20 Habits of Highly Effective Leaders

When it comes to leading an organization, there are several key personality traits that the best leaders have. These traits allow leaders to set a good example and inspire their teams. However, in addition to having specific traits, the most effective leaders also have similar habits. They rely on these habits day in and day out, which both helps their organizations succeed and positions them as resilient, galvanizing, and inspirational figures. Here are 20 habits of highly effective leaders we believe are key for organizational success. These habits help organizational heads guide and inspire their team members day after day.

1) They play to win 100% of the time.

The best leaders don't just participate to say that they did. They undertake every goal and project with the intention of doing the absolute best job. They strive to outshine every competitor every time they produce work. This means that they never phone it in, and they put forward their absolute best effort on every single project.

2) They act with integrity 100% of the time.

Leaders who act with integrity don't only set a good example for team members. They also make moral and sound decisions, so that their business is respected and appreciated.

3) They build powerful alignments.

The most successful companies have leaders and employees whose goals are aligned. The best leaders pay attention to employee ideas and goals, and they get onboard with the ones that make sense for the organization. Alignments move companies forward and make sure that everyone is working for the same cause.

4) They instill confidence in others.

It's not enough for a leader to have confidence. Their team members must have confidence too. The most effective leaders instill confidence in the people who work with them, so that everyone involved feels competent and capable of doing their best work.

5) They are expert listeners (and observers).

Effective leaders must not only talk, but also need to listen. We believe that the best leaders are attuned to what's going in their organization. We call it generous listening. That way, they can resolve issues as they arise, or redirect course if changes need to be made. Leaders should also have an open door for employees who need to express concerns or ask questions.

6) They are driven by setting and beating stretch goals.

To move their organizations forward, the best leaders set stretch goals, then push their teams to beat those goals. By setting goals that are slightly beyond what seems possible, you can push your employees to go just beyond their limits and expand their skillsets or capabilities.

7) They are awesome at follow up.

Great leaders don't forget about conversations or projects. Instead, they follow up to check in regularly, and they never leave an issue unresolved or dangling. They journal their meetings and interactions and go through their journal for follow ups weekly to close things out.

8) They are intolerant of underperformance.

If an organization wants to succeed, every member must contribute their share. The best leaders won't tolerate underperformance of team members. They hold everyone accountable for what they should be doing. You need the best starting line up and bench to win championships.

9) They act on important priorities, not urgent issues.

The most effective leaders make decisions based on organizational priorities. They don't choose to act only when an urgent emergency occurs.

10) They know one person can change the world.

Every person can make a difference. The world's most effective leaders know that the work that they do matters. The best organizational heads know that it only takes one person to change the world.

11) They respond, rather than react.

Leaders who work well with teams think through their responses before they deliver them. They don't just react. They gauge a situation, judge what the best response will be, and then give it. Leaders who are reactionary often act without thinking.

12) Take smart risks.

Risks can be good. The best leaders know which risks are smart ones to take, and which ones aren't worth what could be lost.

13) They know their actions speak louder than words.

One of the most important habits of highly effective leaders is that they know their actions are important. By considering how their actions will be perceived, leaders can ensure they set a good example for their teams and the public.

14) They hire the best people available.

A company is only as good as the people who work at it. The most effective leaders hire the best people available to make sure they have a standout team. They hire their bench. That means one teammate goes down, the next one off the bench goes in without skipping a beat. They surround themselves with smarter people who can tell them what to do. In fact they hire people that scare them because that hire should be able to take their job when they move up.

15) They know the devil is in the details.

Big picture is important. However, when it comes to doing great work, details matter. Highly effective leaders understand that you must pay attention to minutia in the workplace. That way, everything is done thoroughly and well.

16) They are determined, but flexible.

We believe that all great leaders are determined to get great work done, but that the best leaders are flexible at the same time. This means that they can remain committed to their goal, but make necessary changes as they arise.

17) They understand the need for recognition.

Employee morale is important and determines engagement. To boost morale and make team members feel appreciated, leaders should recognize hard work and reward it.

18) They share credit.

Leaders never take full credit. They share it with the people who deserve it. This means team members feel like their work is acknowledged and that work is a true collaborative effort.

19) They are quick to praise, slow to criticize.

Criticism hurts the feelings of team members. Praise encourages hard work. One habit of highly effective leaders is praising people who deserve it quickly, and trying to avoid criticizing anyone.

20) They don't Micro-manage.

Micro-managing leaders take autonomy away from workers and make them feel demeaned and unappreciated. The most effective leaders know that they can offer guidance, but don't need to micro-manage.

Conclusion:

Leading a team is hard. At the end of the day, it's not just your personality that matters--it's the behaviors you choose to do again and again. By being intentional about setting your habits, and ensuring that they help you lead an organization well, you can succeed at leading a company to success and inspiring a team of people along the way.