Leadership is a fundamental aspect of effective project management. Ground rules and regulations are designed to ensure consistency, alignment, and effective behavior across the workplace. A true leader leads by example, inspiring others based on what they perceive as valuable and effective. Therefore, it’s crucial for leaders to fully comprehend the ground rules before they establish them for their team. This helps build trust and demonstrates integrity. While following rules is important, a leader must also have the authority to question or challenge those rules if they conflict with ethics, laws, or moral standards.
People often follow examples set by others, especially leaders, which is a natural human instinct. However, if rules are inconsistently followed or seem ineffective, leaders should reconsider and, if necessary, adjust or eliminate those rules to ensure they remain relevant.
A good leader understands the importance of setting an example. They should apply rules while leading by example, and at times, these rules may need to be questioned or revised. If there is a valid reason for the rules, following them is often the best choice.
Building Effective Team Rules through Collaboration
At the inception of any successful project, one of the most important steps is the collaborative creation of team rules. Establishing these rules together allows for a cohesive approach, fostering a sense of unity and responsibility among the team members. These rules typically span various aspects of team dynamics, including communication expectations, codes of conduct, meeting procedures, and other organizational behaviors. When the team is actively involved in shaping these guidelines, they are more likely to take ownership of them and feel motivated to follow them. This mutual participation encourages a culture of shared responsibility, where everyone contributes to the process and becomes equally accountable for upholding the rules.
The Power of Collaborative Rule-Making
Collaboration is the foundation of successful rule-making because it fosters inclusion and creates a sense of belonging among all team members. When team members help define the rules from the start, they are not simply following directives imposed by a leader. Instead, they become part of the decision-making process, which creates a deeper sense of buy-in and commitment to the team’s objectives. This inclusive approach also helps reduce resistance to rules, as they are no longer perceived as external controls but as collectively agreed-upon frameworks that reflect the values and preferences of the entire group.
The involvement of the team in rule creation provides clarity on expectations, ensuring that everyone has a voice in defining how they want to work together. This could involve agreeing on communication styles, determining the preferred platforms for project updates, setting deadlines, and understanding the acceptable conduct within the team environment. When all team members are on the same page regarding these fundamental expectations, it becomes easier to foster a collaborative and productive work atmosphere.
Creating Ownership and Accountability in Team Dynamics
One of the most significant advantages of having the team collaboratively set the rules is the sense of ownership it cultivates. When individuals actively contribute to defining the guidelines, they are much more likely to hold themselves accountable. This shared responsibility empowers team members to maintain the integrity of the rules and ensures that adherence is a collective effort, not just the responsibility of the team leader. In turn, this encourages a higher level of cooperation and mutual respect among the team, as everyone understands the importance of following the agreed-upon protocols for the team’s success.
By working together to create team rules, each member develops a personal stake in ensuring that those guidelines are upheld. This sense of ownership transcends the feeling of being simply a rule-follower to one of being a rule-keeper. Team members are more inclined to address any issues of non-compliance themselves, knowing that the team collectively agreed on the rules and that everyone’s success depends on respecting them. This shared commitment often leads to better teamwork, more effective problem-solving, and a stronger collective resolve.
Shifting from Enforcement to Facilitation
Traditionally, team rules are often seen as directives handed down from the leader, with the leader also being responsible for enforcing these rules. However, when the team creates the rules collaboratively, the leader’s role shifts from being an enforcer to a facilitator. Instead of spending time micromanaging compliance or reprimanding rule-breakers, the leader can focus on ensuring that the team stays aligned with its goals and supports members in maintaining the standards they collectively set.
The leader’s facilitative role also includes providing guidance, resolving conflicts, and helping the team stay on track. By trusting the team to manage and uphold their own rules, the leader fosters a more autonomous and self-regulating team environment. This shift also reduces the hierarchical structure and encourages a more democratic, open, and transparent work culture, where the team takes the initiative in maintaining the project’s integrity.
Promoting Long-Term Success and Team Growth
Collaboration in rule-making isn’t just about ensuring smooth operations in the short term; it also sets the stage for long-term success. A team that actively participates in creating its own guidelines is more likely to evolve into a cohesive unit that thrives on mutual respect and shared responsibility. These teams develop strong interpersonal relationships, where trust and collaboration are core values, which are essential for tackling challenges, solving problems, and adapting to change.
