What is a leader?

I still hear it from time to time: “Leadership is for the C-suite” or “The word Leader will only resonate at the senior level.” Interesting! When someone says that, it stops me in my tracks. I imagine all those people in retail, in operations, in frontline roles—all turned off from being “leaders,” because they’re not “senior enough.” How sad!

To me, leadership is not a job title. It is a set of choices, ways of seeing, habits, and how you engage with others. And yes — it’s something anyone can do, every day, in small and big ways. So, let me take you on a reflection: what does being a leader truly look like — and how do you claim that identity, even if your email signature doesn’t say “VP,” “Director,” or “Manager”?

Leadership is a mindset, not a job title

One reason the “only executives lead” comment stings is that it builds an invisible barrier. It tells half the people in the workforce that, “You don’t belong in that space.” Over the years, I’ve come to see that this barrier is internal as much as it is external. Many of us carry an image of a leader — tall, confident, assertive — and we compare ourselves to that image. That’s part of what leadership scientists call implicit leadership theory: people hold unspoken ideal prototypes of what a leader looks like, and if we don’t match that mental image, we discount ourselves. 

However, leadership is a social process that occurs in the space between people, a concept supported in the leadership literature, which has long emphasised that influence, trust, relationships, and behaviors are more important than titles. 

If we reframe leadership as who we are in our interactions, rather than what our role demands, we open the door for everyone — you, me, your neighbour, your coworker — to step into that space.

Core attributes of leadership (and how they show up in everyday life)

Let me walk through six essential attributes — drawn from research, common sense, and RedSeed’s leadership philosophy — and then I’ll show you how they matter in a typical workday.

These maps align with leadership “superpowers” from recent research (e.g. Harvard’s “Leadership Reframed” work: integrity, self-awareness, empathy, courage, determination, curiosity, optimism) (Harvard Business Impact), and also with classic trait/behaviour work (e.g. CCL’s 12 qualities: self-awareness, integrity, courage, communication, etc.) (CCL).

Stepping into leadership in everyday moments

So how does this play out in a typical day? Let me share a few stories (some from my own experience) and then prompt you to see where you already lead.

• The new team member handshake
  I walked into our office, and a new team member was looking totally confused. They were really struggling to find their way around tech that was very unfamiliar to them. I paused, asked a few clarifying questions, and gave them a few tips (in my limited capacity) to help them. That small act of clarity created a sense of orientation, calm, and connection. That’s leadership — showing up clearly.
  
• Admitting I don’t know
  Someone asked me for information that I didn’t have. Instead of bluffing, I said, “I don’t know that right now, but let me check and get back to you first thing in the morning.” Then I asked someone who did know. That is courage, integrity, and vulnerability in action.
  
• Asking “What’s going on with you?”
  A teammate kept missing deadlines. Instead of confronting them harshly, I asked, “Are you okay? Is something going on?” They opened up about personal stress. We adjusted timelines, and they delivered well. Empathy and relationship-first leadership matter more than control.
  
• Holding a direction, then adjusting
  In a campaign I led, I set a goal early on. Midway, new data suggested we change direction. I pulled the group together, shared the evidence, asked for input, and adapted the plan. Leadership is not rigid. It is holding a direction for now, whilst always being open to better information.
  
• Having that difficult conversation
  I was part of a conversation that became quite unkind. Comments were made that were inappropriate and very unnecessary. I addressed this with the person concerned and said, “Hey, we don’t talk like that around here.” Integrity and character will always serve you well.
  
• Celebrating someone else's wins
  I called out a quiet achiever for an awesome piece of work she had created. She was on her way out the door at the end of the day and I said: “Hey, Emily, that course was really, really good!” Even though she would say she doesn’t need praise, in that moment, her face lit up. Leadership is amplifying others.

If you look back at your week, I bet you will spot moments where you already exercised leadership — maybe unconsciously. Those moments matter.

Overcoming the “leadership is for executives” mental block

The notion that leadership is reserved solely for management is both inaccurate and demotivating. So, how do we reframe it?

1. Reframe titles as roles, not gatekeepers
   Titles are convenient shorthand, but they don’t grant moral or relational authority — your behaviors do.
   
