It Won’t Be Lonely At The Top If You See Leadership As A Shared Strength

People say, “It’s lonely at the top.” Leadership at every level can be lonely. But you as a leader can avoid loneliness by focusing on togetherness. Leadership is not about standing alone at the top, but rather, bringing together diverse strengths and perspectives.

Leadership is most effective when it is a shared strength. Effective leaders see themselves as part of a team, not above it. Leadership thrives when it is rooted in collaboration rather than control.

This collaborative approach to leadership begins with humility and respect for others rather than a preoccupation with hierarchy. That was a lesson I learned from my dad, a successful businessman. He showed me how to work hard and keep relationships in the forefront. As a result, I don’t take relationships for granted, and I value the people on my team.

Managing with an “I“ will make you lonely at the top. Managing by leading with “We” will encourage collaboration among the team members to win together.

Make teamwork your dreamwork, starting with inclusive team meetings

Set an example as a leader who encourages teamwork and insists on it. Make team members feel included, heard, respected, and appreciated for their knowledge and ideas for the business. Meet weekly with the team at a minimum, in person, in a roundtable agenda with everyone present. Everyone contributes to the discussion and brings up issues or opportunities in the business.

Such an approach will build a positive, winning team culture, where everyone feels valued and values their teammates’ abilities, thoughts and opinions. It will create an “all-for-one, one-for-all company culture. Togetherness, as I stated in the opening, is the constant theme. Sharing and caring for each other will deliver ideas and solutions to be successful as a team and to build a healthy company.

Don’t forget to celebrate the wins! Create a plan with the entire team to celebrate the wins as a company on a weekly and/or quarterly cadence. Also, take time to analyze misses on results and to develop a new strategy to turn losses into wins. Ask the team: What do they recommend to achieve the win?

Meet individually; listen to team members to learn what motivates them

Have an open-door policy. Make yourself available to the team as much as possible for one-on-one chats. At an executive management school I learned that listening is key. By paying full attention to your employees and managers and asking questions, you can find out what motivates each of them. Let their answers guide your rewards system and show you care about them. Some people might look for a nice letter, while others will seek a bonus or would like some words of encouragement. Others will be more family-oriented and might look for time off. 

By understanding what people want, you can set goals accordingly, and know that if they reach them, they’ll be satisfied with the result.

Mentorship: Seek it and give it

I’ve found in my career that I’ve learned something from everyone I’ve worked with. Leaders are never too experienced or successful to learn, and that includes not being above receiving more mentorship.

The more we learn the better leaders we become. In turn, the mentorship you get will teach you to become a better mentor, which is an essential part of helping your team and your business grow.  A leader’s growth also comes through building others.

Seek two business mentors you can meet with monthly and can call whenever necessary. Use them as a sounding board to share issues you are facing and to receive feedback so you can improve your business knowledge. Their proven track records give them the credibility to help you manage challenging issues and explore new opportunities you and team are considering to grow the business.

As I wrote in the opening, leadership is most effective when it is a shared strength. Mentoring is all about sharing leadership. I wouldn’t be where I am today without the great mentors and role models who have made such an impact on my life and career. In addition to being grateful for the time they spent with me, I have spent time mentoring young people and sharing what I have learned with them.

If you’re new to a position and open to learning, it may be a perfect time to look for a mentor. If you’re continually evaluating the leadership of others, you will be able

to decide what you want to emulate and incorporate into your own repertoire. And once you do, you could find new opportunities to move up in your career.

In closing, as the team leader, yes, you are ultimately responsible for the decision-making. However, you have a team, so enjoy the journey with them. Take time out to remember you need them to be successful as much as the team needs you.

Make teamwork your dreamwork. Lead and communicate in ways where everyone feels included and valued. Listen and learn from them. Mentor them. Celebrate them. It doesn’t have to be lonely at the top. Leadership can be a great, fulfilling experience when you share it and truly show that you’re all in this together.

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Terri Eagle is the author of The Champagne CEO: A Sparkling Journey Of Success Through Courage, Confidence, And Collaboration. Eagle has more than 25 years of leadership experience in corporate, private, family, and private equity-owned ventures. She has driven profitable growth for well-known luxury brands and revitalized legacy names across diverse sectors, including cosmetics, fragrance, jewelry, home decor, home interior design, and fashion. In 2024 she launched the Terri Eagle Group, a business advisory firm that provides businesses with custom growth, marketing, and branding strategies. An award-winning and nationally recognized sales, marketing, and business leader, Eagle has led initiatives at L’Oréal, Montblanc, David Yurman, John Hardy, F. Schumacher & Co., and Morilee, among others.