Connected Leaders Win

It sounds counterintuitive, even risky. But the most effective leaders aren’t the ones who protect their time with layers of hierarchy, they’re the ones who make themselves available.

When staff know they can reach you directly, something powerful happens: they stop needing to.

True accessibility isn’t about being constantly on call; it’s about building psychological safety and trust.

It sends a clear message, “I’m here, and I want to know what’s really happening.” That single shift changes everything from decision flow to culture strength.

Many leaders still believe they need to create distance to maintain authority. Yet the opposite is true.

When people know you’re open to hearing bad news, ideas, or concerns, they’re more likely to take ownership before things escalate.

Problems are raised earlier, solutions are explored faster, and accountability starts to grow from within.

At RDL, we’ve seen this principle transform entire leadership systems across industries, from mining operations in PNG to corporate teams in Sydney and Singapore. The most high-performing cultures share a common trait: leaders who are genuinely approachable.

They’re not micromanaging or hovering. They simply remove the fear barrier.

It’s not about having every answer, it’s about creating confidence that the door is open. Because once staff believe they can call, they rarely need to.

The availability becomes symbolic of trust and alignment.

So, how can leaders build this kind of culture without burning out?

Here are RDL’s Top 3 Tips for creating the change that drives genuine approachability and leadership strength:

1. Make Yourself Accessible — but Be Clear About Purpose Share your number. Invite conversation. But set expectations. Let your team know your role is to support decision-making, not to take it over.

Encourage them to bring solutions, not just problems. This builds capability, not dependency. – See my article on the 1:3:1 approach to problem solving.

2. Ask for the Bad News First Great leaders remove the instinct to hide problems. When you ask for bad news early, and reward honesty, you stop issues from festering.

Teams learn that bringing challenges forward earns respect, not reprimand.

I recall when my son was growing up, I shared a belief with him, “You get in more trouble for lying than you do for making a mistake so be honest”

3. Be Present, Not Permanent The goal isn’t to be everywhere, it’s to be visible when it counts.

Drop in on a team meeting, respond to a message, make eye contact in the corridor. Small moments of presence send a big message: you’re engaged, not removed.

Leadership isn’t about managing access; it’s about modelling trust.

When people know they can reach you, they stop needing to chase you and start leading themselves.

RDL Insight: The most approachable leaders are the least interrupted, because they’ve built trust that doesn’t depend on presence, it depends on belief.

RDL, Celebrating 20 years of creating leadership legacies