2. Adopt micro-leadership acts
   You don’t need a sweeping initiative. You can lead a conversation, a handover, a local improvement, or a coaching check-in. Those acts ripple.
   
3. Invite shared leadership
   The latest research in team science emphasizes shared leadership — multiple people leading in different spaces, depending on expertise or passion. Teams where leadership is distributed often outperform those with a single dominant “leader.”
   
4. Build a culture where leadership is expected
   If leadership is everyone’s job, you model it, you coach it, you name it. RedSeed’s platform helps embed these behaviors — coaching practices, leadership modules — into everyday learning cycles. (redseed.com)
   
5. Work on your inner voice
   That inner voice comparing you to an ideal leader can be a blocker. Instead, ask: “What can I do now, with what I have, that reflects the leader I want to be?”

Good leaders are made, not born. That means you don’t have to wait. You can build this.

How RedSeed’s thinking aligns with “leadership for everyone”

At RedSeed, we believe leadership isn’t confined to corner offices or executive titles — it’s a capability that can be developed at every level. Our philosophy is simple: leadership is progressive, built through habits, reflection, and consistent practice.

That’s why RedSeed’s ‘Leading Self’ programme is designed to go beyond knowledge transfer. We don’t want people to simply consume content. Every module is paired with coaching and practical application, ensuring that new ideas turn into new behaviours. Leaders learn in the flow of work, embedding skills through micro-challenges and daily actions that reinforce progress.

Our content focuses on the fundamentals that research consistently links to effective leadership: emotional intelligence, communication, goal-setting, self-awareness, and energy management. These aren’t abstract theories; they’re the everyday behaviours that help leaders build trust, strengthen teams, and drive results.

By scaffolding small wins, encouraging reflection, and embedding practice into daily routines, RedSeed helps people see themselves as leaders in action today — not as individuals waiting until they reach a certain job title. It’s a leadership journey that belongs to everyone, not just executives.

Five daily leadership micro-habits to practice

Leadership doesn’t have to be about grand gestures or waiting for a big opportunity. The truth is, the way you show up in the everyday moments is what builds trust, influence, and credibility. These micro-habits take less than five minutes, but they add up quickly.

1. Start your day with intention
   Before you dive into tasks, ask yourself: What’s one leadership act I want to show today? It could be listening more, recognising someone’s effort, or asking a thoughtful question. Beginning with intention shifts you from “managing tasks” to “leading people.”
   
2. Pause before reacting
   Emotional intelligence research shows that leaders who respond thoughtfully, rather than reacting impulsively, build stronger relationships. Try taking a breath or asking a clarifying question before giving your response. It shows composure and empathy.
   
3. Spot and celebrate small wins
   Recognition is a powerful motivator. A quick “Well done on that call” or “Thanks for jumping in” boosts morale and builds momentum. Don’t save praise for big milestones — celebrate the everyday.
   
4. Ask one meaningful question
   Leadership isn’t about having all the answers, it’s about asking the right questions. Each day, try asking someone: What’s getting in your way? or What support would help most right now? This simple habit strengthens trust and opens real conversations.
   
5. Reflect on your moments of leadership
   At the end of the day, take two minutes to note when you showed leadership. Maybe you calmed a tense discussion, admitted a mistake, or helped someone feel included. The act of noticing reinforces that leadership is part of who you are.

By adding these micro-habits into your day, you’ll steadily build the kind of consistency people look for in a leader. The more you practice, the more natural leadership becomes.

Your next step

If you’ve ever thought, “I’m not in a leadership role,” challenge that idea. Leadership isn’t about your job title, it’s about the choices you make every day — how you show up, how you treat others, and how you move things forward.

That’s exactly why we built RedSeed’s leadership programmes. They’re designed to help you see yourself as a leader now and to give you the tools, coaching, and practice to grow. Whether it’s building emotional intelligence, sharpening your communication, setting clearer goals, or managing your time and energy more effectively, you’ll find practical steps that make leadership real.

So the question isn’t when you’ll be ready to lead. The question is: where will you choose to lead today?