Set a Good Example, or Your Team Will Follow the Bad One
Your team will constantly be searching for cues on how to act toward customers, vendors, and one another. They’re currently receiving nothing but bad guidance from the top.
Leadership is not all about issuing orders—it’s about creating an example. Leaders’ actions, values, and what they’re willing to tolerate define an organization’s culture. When leaders set a poor example, employees notice—and usually follow it.
This is a principle which applies not only to business but to society as a whole. When leaders disregard rules, behave unethically, or disrespect people, they convey a perilous message: If they can get away with it, why can’t I?
A Case Study in Toxic Leadership
Years back, a Chicago law firm had a very infamous client—a successful businessman who was immensely proud to be a litigious bully. He would sue vendors, clients, and even small service providers over petty issues. These were not lawsuits for justice or money—most of them were so petty that legal expenses far outweighed any possible reward. They were actually about ego, intimidation, and power.
The firm’s senior lawyers dismissed him in private as crazy, but they put up with his antics because he was a profitable client. Meanwhile, young lawyers were saddled with dealing with his frivolous lawsuits—half legal education, half initiation rite. They learned how to work the system in Chicago courts, but they learned a poisonous lesson along the way: If the client can take advantage of the legal system, why should we obey it?
This client basked in his image as a fellow who would “sue you for a song.” His grudges weren’t merely about dollars and cents—they were about control. And it paid off. His Long Island customers paid on time, afraid of lawsuits. His accounts receivable were spotless. But what had it cost?
Many potential clients avoided doing business with him altogether. Others in his industry adopted his combative tactics, treating him with the same hostility he showed others. His behavior didn’t just affect his own reputation—it poisoned the entire ecosystem around him.
The Ripple Effect of Bad Leadership
This tale is a microcosm of something much bigger. When leaders, whether political or corporate, make dishonesty, brutality, and lawlessness seem acceptable, they license others to do the same.
Think about how Donald Trump’s actions have influenced public behavior. His perpetual courtroom warfare, refusal to take responsibility, and blatant disregard for convention have emboldened millions to do the same. If a former president can disobey the law, avoid repercussions, and retain loyalists, why should anyone else obey the law?
This mindset has permeated even casual interactions. Shoppers nationwide are struggling with rampant theft, especially from youth who no longer view punishment as a deterrent. Social media goes viral as gangs loot stores, demand free meals, and attack workers. Businesses have resorted to draconian methods—securing items behind glass, employing armed security, or closing individual outlets altogether.
The lesson is obvious: If the powerful are free to do as they please, why shouldn’t I?
The Price of Allowing Bad Behavior
When leaders don’t model good behavior, the harm goes beyond direct monetary loss. It undermines trust, breeds resentment, and builds a culture where doing the right thing becomes an elective.
Staff members follow what they see. If managers belittle subordinates, staff members will do the same. If CEOs bend rules, employees will presume illegality is okay.
Clients lose respect. A business that embraces toxic leadership stands to lose customers who prize integrity. Society pays the price. When in power, individuals act without accountability, and it generates cynicism and anarchy.
In the litigious entrepreneur’s instance, his strategies guaranteed timely payments—but at the cost of durable relationships and business reputation. Likewise, Trump’s disregard for norms might energize his base, but it has also made chaos, distrust, and entitlement normal in wider society.
What Can Leaders Do?
The answer begins with responsibility—both individual and organizational. Practice what you preach. If you expect honesty, fairness, and respect from your staff, you must model those values yourself.
Hold individuals accountable—yes, even high achievers. No one is above doing the right thing, regardless of how profitable they are.
Reward integrity. Reward employees who show high values, even if it costs short-term gains.
Push against bad influences. Either it’s a bad client or a bad cultural trend, not enabling bad behavior is a strong statement.
Restoring Trust in a Broken System
It’s simple to feel despair when bad behavior pays off. But the past demonstrates that resilience and moral leadership can overcome. Chicago itself has survived corruption, violence, and economic hardship—yet it thrives because of individuals who won’t accept decline as a matter of course.
Business leaders need to stand up. That is: Guarding workers without compromising customer service.
Investing in protection without transforming stores into bunkers. Protesting systemic change instead of embracing lawlessness as normal.
The other option is a spiraling descent where bad conduct breeds additional bad conduct. Leaders who establish a firm, good example won’t only make their organizations better—they’ll aid in healing the overall culture.
Conclusion: Leadership Matters
Every decision a leader makes sends a message. The question is: What kind of message do you want to send?
If you condone bullying, dishonesty, or exploitation, your team will emulate that. But if you lead with integrity, fairness, and respect, you establish a culture in which people flourish—and in which society at large is better off.
The decision is yours. Set a good example, or sit back as your team emulates the bad one.
