In your work, how do you encourage leaders to recognise and embrace the ripples they create? Do you link it to legacy, influence, or a more profound sense of purpose?
Yalom most poignantly describes this power of rippling when he writes about the sheer delight that arises from knowing you have impacted another person. That joy, coupled with the emotional power it can hold, represents the potential influence of rippling to alleviate death anxiety: As human beings, we desire to matter to others and wish to make an impact.
Personal development in leaders significantly enhances team performance. When leaders invest time in their growth, they refine essential skills that shape the workplace environment. One of the most critical areas for improvement is communication. Leaders who prioritise self-development become more effective communicators—they learn to articulate their vision clearly, actively listen to their teams, and provide constructive feedback that fosters growth. This, in turn, nurtures a culture where team members feel valued, heard, and understood, leading to increased engagement and collaboration.
A key outcome of personal development is enhancing emotional intelligence (EQ). Leaders who cultivate self-awareness, self-regulation, motivation, empathy, and social skills establish psychologically safe workplaces where individuals thrive. Studies show that leaders with high emotional intelligence foster stronger team dynamics, improve conflict resolution, and drive innovation. When employees feel emotionally connected to their leader, trust is enhanced, and trust is the foundation of high-performing teams.
Trust, in particular, directly impacts team morale and productivity. Research by Gallup indicates that employees who trust their leaders are 47% more likely to be highly engaged, leading to better retention, heightened creativity, and improved performance. A leader’s ability to manage their own emotions and respond to those of their team members with empathy creates an atmosphere where individuals feel psychologically safe to take risks, voice their ideas, and contribute fully to the organisation’s success.
Ultimately, leadership is about managing others and leading by example. When leaders commit to lifelong learning and personal development, they set a powerful precedent for their teams. They demonstrate the value of growth, adaptability, and resilience, inspiring their people to follow suit. Investing in leadership development is not just an investment in an individual; it is an investment in the entire team and, by extension, the organisation’s long-term success.
Call to Action:
If you’re a leader, ask yourself: How am I investing in my personal growth? What steps can you take today to enhance your communication, emotional intelligence, and ability to foster trust? Minor, consistent improvements in these areas can create a ripple effect that transforms your team and your organisation.
Leadership isn’t just about our decisions in boardrooms or during high-stakes moments. It’s about influence—the ripples we create in our everyday interactions. Every conversation, reaction, and choice we make sends signals to those around us. Whether we realise it or not, we are all leaders in our spheres—within our teams, our families, our communities—shaping the experiences of others in ways that extend far beyond the immediate moment.
But what if we’re not intentional about those ripples? What if our actions, or lack thereof, send the wrong message?
A dismissive glance, an unspoken acknowledgement, a decision made without considering its broader impact—these seemingly small moments accumulate, shaping cultures, relationships, and perceptions. The most effective leaders don’t just focus on their influence when the stakes are high; they understand that leadership is lived in the everyday. It’s in the way we listen, the way we support, and the way we show up—not just for others, but for ourselves.
And what if leadership, as we’ve traditionally understood it, begins much closer to home: with ourselves? Before we can lead others, we must first lead ourselves with clarity, purpose, and integrity. This means cultivating self-awareness, understanding our values, and being intentional about the influence we want to have. It means asking:
• How do my actions—big or small—affect those around me?
• Am I leading with authenticity and alignment, or am I simply reacting to circumstances?
• What kind of legacy do I want to leave, not just in my career but in the daily interactions that define who I am?
Authentic leadership isn’t about titles or authority; it’s about conscious influence. It’s about recognising that even the smallest moments—how we respond under pressure, encourage others, and choose to show up—create a ripple effect that can either empower or discourage, uplift or diminish.
The question isn’t whether you’re creating ripples. You are. The real question is: Are you shaping them with intention?
Take a moment today to reflect on the ripples you’re creating. What’s one slight shift you can make in your daily interactions to lead with more presence, purpose, and positive impact? Ultimately, leadership isn’t just about making big decisions—it’s about the moments that define how others experience us daily.