their input.

One-on-ones, in particular, have had a tremendous impact on our society, and there is not enough here here to convey how crucial it is to have them in a nonjudgmental, open manner.

If you establish a culture of openness and frequent communication in your organisation, you will be able to identify potential issues before they arise, because no one will be holding back.

  • Promote honesty on all levels of the firm, whether the communication is horizontal or vertical.
  • With a weekly/monthly/quarterly update, keep your staff abreast of what’s happening on the business side of your firm.
  • Convey important changes, threats or news promptly and start a dialogue about how people feel about it.
  • Regular one-on-ones with your team members will allow them to discuss any questions or concerns.


There are several facets to humility as a general quality, but the most important one for leadership is acknowledging and admitting that one does not know everything.

This relates to one of the most important attributes of an entrepreneur described previously: putting your ego aside.

Simply put, you must learn to get the heck over yourself.

You do not have every solution. You are not the most significant individual. If you believe you do or are, you are mistaken.

When you hire someone, you’re most certainly hiring them for a task you can’t perform yourself (because if you could, you’d do it yourself, right?).

Idealistically, you should recruit individuals that are far more intelligent than you in their respective fields. They may not be the CEO or the owner, but they are extremely knowledgeable and skilled in their respective fields.

Steve Job leadership hiring

This doesn’t imply that they should have entire control—discussion still has to happen—but you need to realise that you have to take the opinion of someone who is an expert in their area extremely seriously.

It doesn’t matter how many hipster design publications you’ve read, your UX designer understands better.

No matter how many blogs you’ve read, your content person knows better.

No matter how long you worked at as a bartender when you were 16, your support representative knows better.

Micromanaging destroys firms, and the worst thing for any talented people is feeling that their skill isn’t valued, recognised, or exploited.

You must delegate tasks to others and have faith in their judgement. Be humble regarding your knowledge and abilities.

Employ excellent, intelligent, and talented people, then get out of their way so they may succeed.

  • Ask for input from your staff, and encourage them to be honest about it.
  • Begin with questions, not answers.
  • Acknowledge your weaknesses honestly and seek to learn from others who possess the abilities you lack.