Role-Modeling Leadership

The Ritz-Carlton Perspective

Leaders set the tone. When leaders are grumpy and disengaged, how can they expect their employees not to be as well?

DOs and DON’Ts of Role-Modeling Leadership

  • DO be visible. Leaders who spend all their time sitting in an office are not effective role models. In order to emulate the behavior of leaders, you have to see them in action.
  • DON’T forget people are watching you. Everyone is entitled to “blow off a little steam” or “let your hair down” once in a while, but when you are in a leadership role, you should always act with dignity and grace—even in your emails.
  • DO interact and communicate. Leaders who are approachable and willing to mentor and connect with employees have a greater impact on the people around them.
  • DON’T make disparaging remarks. Talking openly and negatively about employees’ shortcomings can set a bad example and lead to rude behavior in the workplace.
  • DO project confidence and positivity. When leaders seem agitated and nervous, employees will begin to panic as well. Leaders need to be the calm, steadying force that keep everyone feeling secure—no matter what obstacles your organization is facing.
  • DON’T neglect yourself. Leaders who take time to relax, sleep and rejuvenate are less likely to become exhausted and face burnout. More importantly, they’re demonstrating to employees that taking care of oneself is a priority.