The process of creating rules also allows the team to establish a clear and aligned vision. It helps them define not only what is expected of each individual but also what kind of culture they want to cultivate together. This proactive approach to setting standards encourages continuous improvement, as the team can revisit and revise their rules as needed to stay relevant and responsive to evolving circumstances.
Moreover, this collaborative process fosters innovation and problem-solving. When everyone’s voice is included, new perspectives emerge, leading to more creative solutions. The team is empowered to handle conflicts or challenges independently, knowing that they share the responsibility for the team’s well-being and success.
In conclusion, the collaborative creation of team rules is a vital strategy for establishing a harmonious, productive, and effective working environment. When team members are involved in setting the guidelines, they feel a greater sense of ownership and accountability, leading to higher adherence and better results. Leaders who shift their role from enforcers to facilitators can focus on supporting the team’s goals while fostering an environment of trust and respect. This approach not only strengthens the team’s cohesion but also sets the foundation for long-term success and growth.
Navigating the Impact of External Rules on Team Dynamics
In any organizational setting, teams are often required to operate within the constraints of external rules and regulations. These rules can come from various sources such as clients, upper management, or regulatory bodies, and while they are typically put in place to ensure compliance, quality, or ethical standards, they can sometimes conflict with the team’s preferred approach to work. It’s crucial for leaders to navigate this delicate balance carefully, ensuring that external rules do not stifle the team’s creativity or hinder progress, while still maintaining the necessary compliance with these guidelines.
Understanding the Role and Influence of External Rules
External rules can take many forms: corporate policies, government regulations, industry standards, or client-specific requirements. These rules are typically designed to guide actions, maintain order, or ensure that certain legal and ethical standards are met. However, not all rules are tailored to every individual team or project’s specific needs. Sometimes, the imposed rules can seem restrictive or impractical for the situation at hand, which can lead to frustration within the team.
When such conflicts arise, it’s important for the team leader to first acknowledge the situation and assess the validity of the external rule. Does it serve a legitimate purpose, or is it outdated or irrelevant to the current project? If a rule appears unnecessary or illogical, it’s crucial to question it and seek further clarification from the stakeholders who imposed it. In many cases, these rules may have been designed with a broad view and may not consider the unique challenges or innovations of specific teams. A respectful and constructive dialogue with decision-makers can often lead to adjustments or exceptions that better suit the team’s operational needs.
Challenging Unnecessary or Illogical Rules
When external rules seem unnecessary, overly restrictive, or illogical, team leaders should not simply accept them without question. Instead, they should take a proactive approach by gathering relevant data or presenting a well-reasoned argument that explains why the rule may be counterproductive to the team’s objectives. This process of questioning rules encourages an open communication culture where leadership and team members feel empowered to challenge the status quo, especially when it no longer aligns with the team’s best interests.
For example, if a client mandates a specific way of presenting reports, but the team’s own workflow and expertise suggest a more efficient approach, the team leader should communicate this discrepancy. By highlighting the potential improvements in efficiency, productivity, or even quality that could come from adapting the rule, the leader opens the door for negotiation and reevaluation of the requirement. Constructive feedback may result in a rule modification or even an exemption for the team.
Navigating Conflict Between Rules and Team Preferences
However, not all external rules can be changed or adjusted, and there may be cases where the rule, despite being questioned, remains in place. In such instances, it is important for the leader to decide how to proceed. One option is to simply follow the rule, while also acknowledging any reservations the leader or team may have. In this case, the leader would communicate the team’s concerns to relevant stakeholders while ensuring compliance with the rule, at least temporarily.
Following a rule despite reservations can be difficult for some teams, especially when they feel it hinders their efficiency or contradicts their preferred ways of working. However, in such situations, the leader’s role is to maintain a positive and adaptable attitude, focusing on the bigger picture and team objectives. The leader should make it clear that the rule is being followed, not due to a lack of judgment, but because it is currently a necessary step toward the project’s success or organizational goals.
Addressing Overly Restrictive or Impactful Rules
There may also be times when an external rule is particularly restrictive or has a severe impact on the team’s performance or morale. For example, rigid policies around work hours, reporting structures, or operational processes might reduce the team’s flexibility and hinder innovation. In such cases, it becomes essential for the leader to consider alternative courses of action. This could include negotiating for rule adjustments, seeking exemptions, or looking for creative ways to work within the constraints of the rule while minimizing its negative effects.
