Positive and Ethical Leadership Qualities

May 16, 2022

Ethical leadership in business consulting

Hi, team! It’s your friend, Mary, with The I in Team series where you can find, be, and build your positive influence. Everything we teach here at The I in Team series helps current and aspiring leaders understand what it means to possess positive and ethical leadership qualities. Being an ethical leader has an immense influence on your team; it can be the difference between building a high performing team and going out of business.

Presence

Being present and available is one of the key qualities of ethical leadership. This means your physical presence is necessary. Absent leaders (leaders who do not show up to work, are late for work, or who do not engage with their employees) are considered unethical leaders. The foundation of leadership is being present to lead your team. For those who are leading a remote team, being active and checking on your team frequently will show your presence. If you’re leading a remote team, try to communicate with them often as you would in a traditional office.

Communication

Communication is often the hardest aspect of leadership, but it is vital to building a high performing team that rallies with you to meet organizational objectives. How you communicate your thoughts and emotions will determine the communication culture of your entire organization. This doesn’t mean you have to be perfect, but it does mean that you need to work to communicate effectively with yourself and others. Ethical leaders are not ones who are perfect; they are ones who know they can grow, learn, and adapt.

Growth Mindset

Having a growth mindset means that you believe you and others are capable of growth, as opposed to a fixed mindset where you would believe that you and others are stagnant and unadapting. When you adopt a growth mindset, you believe in and empower yourself and your team members. This makes an ethical leader because they know their team possesses the skills necessary to complete organizational objectives, as well as one who understands that failure is inevitable. Coming to terms with the fact that failure will happen is imperative to being an ethical leader because you and your team will fail but it’s how you move on from those failures that defines your organizational culture. Having a growth mindset combined with a heavy dose of objectivity will allow you to remain ethical when helping your team recover and learn from failure.

Objectivity

Objectivity is required to be an ethical leader, especially when you are dealing with multiple people who have diverse lives. If you are not naturally objective, it will take some practice and patience with yourself as you learn this new skill, but it is imperative to gain the ability to be objective so that you can make equitable decisions. Being objective means overcoming bias and bigotry; it means slowing down, remaining present, and growing your ability to be emotionally intelligent so that you can respond to situations appropriately. Leaders who are objective are ethical because they create a culture of accountability and compassion.

Compassion

Compassion is a necessary trait in life; it is the understanding that everyone deals with difficult situations combined with the wish to alleviate the negative consequences of those situations. While we can’t help everyone, we can have compassion for them. Having compassion for yourself and your team allows you to communicate with them effectively and objectively, knowing that they are a human being with wants, desires, and motivations just like you. Compassion builds an ethical leader because it allows you to treat your team with respect. In combination with all the ethical leadership qualities listed here, any compassionate leader can compel their team to reach even seemingly impossible goals.

While this list is certainly not exhaustive of what it takes to be a positive and ethical leader, they are some of our top five ethical leadership qualities. In contrast, unethical leaders are ones who are absent, dishonest, corrupt, unfair, manipulative, and more. Unethical leaders can deteriorate teams and cause high employee turnover, low engagement, low creativity, and more. The negative effects of unethical leadership can severely impact an organization’s ability to grow and be successful. If you wish to create a company that thrives, you must be an ethical leader.

Looking for help with Leadership Development?

< Older Post

Newer Post >

7 Misconceptions About Cash Flow Management

September 30, 2025

Cash flow management is understanding how money flows in and out, tracking expenses, and projecting what may happen in the future based on the past.

Team Collaboration Training: Strategies for Building High-Performing Teams

August 30, 2025

Developing a strategy for team collaboration training can improve alignment, accountability, and trust. With these tools, teams become high performing.

The Influence of Positive Habits on Leadership Communication Skills

July 25, 2025

Learn how positive habits like active listening and mindfulness can strengthen leadership communication skills and improve team outcomes.

The Role of Mentors: Reducing Employee Turnover Through Nurturing Mentorship

By Mary Griffin • June 26, 2025

Reducing employee turnover is a byproduct of intentional influence. Mentorship programs nurture teams, strengthen culture, and support long-term retention.

Enhancing Interpersonal Relationships for Toxic Workplace Recovery

May 29, 2025

Hello, team! Mary here, continuing our journey through the I in Team series, where we challenge and empower you to Find , Be , and Build Your Influence. One of the most common things we’re asked to help our clients with is toxic workplace recovery. This directly connects to the culture of the team, and while rebuilding that culture takes time and intention, it is absolutely possible. In fact, with the guidance of our I in Team approach and S.M.A.R.T. Management system, we’ve successfully helped more than 19,000 teams evolve into high-performing, values-based cultures. If you’re ready to take the lead and breathe life back into your team, we’re here and ready to support you. Practice Emotional Intelligence One of the most impactful steps you can take on your toxic workplace recovery journey is to practice emotional intelligence (the ability to recognize, understand, and manage both your own emotions and the emotions of those around you). Toxic environments are often the result of emotional disconnection, poor communication, unnecessary competition, and a culture that avoids constructive feedback. Begin by shifting your perspective: respond with empathy, ask thoughtful questions, and use “I” statements. These habits model two traits, emotional regulation and empathy, that influence how your team interacts and solves problems. Start small. For example, set a personal goal to give one piece of sincere praise or recognition per day. This is a S.M.A.R.T. goal, and it starts to reinforce positive emotional exchanges. Over time, this contributes to a psychologically safe environment where people feel seen and supported. Foster Open Communication Once emotional intelligence begins to take root, toxic workplace recovery is just around the corner. Open communication becomes more natural because when team members are aware of their own and others’ emotions, communication becomes seamless. The number one rule? Listen. Really listen. Without listening, communication is incomplete. Try implementing monthly influence partnerships—team pairings that rotate so members can get to know each other beyond surface-level roles. This creates connection and, when done with consistency (Timely), fosters trust across your team. Another way to build open communication is by creating a structured feedback loop. Clarify how and when feedback should be given—perhaps during weekly one-on-ones or monthly review meetings—and make sure all team members understand the difference between criticism and constructive feedback. S.M.A.R.T. feedback is Specific and Relevant, and when delivered with respect, it encourages team members to grow without fear. Lead by Example As we say throughout the I in Team series, everyone is a leader regardless of title. Whether you’re in the C-suite or just starting your first job, how you show up directly shapes the culture of your team. To begin, set some respectful boundaries rooted in your values. Let others know what you need to succeed and what behaviors support or disrupt your work. When disagreements arise, demonstrate what respectful disagreement looks like—calm, focused on solutions, and free from personal attacks. If your workplace has leaned into competition, shift the focus to collaboration. Collaborate on micro-goals, like shared tasks or cross-functional projects. Make the results Measurable and celebrate wins together (publicly, if possible). Consider S.M.A.R.T.-based team-building events (like problem-solving challenges or goal-setting workshops) to reinforce collaboration in a meaningful way. Final Thoughts Toxic workplace recovery starts with you. Every interaction, every word, every moment of listening is a chance to model what’s possible. Show up the way you want others to show up. If your team is struggling to rebuild or you need expert guidance, reach out . We’re here to help. Let’s keep influencing responsibly and positively together.