7 signs you’re ready for a leadership role (even if you don’t feel it)

/ A. J. Lundetræ / Leave a comment

Ever wondered if you’re actually ready for leadership?

Maybe you’ve thought:
“Who am I to lead a team?”
“I’ve never managed anyone — why would they pick me?”
“I need more experience before I apply.”

Here’s the truth: Most great leaders didn’t feel “ready” when they took the leap.

In fact, the people who question themselves the most are often the ones who lead with the most empathy, thoughtfulness, and strength.

In this post, I’ll show you 7 clear signs that you’re far more prepared for leadership than you think — even if imposter syndrome has been holding you back.

1. You care about people — not just results

Great leaders don’t just chase outcomes. They care deeply about the wellbeing and growth of the people around them.

If you find yourself mentoring colleagues, encouraging teammates, or offering support during stressful moments, you already have the heart of a true leader.

Empathy isn’t a weakness — it’s your superpower.

2. You see the bigger picture

Leaders think strategically.

Even in junior roles, if you find yourself thinking: “How could we do this more efficiently?” or
“What’s the long-term impact of this decision?” — you’re already stepping into the mindset of leadership.

3. People come to you for help or advice

Even without a title, you may already be a “go-to” person for your team.

When colleagues trust you to solve problems, give honest feedback, or explain things clearly, it’s a powerful sign of your influence — and leadership potential.

Leadership isn’t just about having authority. It’s about earning trust.

4. You’re frustrated by poor leadership

If you often feel frustrated by how things are managed — and you know there’s a better way — that’s a signal.

It means you have vision. You’re already thinking about how to create healthier team environments and better ways to lead.

That frustration is fuel. It means you’re ready to be the change.

5. You own your work (and learn from mistakes)

Leaders aren’t perfect — but they take responsibility, stay curious, and grow from every challenge.

If you’re someone who reflects on what went wrong (without blaming others), looks for solutions, and learns fast… congratulations. That’s leadership in action.

6. You think about how others feel

Emotional intelligence is one of the most overlooked leadership skills — and it’s critical.

If you’re someone who senses when a colleague is off, tries to include others, or worries about how decisions will affect the team, you’re already leading with heart – a skill sorely needed in today’s uncertain world.

7. You’re afraid — but still curious

You’re not alone if leadership feels intimidating. The fear of “not being ready” is normal — especially for high-potential people.

But if you’ve read this far, it means you want it.

You’re curious, open, and willing to grow.

And that’s the biggest sign of all.

Friend, you’re ready.

Key Takeaways

  • Leadership isn’t about being perfect — it’s about being present, thoughtful, and growth-oriented.
  • You don’t need a title to start leading.
  • If people trust you, if you care, if you reflect — you’re ready.
  • Feeling scared doesn’t mean you’re not ready. It often means you are.

Final Thoughts

If any of these signs resonated with you, it’s time to stop doubting and start preparing.

You can become the kind of leader who inspires others, builds thriving teams, and creates change — even if you don’t feel ready yet.

👉 Download my free Leadership Starter Kit resources here.

Inside, you’ll get practical tools and mindset shifts to help you build confidence and visibility — and finally take that next step.

👉 Continue here if you are ready to start positioning yourself optimally for your leadership promotion.

Friend, this world needs people just like you to step up and become a leader.

You’re time has come.

Let’s do this!

Toxic teams vs. thriving teams — What’s the real difference?

/ A. J. Lundetræ / Leave a comment

You can feel it the moment you walk into a room: Some teams are buzzing with energy, trust, and purpose — while others feel tense, drained, or stuck in survival mode.

But what actually makes the difference between a toxic team and a thriving one?

And more importantly: what can you, as a current or future leader, do to create a culture where people feel safe, supported, and motivated?

In this post, we’ll explore the key characteristics of toxic versus thriving teams, what causes the difference — and how to start shifting your own team culture toward growth and performance.

Toxic teams: What they look and feel like

Toxic teams are draining — emotionally, mentally, and often physically.

And unfortunately, they’re more common than you might think.

Common Signs of a Toxic Team:

  • Lack of trust: People are afraid to speak up, challenge ideas, or admit mistakes.
  • Blame culture: Mistakes are punished, and accountability is deflected.
  • Silos and gossip: Departments or individuals operate in isolation, often leading to passive-aggressive dynamics.
  • Burnout and disengagement: Team members feel overworked, undervalued, and emotionally exhausted.
  • Top-down micromanagement: Control is valued over collaboration.

Toxicity often stems from poor leadership, unclear expectations, unaddressed conflict, or chronic stress without support.

Thriving teams: What they look and feel like

Thriving teams feel different. They’re energetic, connected, and future-focused.

People are not only productive — they’re also growing, contributing, and feeling genuinely proud of their work.

Common Signs of a Thriving Team:

  • High psychological safety: People feel safe to speak up, challenge ideas, and admit mistakes without fear.
  • Shared ownership: Accountability is mutual — success and failure are shared learning opportunities.
  • Open communication: There’s transparency, active listening, and honest feedback.
  • Supportive culture: Leaders care about wellbeing, and team members celebrate each other.
  • Creativity and innovation: People aren’t afraid to try new things — failure is seen as part of growth.

