Ten Habits to Becoming a Better Leader
The COVID pandemic which took place six years ago, may seem like a distant memory. The impact of the world-wide shutdown had a lasting impact on certain practices, many of which are still in operation today. One of those is the “work-from-home policy”.
Many South African companies in 2025 started demanding that employees return to the office. This came with a warning by experts indicating that rigid policies may drive away top talent. During the Covid-19 lock down, work-from-home policies became common in many workplaces. A blend of these policies has remained in place well after the lock down restrictions were lifted.
We know that entrenched habits are very hard to change. Despite the warnings many companies are mandating that employees return to the office full-time. Did that instruction from management have the desired effect? The following story, based on an actual company, provides insight into the power of influence.
When pandemic restrictions eased, a mid-sized organisation announced its return-to-office policy. The CEO’s message was clear, well-written, and compliant with labour guidelines:
“From 1 March, all staff are required to work from the office three days a week.”
Attendance increased immediately, this was on paper only!
In reality, energy was low. Cameras stayed off in virtual on-line hybrid meetings. People arrived late at work, left early, and continued collaborating online, even though colleagues were on the same floor in the same building. The policy had created compliance, not commitment.
Sensing the tension, a senior leader tried a different approach.
Instead of reinforcing the mandate, she asked a simple question in a town hall meeting:
“What would make the office worth the commute again?”
The employees’ answers showed their attitude towards the return-to-office policy compared to the preferential home environment. People missed meeting each other in the passages, the spontaneous problem-solving, informal mentoring, and the sense of belonging. The challenge was that at home there was minimal noise, meetings were much shorter and hours were less rigid. The travel costs were also lower!
Over the next six weeks the leader modelled a new pattern Leadership team meetings were redesigned to be in-person only and intentionally interactive. Office days were structured around collaboration, learning, and decision-making rather than solitary desk work. Leaders made themselves present, visible, and accessible.
No additional policies were issued. Gradually, something shifted.
People began choosing the same days to come into the office. Teams aligned their schedules. Conversations happened in hallways again. New employees found mentors without being assigned one. Travel to work was once again worth the trip!
When HR reviewed the data three months later, office attendance was higher than the policy required. Research showed the reason was not because people were told to return. They were however influenced by their team leaders who gave them a purpose to be in the office again. It is clear that the habit of influence is far better than merely issuing commands.
Here are a few guidelines to help develop your Influencing habit:
- Listen to your Followers – Leaders who listen well, signal respect and psychological safety. Habit: In every meeting, ask at least one open question before offering an opinion.
- Model the Behaviour You Want to See – People follow what leaders do far more than what they say. Habit: Publicly demonstrate the behaviours you expect, especially when it is inconvenient.
- Make Work Meaningful – Post-COVID employees are less motivated by rules and more by purpose. Habit: Regularly explain why the work matters, not just what must be done.
- Build Trust Through Small Commitments – Influence grows through reliability and keeping small promises. Habit: Only commit to what you can deliver—and always follow through.
- Recognise and Elevate Others – Influential leaders shine the light outward to recognise others. Habit: Publicly recognise effort and progress, not only outcomes.
- Invite Participation, Not Compliance – Influence thrives on inclusion. When people help shape decisions, they commit to outcomes. Habit: Involve others early in decisions that affect them.
Habits are learnt over time. Considering the impact of the COVID pandemic many habits learnt then are difficult to change. No matter what you are trying to implement, dictating or forcing actions are far less effective than your influence. Influence is based on trust and open communication rarely on commands.
Paul Tanton
Leadership Entrepreneur and Coach