If the external rule places a heavy burden on the team or significantly reduces their ability to perform at their best, the leader should initiate a discussion with the relevant authority, explaining the challenges and suggesting more flexible or balanced approaches. For instance, if a regulatory compliance rule requires extensive paperwork, but it impacts the team’s ability to meet deadlines, the leader might suggest streamlining the process, automating parts of it, or renegotiating the timelines to account for the administrative load.
Collaborative Problem-Solving and Flexibility
In many cases, when external rules conflict with the team’s preferred methods, there is room for compromise. Leaders should approach these situations with a mindset of collaboration, looking for solutions that satisfy the external rule while minimizing its impact on the team. This approach can often result in creative compromises that maintain both compliance and operational efficiency. For example, the team may be able to propose alternative solutions that still meet the intent of the external rule but in a way that is less disruptive to their workflow.
Leaders must also demonstrate flexibility in their approach, recognizing that sometimes compromises are necessary for the greater good. Being open to adjusting internal processes or adopting new strategies to accommodate external rules can help maintain team morale and ensure that the project remains on track. By fostering an adaptable mindset, the leader helps the team focus on the broader goal and avoid getting bogged down in minor frustrations related to rules.
Ultimately, external rules play a critical role in shaping the team’s operations, ensuring legal compliance, and meeting organizational or client expectations. However, when these rules conflict with the team’s operational preferences or project needs, it’s essential for leaders to approach the situation thoughtfully and strategically. By questioning unnecessary or illogical rules, engaging in dialogue with decision-makers, and seeking adjustments when rules become overly restrictive, leaders can protect their team’s efficiency while ensuring adherence to necessary regulations. The key is to maintain a balance between compliance and flexibility, creating an environment where external rules do not hinder the team’s ability to perform but rather support their success.
The Complex Dynamics of Leadership and Rule-Adherence
In discussions about leadership, one prevailing notion is that a leader’s primary role is to establish rules, and the team is simply expected to follow them. This traditional view asserts that leadership requires a clear hierarchical structure where directives are handed down from the top. While this approach may work in certain contexts, modern leadership demands more flexibility and collaboration between leaders and their teams. An effective leader doesn’t just set the rules—they engage with their team to establish a shared understanding of how to create and implement rules that serve the collective interests and goals.
The Evolution of Leadership in Rule-Setting
Historically, leaders were often seen as figures of authority who set strict rules, expecting their teams to follow without question. However, this view can be overly simplistic, especially in dynamic, complex, and fast-paced environments where adaptability and innovation are crucial. A leader’s role goes beyond just enforcing rules; they must demonstrate a commitment to the team’s success while fostering an environment where collaboration and open communication are encouraged.
Leadership today is more about guidance and facilitation rather than rigid rule-setting. While leaders do have the responsibility of setting a clear direction and expectations, the most effective leaders engage their teams in the process. This collaborative approach ensures that rules are not just imposed from the top down, but are a product of the team’s collective input, making them more likely to be respected and followed.
Consistency and Fairness: Cornerstones of Effective Leadership
A key quality of strong leadership lies in the consistency and fairness with which expectations are managed. While a leader may set certain rules for the team to follow, they don’t always have to follow the same set of rules themselves. The important distinction here is that a leader’s actions should remain consistent with the overarching goals and values of the team, even if they occasionally have to make exceptions.
For instance, a leader might not follow every minute rule in the same way as team members because their role requires them to make critical decisions or act under different circumstances. However, they should always be transparent about why those decisions are made and ensure that such actions are in line with the team’s best interests. This consistency in decision-making ensures that team members understand the rationale behind leadership decisions, fostering trust and respect.
Equally important is fairness. A leader must demonstrate fairness in how they apply rules, ensuring that there is no favoritism or arbitrary enforcement. Team members will be more likely to follow the rules when they see their leader consistently upholding the same standards for everyone, even if the leader sometimes makes exceptions to the rules for specific strategic reasons. The key is ensuring that any deviation from the rule is justifiable and aligned with the greater goals of the project or organization.
Empowering Teams Through Delegation and Responsibility
One of the hallmarks of effective leadership is the ability to empower the team by delegating responsibilities and trusting team members to carry out tasks on their own. Empowerment involves giving individuals the autonomy to make decisions and apply their own judgment within established boundaries. This creates a sense of ownership and accountability within the team, as members feel valued and trusted to contribute meaningfully to the success of the project.