The difference often comes down to leadership — not just in title, but in how someone shows up for their team every day.

What causes a team to stop thriving

Many teams don’t start out toxic — they become toxic over time due to:

  • Chronic stress and poor workload management
  • Unclear roles and expectations
  • Lack of trust in leadership
  • Failure to address difficult team dynamics

But the good news? Culture can be healed.

Teams can transform when leadership becomes more intentional, empathetic, and resilient.

Common Mistakes Leaders Make (That Feed Toxicity)

Even well-meaning leaders can fall into patterns that damage trust and team health:

  • Avoiding conflict instead of addressing it early
  • Micromanaging out of fear instead of delegating with trust
  • Overworking themselves and their team instead of modeling balance
  • Ignoring emotions or signs of stress, assuming “work is work”

If you recognize yourself in any of these — you’re not alone. Leadership is learned, and healing starts with awareness.

Key takeaways

✅ Toxic teams are often defined by fear, blame, and burnout
✅ Thriving teams prioritize trust, collaboration, and shared ownership
✅ Leadership habits directly shape team health and performance
✅ You don’t have to be perfect — but you do have to be present, intentional, and open to growth

If you’re leading a team — or preparing to — the way you lead shapes everything.

Not just results, but relationships, energy, and long-term success.

You can be the kind of leader who creates a culture where people feel safe, strong, and excited to show up.

And the first step? Awareness and growth.

Read more about the Thriving Teams programs to find support in turning a team around.

Read more here about strategies to help you step into your leadership role with confidence, heart and clarity.

Why empathy is a superpower in leadership — not a weakness

/ A. J. Lundetræ / Leave a comment

You’ve likely heard it before — that leaders need to be “tough,” “rational,” and “decisive.”
Empathy, in this outdated narrative, is too soft. Too emotional. Too… “female.”

But here’s the truth: Empathy is not a liability — it’s a leadership superpower.

Especially in times of change, uncertainty, or pressure, leaders who can understand, connect with, and motivate others from a place of empathy are the ones who build loyalty, drive performance, and create cultures where people thrive.

In this post, I’ll show you exactly why empathy matters in leadership, why it drives real results — and how to keep developing your empathetic leadership edge.

What is empathetic leadership, really?

Empathetic leadership is the ability to:

  • Understand how others feel
  • See the workplace through their eyes
  • Respond with care, presence, and awareness — not just logic

It doesn’t mean you say “yes” to everything. It doesn’t mean avoiding hard conversations.
It means leading with humanity, clarity, and compassion.

Empathy allows you to lead not just the work — but the people doing the work.

Why empathy drives better results (not just better feelings)

Empathy might sound emotional — but its benefits are very practical.

Here’s what empathetic leadership creates:

  • Higher retention: People stay where they feel seen and supported
  • Stronger engagement: Employees are more motivated when they feel their manager understands them
  • Better collaboration: Teams work more openly and creatively when empathy is present
  • Faster innovation: Psychological safety (built through empathy) allows people to take risks and share new ideas
  • More trust during change: Empathetic leaders help teams navigate uncertainty with stability and clarity

According to a 2021 Catalyst study, 76% of employees with highly empathetic leaders said they were engaged at work — compared to just 32% with less empathetic leaders.

Empathy isn’t soft.

It’s smart.

Common myths about empathy in leadership

Myth 1: “Empathy means being weak or emotional.”

Truth: Empathy is about awareness, not over-identification. You can be deeply empathetic and make strong decisions.

Myth 2: “It will make people take advantage of me.”

Truth: Boundaries and empathy go hand-in-hand. You can care and be clear about expectations.

Myth 3: “You either have it or you don’t.”

Truth: Empathy is a skill — and like any skill, it can be practiced, refined, and strengthened.

3 ways to start leading with more empathy today

1. Listen beyond the words

When someone speaks, try to understand what’s behind the words. Are they stressed? Disconnected? Excited?

Empathetic leaders listen for emotion, not just content.

2. Acknowledge and validate

You don’t need to fix everything. Often, a simple “That makes sense” or “I hear you” is enough to build trust.

3. Pause before reacting

Empathetic leaders take a breath before responding — especially in tense moments. They ask, “What might this person be experiencing right now?” before reacting.

Key Takeaways

  • Empathy isn’t weakness — it’s one of the strongest leadership tools you can develop
  • Empathetic leaders drive better engagement, creativity, trust, and innovation
  • You don’t have to be perfect — just present, curious, and willing to understand
  • Empathy can be practiced and learned — it’s available to all of us

In a world that often feels chaotic and fast-moving, people are craving leadership that sees them — not just their outputs.

Empathy helps you build connection, lead through change, and create thriving team cultures.

And the best part? You don’t have to wait for a leadership title to start leading with empathy.
You can start right now.

👉 Want more tools to grow into a strong, human-centered leader?
Download my free Leadership Starter Kit — packed with confidence tips, mindset shifts, and visibility strategies to help you rise.

👉 Ready for your promotion? Check out The Thriving Leader Academy here.