By Eric Amos, TLC

Most of us grew up hearing some form of the Golden Rule: “Do to others as you would have them do to you.” Yet often—especially in leadership—most of us, myself included, default to a weaker version: “Don’t do to others what you don’t want done to you.”

The difference between these two approaches is subtle but powerful. The first is proactive; the second is reactive.

• Reactive leadership waits until something goes wrong to avoid harm. It’s defensive. Leaders operating this way may avoid criticism or harsh treatment, but they rarely inspire or build trust.
• Proactive leadership actively seeks opportunities to create value and care. It’s not merely about avoiding bad behavior; it’s about initiating good behavior. Proactive leaders ask, “What can I do to uplift my team? How can I set the tone for respect, empathy, and growth?”

By choosing to be proactive, leaders do more than prevent harm—they foster belonging, motivation and resilience. It’s the difference between simply not undermining your employees and intentionally mentoring them, recognizing their wins, or listening before they must ask.

Great leadership isn’t just the absence of wrong; it’s the presence of right. When leaders model proactive respect and support, they set a culture where everyone is empowered to do the same.

This week, consider one proactive way you can ‘do unto others’—a note of appreciation, a mentoring conversation, or simply listening first. Small proactive acts, multiplied over time, create cultures where people thrive.