Rather than micromanaging, a great leader uses their expertise to guide and support the team in navigating challenges. Delegation is not just about giving tasks to others—it’s about providing the necessary resources, guidance, and trust for individuals to succeed in their roles. This sense of empowerment helps build stronger, more capable teams, as it fosters a culture of mutual respect and collaboration.
Leaders who empower their teams also demonstrate adaptability. They recognize that their team members may have unique insights and ideas that can contribute to the overall success of the project. By allowing team members to take ownership of certain rules or processes, a leader can create a more dynamic and responsive work environment where innovation and creative problem-solving are prioritized.
When Leaders Choose Not to Follow Rules
An intriguing aspect of leadership is the ability to sometimes make exceptions to rules when the situation calls for it. Strong leaders are not bound by rigid adherence to every rule—especially when following a rule could conflict with their leadership strategy or hinder the success of a project. A rule may be in place for general compliance or operational efficiency, but in certain circumstances, it may not serve the team’s best interests.
For example, if a rule mandates that all team meetings should take place in person, but the team is working across different time zones, a leader might allow for virtual meetings to accommodate team members in other regions. In this case, the leader is making a judgment call based on the specific needs of the team, even if it means not strictly adhering to an established guideline. Such decisions require a careful balance between upholding the overall intent of the rule and being flexible enough to address the unique needs of the team or project.
However, it’s essential that leaders communicate their reasoning clearly when deviating from rules. Transparency helps prevent misunderstandings and reinforces trust within the team. By explaining the rationale for why a rule is being adjusted or bypassed, the leader ensures that team members feel involved in the decision-making process and are more likely to accept the adjustment without resistance.
The Ability to Adapt: A Defining Characteristic of Leadership
What ultimately sets strong leaders apart is their ability to adapt to changing circumstances and to make informed decisions that benefit the team in the long run. Leadership is not static; it involves navigating uncertainty, handling unforeseen challenges, and adjusting strategies based on the evolving needs of the team or project. A leader who can adapt to these changes while still maintaining a sense of direction and purpose for the team is more likely to lead successfully.
This adaptability also includes applying judgment to complex situations where the prescribed rules may not fit neatly. A good leader understands that every situation is unique and requires a nuanced approach. Being able to discern when to follow the rules and when to make exceptions is a skill that separates mediocre leaders from exceptional ones.
In conclusion, while some argue that leadership is about setting rules and expecting the team to follow them, the most effective leaders understand that their role goes beyond just rule enforcement. A strong leader works with the team to create rules that reflect collective input and serve the project’s greater goals. Consistency, fairness, and the ability to adapt are crucial aspects of effective leadership. Empowering the team through delegation and being willing to make judgment calls when rules conflict with the team’s needs are signs of a leader who is truly invested in the success of their team. Ultimately, the ability to balance flexibility with responsibility is what distinguishes great leaders from the rest.
Leading Through Action: Embodying Principles in Leadership
Leadership is not merely about issuing directives or managing workflows—it is about exemplifying the values and behaviors one expects from others. At the heart of impactful leadership lies the principle of “walking the talk.” A leader who consistently demonstrates integrity, professionalism, and accountability naturally earns the trust and respect of their team. This form of leadership transcends positional authority and relies instead on the authenticity and consistency of the leader’s actions.
When a leader upholds the same standards they expect from their team, it reinforces a culture of mutual respect and shared responsibility. By aligning behavior with values, leaders foster a sense of unity and purpose, making it easier for team members to rally around common goals. This model of leadership not only inspires but also sets a reliable framework within which the team can operate confidently.
The Ripple Effect of Exemplary Behavior
The actions of a leader inevitably create a ripple effect within the team. When team members observe their leader practicing transparency, demonstrating diligence, and remaining composed under pressure, it sets an unspoken precedent for everyone to follow. This kind of leadership fosters behavioral alignment across the team—not through coercion or rigid control, but through inspiration and credibility.
A leader who exhibits dedication, punctuality, and openness sends a clear message about the expectations without having to verbalize them repeatedly. Such non-verbal leadership is especially powerful because it comes across as authentic rather than performative. When a leader is willing to adhere to the same expectations and standards they ask of others, it underscores fairness and reinforces the legitimacy of the rules being followed.
