There’s a common trap many leaders fall into – thinking that change has to be loud, large-scale, and sweeping to matter. That they need to completely reinvent how they lead or overhaul the system to earn trust, motivate teams, or improve culture. But the truth is: it’s the small, almost invisible changes that carry the most weight.
- The quiet shift in how you start your one-on-ones.
- The pause you take before responding.
- The way you acknowledge effort, not just outcomes.
- The commitment to leave at a reasonable hour – and not just talk about work-life balance, but model it.
These small, consistent actions are what shape the kind of leader you are — and the kind of culture you create.
As James Clear puts it in “Atomic Habits”,
“Changes that seem small and unimportant at first will compound and turn into remarkable results if you’re willing to stick with them for years.”
The foundation matters. The everyday behaviours matter.
Because every action you take is casting a vote – a vote for the leader you want to be, and the workplace you want to create.
- Want to be trusted? Follow through.
- Want to empower others? Stop micromanaging.
- Want to build a healthier culture? Cut the pointless meetings. Respect people’s time. Celebrate progress, not just perfection.
Leadership isn’t about one grand gesture. It’s about the small moments. The ones that often go unnoticed – until they start adding up. And they do add up.
So, pause and ask yourself:
- What kind of leader do I want to be?
- Are my actions casting a vote in my favour?
The Trust Factor: Small Changes, Big Shifts in Leadership
Trust doesn’t happen overnight. It’s built moment by moment, interaction by interaction.
Stephen M.R. Covey outlines 13 Behaviours of a High-Trust Leader – and what’s striking is that every single one is about the small stuff. Daily habits. Micro shifts. These behaviours, practiced consistently, form the foundation of strong leadership and a thriving workplace.
Let’s take a closer look:
Talk Straight
Be honest and transparent. Say what you mean.
Small shift: Stop sugar-coating feedback. Say it kindly, say it clearly.
Demonstrate Respect
Genuinely care and show it.
Small shift: Acknowledge someone’s effort in a meeting. Say thank you more.
Create Transparency
Don’t keep people in the dark.
Small shift: Share your thought process behind decisions.
Right Wrongs
Own your mistakes.
Small shift: Apologize without defensiveness.
Show Loyalty
Give credit. Speak kindly about people behind their backs.
Small shift: Praise someone’s work when they’re not in the room.
Deliver Results
Do what you say you’ll do.
Small shift: Follow through on that commitment – even if it’s small.
Get Better
Continuously improve.
Small shift: Ask for feedback and actually reflect on it.
Confront Reality
Tackle tough issues head-on.
Small shift: Don’t avoid that hard conversation. Have it with empathy.
Clarify Expectations
Be clear, not vague.
Small shift: Repeat back expectations to ensure alignment.
Practice Accountability
Hold yourself and others responsible.
Small shift: Own your part first, before pointing fingers.
Listen First
Don’t just wait to talk – really listen.
Small shift: Put your phone down. Let silence linger.
Keep Commitments
Your word is your bond.
Small shift: If you can’t meet a deadline, communicate early.
Extend Trust
Give it to get it.
Small shift: Stop hovering. Let someone take the lead on a task.
These aren’t grand gestures. These are deliberate behaviours you can build into how you show up, day in and day out. None of them require a budget or a new initiative. They just require intention.
What Dysfunction Looks Like
And if you’re wondering whether your organization is missing the mark, look for the red flags – they’re often hidden in plain sight:
- Too many meetings with too little follow-through.
- Leaders who micromanage rather than mentor.
- An unspoken expectation that everyone works late.
- A culture where recognition is rare and burnout is the norm.
These issues don’t arise overnight – they’re the product of small, repeated behaviours too. The good news? You can start to reverse them the same way.
It’s the Small Changes that Move the Needle
Sustainable change doesn’t come from flashy programs or one-off trainings. It comes from choosing – every day – to lead with intention. To model what matters. To build trust with consistency, not charisma.
Let go of the pressure to do something big. Start with something small.
Then do it again. And again.
Because over time, those small shifts in how you lead will have a massive ripple effect – on your team, your culture, and your own growth as a leader.
Ready to lead with intention – one small shift at a time?
At Upskill Consulting, we help leaders turn micro changes into meaningful impact. Whether you’re looking to build trust, improve communication, or strengthen culture, we’re here to support your leadership journey.
Contact us today to learn how small, consistent actions can drive big results for your team and your firm.
Throughout Sofia's career she has engaged in various functions of HR, always with a mindset of translating business strategy into systematic HR initiatives. Her HR experience has involved overseeing day-to-day operations, developing HR strategies, leading organizational changes and partnering with leadership to drive and deliver on HR principles and business strategies.
Her specialization in HR includes training and capability development, performance management, employee engagement, change management and organizational development.
Sofia has a Bachelor of Arts Degree in Psychology from Simon Fraser University,a Post-Baccalaureate Diploma in Human Resources Management from Kwantlen Polytechnic University and holds her Chartered Professional in Human Resources (CPHR) designation.
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