Rise & Shine: The 7 Green Flags of Leaders People Actually Want to Follow

I've had 10 bosses in my career. Only 2 made me want to be a better leader myself.

The difference wasn't their title. Or their MBA. Or how many direct reports they managed.

It was these specific behaviors that made me think, "I'd follow you anywhere."

And now, as I coach emerging leaders, I see the same pattern: The best leaders don't demand loyalty. They EARN it.

Here's the harsh reality: Most leadership advice focuses on what NOT to do. Red flags. Toxic traits. Management mistakes.

But what about the leaders who make you excited for Monday morning? The ones whose team meetings you actually look forward to? The ones you'd follow to a new company without hesitation?

After 15+ years in corporate and hundreds of coaching conversations, here are the 7 green flags that separate leaders worth following from everyone else with a title:

🟢 1. They amplify your voice in rooms you're not in

Remember that project you crushed? They made sure the VP knew it was YOUR idea. Not "the team's." Not "ours." YOURS.

Real leaders understand that making others look good doesn't diminish their own light—it amplifies it.

🟢 2. They remember what matters to you outside of 9-5

Your kid's basketball tournament. Your sister-in-law's baby shower. Your night classes.

They don't just ask about these things in passing. They remember. They follow up. They adjust deadlines when life happens.

Because they see you as a whole person, not just a resource.

🟢 3. They push you toward opportunities, not just tasks

"Have you thought about presenting this to the executive team?"

"You should lead this initiative—it'll be great for your visibility."

"Let me introduce you to someone who can help your career."

They're actively engineering your success, not just managing your workload.

🟢 4. They trust you enough to disagree with them

No ego. No retaliation. No passive-aggressive emails later.

When you push back on their idea, they lean in: "Tell me more about your concerns." And sometimes—get this—they actually change their mind.

🟢 5. They give you credit publicly and feedback privately

In the all-hands meeting: "Alyssa's strategy saved us $200K this quarter."

In your 1:1: "Let's talk about how to make your presentations even stronger."

They understand that praise is public and coaching is personal.

🟢 6. They share the why, not just the what

"We're restructuring because..."

"This priority shifted due to..."

"I know this seems random, but here's the bigger picture..."

They treat you like a strategic partner who deserves context, not a task executor who just needs orders.

🟢 7. They admit when they don't know something

"Great question—I honestly don't know."

"Let me find out and get back to you."

"What do you think we should do?"

Their confidence isn't threatened by not having all the answers. Because real leadership isn't about being the smartest person in the room, it's about bringing out the smart in everyone else.

Here's what this means for YOU:

If you're stepping into leadership (or want to), stop focusing on being respected. Start focusing on being worth following.

Because here's the truth bomb: Your team doesn't care about your title. They care about whether you care about them.

The leaders I'd follow anywhere didn't lead with authority. They led with humanity.

They didn't manage my work. They invested in my growth.

They didn't demand excellence. They inspired it.

Your Leadership Audit:

Look at those 7 green flags. How many are you already showing? How many need work?

Better yet—how many of these does YOUR current boss demonstrate?

If the answer is "not many," you might not have a job problem. You might have a boss problem.

And if you're the boss? Well, now you know exactly what to work on.

Because leadership isn't about having followers. It's about being worth following.

Ready to level up your leadership?

Whether you're a first-time manager or stepping into a bigger role, my Lead From Day One program teaches you how to build trust, credibility, and influence from the start. No management clichés. Just real strategies that work.

Curious? Hit reply and let's chat about making you the leader people actually want.

Until next Monday,

Alyssa 💛

P.S. - Those 2 bosses who made me better? I still stay in touch with them. That's the kind of impact great leadership has, it lasts long after the org chart changes.