Navigating External Rules Without Losing Team Trust
In many environments, teams operate under external obligations—whether imposed by clients, sponsors, upper management, or regulatory agencies. While these rules may be non-negotiable, the way a leader responds to them can have a profound impact on team morale. Instead of merely passing down mandates, a thoughtful leader takes the time to interpret and integrate these external requirements in a way that aligns with team dynamics and project goals.
Crucially, a leader must recognize the distinction between regulatory compliance and their internal responsibilities as a team guide. Complying with industry rules or stakeholder requirements is essential, but it should not overshadow the relational and motivational aspects of leadership. The best leaders don’t just enforce external protocols—they contextualize them, helping the team understand the ‘why’ behind each mandate and demonstrating commitment to the shared mission despite external constraints.
The Role of Integrity in High-Pressure Environments
High-stakes, high-pressure environments—such as construction sites, emergency response operations, or complex engineering projects—demand a heightened level of leadership authenticity. In these contexts, it’s not just about compliance with formal rules; it’s also about embodying the principles behind them. Safety, precision, teamwork, and communication are not just procedural requirements—they’re values that can directly influence outcomes.
In such scenarios, leading by example is not optional; it’s a necessity. A construction manager who adheres to safety protocols, takes responsibility for mistakes, and treats all workers with respect establishes a standard that resonates throughout the team. In these environments, morale and efficiency often hinge on the visible behavior of those in charge. When workers see that leadership does not exempt itself from the rules, it instills a culture of integrity and vigilance that can significantly reduce risks and enhance productivity.
Creating a Culture of Trust and Alignment
Trust is the bedrock of any successful team. Without it, collaboration falters and communication breaks down. Leaders can’t manufacture trust—they must earn it, and one of the most reliable ways to do so is through consistent behavior that aligns with expressed values. Leading by example reinforces the message that accountability is a shared standard, not a selectively applied concept.
Moreover, when leaders model ideal behavior, they help to create a psychologically safe environment—one where team members feel supported in speaking up, taking initiative, and admitting mistakes. This culture of openness and respect allows for more effective collaboration and innovation. It also minimizes misunderstandings and encourages constructive feedback, ensuring that the team remains aligned with both short-term tasks and long-term objectives.
Fostering Transparent Communication and Collective Responsibility
Leaders who communicate openly about expectations, challenges, and decisions promote a collaborative spirit. Transparency doesn’t mean divulging every detail, but rather being honest about what’s happening and why. This openness invites the team into the process, helping them feel invested rather than directed. It also encourages reciprocal communication, allowing leaders to benefit from the perspectives and insights of their team members.
Transparent leadership also extends to how rules are implemented. A leader should explain not only what the rules are, but also the reasoning behind them. Doing so reinforces their relevance and shows respect for the team’s intelligence and autonomy. When everyone understands the rationale behind a decision or a rule, they are more likely to support it and less likely to resist it.
Ultimately, leadership by example is one of the most effective and enduring ways to guide a team. By consistently demonstrating the behaviors, attitudes, and standards they expect from others, leaders create an environment where rules are not seen as burdens, but as shared agreements. This approach is especially vital when dealing with external mandates or navigating high-pressure projects. Through integrity, transparent communication, and adaptive judgment, leaders foster a culture of mutual respect and alignment—ensuring that the team not only meets its goals but does so with cohesion and confidence.
Leadership as the Cornerstone of Project Success
The success of any project, regardless of scale or complexity, hinges significantly on the quality of leadership driving it. While technical expertise, resource allocation, and scheduling are vital elements of project execution, it is effective leadership that unifies these moving parts into a cohesive force. A competent leader doesn’t merely oversee workflows—they shape the environment in which collaboration flourishes, morale remains high, and objectives are met with clarity and purpose. The role of leadership in project success is both strategic and interpersonal, requiring vision, adaptability, and the ability to cultivate potential in others.
Building Cohesion Around a Common Goal
At the foundation of every successful project lies a well-aligned team working toward a shared objective. A strong leader provides this unifying vision. By clearly articulating project goals and aligning team members around a common purpose, leaders ensure that each individual understands their role and how it contributes to the broader mission. This clarity fosters motivation, reduces duplication of efforts, and minimizes confusion during execution.
