"True leaders don't create followers, they create more leaders." - Tom Peters If there's one thing we have learned by now, it is that just because you are in a leadership position, you can't expect people to follow you blindly. It takes time for your employees to learn to trust you. Trust is also built with time and positive experiences. The most crucial time for an employee to judge their leader is when there is a tight schedule, and the stakes are high. This is when a leader makes or breaks their relationship with their subordinates. Suppose a leader dumps all the work on their employees and expects them to finish it off by an unrealistic deadline just to absolve themselves of the burden and blame. Such leaders end up cultivating negativity in the workspace. Not just that, their employees do not trust or respect them and garner resentful feelings against them. What you need to do is lead by example so that others may see the strong leadership qualities you possess and get inspired by you. Your presence, availability, and accessibility through thick and thin will inspire your employees. That is the mark of a true leader. As you take care of their growth and wellbeing, they'll take care of your company's ten-year goal and vision, proving to be invaluable assets for your organization. Leading an organization and managing an organization are two very different things. Leaders have a long-term vision for their company as well as their employees, while managers are usually task-focused and have tunnel vision. Leadership isn't just listening to people or trying to get a bunch of work done from your workers; it's about maximizing their potential without exploiting their commitment and loyalty. It's about holding the trust your employees have in you and the company because, as the famous saying goes: "People don't leave bad companies; they leave because of bad bosses, poor management, and those who don't appreciate their worth."