Identifying a Great Leader

At the core of leadership is the heart. Proverbs 4:23 tells us to “guard your heart, for everything you do flows from it.” This is especially true in leadership. A tender, soft heart is essential because it reflects a person's willingness to grow, to learn, and to serve others. Leaders with hardened or resistant hearts may struggle to connect with their teams or adapt to new situations. 

When evaluating potential leaders, ask yourself: Do they have a heart that is open to feedback, correction, and guidance? Are they defensive, or are they eager to grow in both skill and character? Remember, skill can always be taught, but a soft heart, unless transformed by life-altering experiences, is often more fixed.

One of the clearest indicators of a good leader is someone who is committed to the vision and shows up to work without seeking recognition. These are the individuals who are involved in building the team before they even have a title. They work because they believe in the mission, not for personal glory. 

In many cases, the best leaders are already doing the work behind the scenes. They understand the bigger picture and are not in it for the spotlight. This humility is a sign of leadership potential because it shows that they value the success of the group over their individual achievements.

Effective leaders are independent and understand the scope of the larger vision. They don’t need constant attention or validation from the top leadership to do their job well. A key sign of a healthy leader is their ability to work within the framework of the organization without being overly demanding of your time. 

This doesn’t mean you shouldn’t be available to them. But those who are constantly seeking attention or approval may struggle with insecurity or a lack of self-sufficiency. Look for leaders who are self-motivated and are driven by the vision, not by a need for personal affirmation.

Another important characteristic of strong leaders is their attitude. Leaders who consistently have a positive, “can-do” mindset tend to motivate their teams. Those who approach challenges as opportunities rather than obstacles tend to inspire. These leaders focus on solutions rather than problems and are willing to work collaboratively to achieve the vision. Team players who are dedicated to the broader goals of the organization and not just their own ambitions are invaluable assets. They understand that leadership is not about personal achievement, but about advancing a mission that is bigger than themselves.

It’s important to distinguish between healthy negotiation and constant self-interest. Leaders who are always negotiating for a better deal – whether it’s pay, position, or recognition – are often more focused on what they can get from the organization rather than what they can contribute to it. While negotiation is a normal part of professional life, those who make it their primary focus may not be committed for the long haul. In contrast, those who are honored to serve, regardless of title or financial gain, are often the ones who stay committed to the vision even when better offers come their way.

Flattery can be a dangerous red flag when selecting leaders. People who flatter you excessively and speak poorly of others – such as their former church or organization – are likely not trustworthy. Flattery often serves as a way to manipulate others and can be a sign that the person is seeking something in return. 

By contrast, true honor places value on others without expecting anything in return. Leaders who engage in flattery may be trying to win favor for their own gain, but they will likely turn on you in the same way they speak about others. Discernment is critical in recognizing the difference between genuine respect and manipulative flattery.

Leaders with integrity are honest and willing to take responsibility for their actions. Blame-shifting and avoiding accountability are signs of insecurity and a lack of integrity. When someone consistently refuses to take ownership of their mistakes and blames others, it creates a toxic environment. Instead, choose leaders who are willing to admit when they are wrong and are committed to personal growth. This level of honesty builds trust within the team and shows that the leader values truth over protecting their reputation.

Strong leaders are those who consistently follow through on their commitments. They don’t just talk about their goals or give impressive resumes. They deliver results. When evaluating potential leaders, look beyond their words and focus on their actions. Do they follow through on their promises? Do they exhibit consistency in their work and character? People who are reliable, and whose actions match their words, are the ones who will add lasting value to your team.

Sometimes, the best way to evaluate a potential leader is by observing how they handle waiting. Those who can be patient, serve faithfully without immediate reward, and trust the process, often emerge as the strongest leaders. A waiting season reveals motives and character in a way that immediate opportunities do not. If someone can wait and still remain committed to the vision, they are more likely to be a long-term asset to your team.

Choosing strong leaders requires a mix of discernment and practical observation. As Jesus taught, we must be “as shrewd as snakes and as innocent as doves” (Matthew 10:16). Discernment is not just knowing the difference between right and wrong, but between what is right and what seems almost right. By paying attention to the signs mentioned above, you can build a team of leaders who are committed to the vision and who will contribute to the long-term success of your organization.