An effective leader establishes structured communication channels and promotes transparency in decision-making. This enhances coordination, accelerates issue resolution, and prevents costly misunderstandings. Leaders who listen actively, engage with the team authentically, and adapt their style to meet the needs of diverse individuals help create a culture of psychological safety—where team members are confident to speak up, offer ideas, and collaborate freely.
Modeling Behavior to Set the Standard
Leadership by example is one of the most powerful forms of influence. A leader who consistently demonstrates accountability, punctuality, resilience, and ethical behavior sets a precedent for others to follow. This type of visible commitment encourages similar behaviors across the team and helps foster a positive, high-performance culture.
When team members observe their leader navigating challenges with composure and making decisions rooted in fairness and data, it reinforces trust and credibility. Especially in high-pressure environments, leaders must maintain a calm and solutions-focused demeanor. This not only keeps the team centered but also increases their confidence in project outcomes. By setting the behavioral tone, leaders create an atmosphere where expectations are understood, and excellence becomes the norm.
Empowering the Next Generation of Leaders
An often-overlooked but essential leadership function is developing future leaders from within the team. Investing in leadership development ensures the sustainability of success, as well-equipped team members become capable of taking initiative, managing responsibilities, and eventually leading their own projects. This mentorship process strengthens the team’s long-term capacity and fosters a sense of ownership and growth.
Training, coaching, and providing leadership opportunities within the project team help build resilience and adaptability. A leader who delegates effectively doesn’t just lighten their own load—they signal confidence in their team’s abilities and allow others to build decision-making skills in real-world contexts. As a result, the team becomes more autonomous, responsive, and capable of navigating unforeseen challenges.
Leveraging Professional Expertise for Predictable Outcomes
Leaders who hold professional certifications, such as the Project Management Professional (PMP) designation, bring a wealth of structured knowledge to the table. The PMP certification, for example, demonstrates mastery of globally recognized project management principles and best practices. Certified professionals are equipped with tools and methodologies that help mitigate risks, manage timelines, allocate resources efficiently, and ensure stakeholder satisfaction.
By applying frameworks such as the PMBOK® Guide (Project Management Body of Knowledge), PMP-certified leaders provide a stable foundation for project execution. These professionals integrate leadership competencies—like stakeholder communication, conflict resolution, and change management—with proven methodologies to promote project predictability and efficiency.
Their expertise enables them to foresee potential pitfalls, implement contingency plans, and ensure that scope, budget, and schedule are meticulously managed. This structured approach not only improves delivery success rates but also elevates the quality and consistency of project outcomes.
Transformational Leadership and Adaptability
What truly sets exceptional project leaders apart is their ability to adapt and transform. Projects rarely follow a straight path; unexpected changes, shifting stakeholder expectations, or technical challenges are inevitable. Strong leaders remain agile in the face of uncertainty. They don’t rigidly cling to initial plans—instead, they reassess, re-prioritize, and recalibrate with confidence.
Adaptable leaders also understand that team dynamics evolve. What worked at the beginning of a project may not suit the needs of the team six months later. By staying attuned to changes in team energy, workload, or interpersonal dynamics, a good leader can make timely interventions that keep the project on track without sacrificing team well-being.
The Interplay Between Leadership and Project Culture
Leaders shape more than schedules—they shape culture. The tone they set influences how team members interact, how problems are addressed, and how success is defined. A leader who values continuous improvement and celebrates small wins helps foster a positive project culture. This culture is instrumental in maintaining momentum and team engagement through long-term or complex initiatives.
Moreover, when leaders integrate feedback loops into their process—encouraging reflection and iteration—they lay the groundwork for learning and growth. Projects, then, become not just about delivery but about evolving as a team.
The role of leadership in project success is both multifaceted and indispensable. A strong leader unites the team with a compelling vision, models the standards of excellence, empowers emerging leaders, and applies professional expertise to steer projects through uncertainty. Whether certified as a PMP or seasoned through experience, the most effective project leaders blend structure with empathy, strategy with flexibility, and ambition with authenticity. In doing so, they create the conditions where both people and projects thrive—delivering outcomes that align with expectations while cultivating a team ready for the challenges of tomorrow.
In summary, a leader must first fully understand the rules before setting them for others. Leading by example and ensuring that rules are developed collaboratively with the team strengthens the overall project. While following external rules is necessary, leaders must also question and adapt them when appropriate. Ultimately, good leadership involves being consistent, transparent, and supportive while navigating the challenges that arise throughout a project.