When I asked my LinkedIn network which leader behaviors matter most in making you feel like your leader has your back, 72 respondents weighed in.
The top response was clear: “Follows through on commitments” came in at 46%, with “Asks ‘What do you need?’” close behind at 38%. Meanwhile, “Gives actionable feedback” (11%) and “Celebrates wins in the moment” (6%) rounded out the poll.
What really stood out, though, were the rich stories and reflections in the comments. They reveal that while certain behaviors rise to the top, it’s the why and how behind them that creates the deepest sense of trust and support.
Here are the leader behaviors that show, “I’ve got your back,” that broke through in the comments:
1. Your Follow Through Is Integrity in Action
As Carolyn Ellis put it, “Treating your word as a bond to your people and demonstrating that through action makes them feel ‘They get it. I can count on my leader. They have my back.’” This theme came up repeatedly. Matt Cross added, “Following through on commitments is so important. Great leaders model the behaviors they hope to see in others.”
Several readers noted that follow-through is even more powerful when done quietly. David Hoey shared a moving story about his former Air Force commander’s behind-the-scenes intervention to secure better healthcare for his wife: “I didn’t know for almost six months that it was his quiet intervention which fixed that situation… I have never thanked him enough for that quiet act of taking care of my family.”
2. Ask “What Do You Need… From Me?”
Leaders who directly check in with their team send a powerful signal of support. Maria Van Hekken wrote, “We cannot influence how much help we receive — we sure build trust when we ask how we can support the people around us!”
Stacey Zach took this one step further by suggesting the phrase, “What do you need from me? – a small but meaningful shift that emphasizes ownership and presence.
3. Build Trust Through Consistency and Transparency
Jason Balser emphasized that “Consistency and transparency go a long way in building trust. Even if you disagree with someone, knowing what you are getting helps to build rapport and establish a common understanding of how to achieve together.”
Trust isn’t built in a single moment; it grows through the clarity and reliability that leaders demonstrate day after day.
4. Keep Your Feedback on the Bus, Not Under It
Feedback matters, but how it’s delivered matters even more. Aqib Nawaz captured this idea perfectly: “They correct you in private but defend you in public. They give feedback without humiliation and support without hesitation.”
Chris Aho echoed this sentiment, noting that feedback should be “opportunities for learning and progress, not just being chastised.”
5. Create a Psychologically Safe Environment
As Anna-Mariya Peeva noted, support isn’t just about words or one-off actions, it’s about creating a psychologically safe environment where people can take risks, learn, and grow. “When someone knows they can show vulnerability, make mistakes, be fully themselves and still be heard, respected, and supported, that’s when they truly feel their leader has their back.”
Reflection Question
Think about the leaders who’ve had your back. What did they do – or not do – that made the difference?
I’d love to hear your thoughts in a comment on LinkedIn.
And if this topic resonates with you, tune into this week’s episode of my new podcast, Best Ever, where I’ll be talking with a leader who knows what it means to have your team’s back – Bronze Star U.S. Army Ranger, Rhodes Scholar, New York Times best-selling author, and corporate executive Craig Mullaney.
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