From Vision to Action: The 12 Core Behaviors of Successful Leaders

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Have you ever met someone who, although not in the C-suite, could influence their peers and whose opinions matter to many executives in the organization? What about individuals who didn’t attend Ivy League schools and still created a compelling vision and revolutionized the company’s future? And how many learned and modeled their professional behaviors from managers who, although they didn’t have the most successful career, genuinely dedicated time and energy to their team’s growth?

Leadership has nothing to do with titles or authority levels, or with the completion of specific education or training programs.

Of course, we require people in the highest positions to fully and effectively demonstrate the ability to lead others. Similarly, those who underwent leadership development training should behave accordingly in their day-to-day interactions.

However, to quote Bill Philips, “There is a world of difference between knowing what to do and actually doing it“.

Embrace the 12 fundamental behaviors for effective leadership

There are 12 fundamental behaviors that people who successfully guide and influence others towards a common goal or vision consistently show, regardless of the context in which they operate or their particular leadership style.

Communicate Effectively: Leaders can communicate their verbal or written messages properly and make sure they are perceived as they intended to, in any setting: a one-to-one conversation, a business meeting, or a presentation to a large audience. There is no room for misunderstanding. You don’t get confused about their requests or feedback, and rarely need to follow up to confirm their decisions or opinions.

Analyze and Solve Issues: Although it might seem straightforward, problem-solving is more often said than done.

What differentiates an effective leader from others is not so much the ability to analyze issues and identify the root causes, but their ability and promptness to assess the possible options and decide on the best course of action to solve the problem and, if possible, prevent it from happening in the future.

We can evaluate a leader’s problem-solving ability by considering the speed at which they make decisions and the effectiveness of their subsequent actions.

Coach Future Leaders: As Simon Sinek points out, “One of the main responsibilities of a leader is to make other leaders.”

Authentic leaders understand that their ideas and contributions do not solely belong to them; instead, they belong to the people around them. They feel they are striving for something greater than their individual selves and are dedicated to helping others develop into valuable and trustworthy leaders, just as they have.

Achieve Results: If leaders reveal their actual value through their actions, evaluating their effectiveness in achieving results is not negotiable.

It is more than just getting things done. It is also how they achieve their goals and produce the expected outcomes, and the quality of those outcomes that matters.

Promote Teamwork and Inclusion: Team composition and dynamics play a crucial role in effective leadership. A leader should harness the strengths and talents of each team member to work towards a shared goal, fostering an environment where everyone can excel. Key indicators of effective leadership include the quality of relationships among team members, the level of collaboration and engagement, as well as the strategies employed to manage conflicts and recover from stressful or unexpected situations.

Inspire People: Inspiration is not tangible and easy to measure.

When considering a leader’s ability to inspire others, we should consult those around them. Are they willing to follow the leader’s example? Do they feel encouraged in embracing significant life or professional changes? Is the leader the person they turn to when facing setbacks and discouragement?

Share a Vision: A leader without a vision that transcends their personal fulfillment and benefits is not a leader.

They communicate their long-term goals and desirable future for the team or the company in any suitable circumstances (not only formal town-hall or end-of-the-year presentations). They share their passion and involve others (within and outside the team) to make it happen. And most importantly, they make decisions and set up action plans in alignment with their vision.

Act with Integrity: Integrity means living according to your values. For a leader, as for any other individual, people need to see that their actions match their words.

Assess a leader’s most critical decisions, communications, and relationships, which are vital for their role and success, and determine if they managed them in accordance with their declared top values and purpose.

Model Professionalism: Leaders recognize that their team learns and adapts their behaviors by observing and modeling them. This process encompasses even the most minor details, such as how quickly they respond to emails, their demeanor and attire during client meetings, and the specific language they use when giving feedback.

As a result, they intentionally strive to influence their team’s behaviors positively.

Embrace Challenges and Changes: Leaders distinguish themselves in any field by their ability to navigate and embrace change, often even creating it themselves.

They do not adopt a victim mentality or blame others when faced with difficulties. Instead, they maintain an optimistic outlook and actively seek opportunities in challenging situations.

They are also capable of leading people through organizational changes, managing resistance, and keeping the focus on performance and goals.

Think Strategically: Michael Watkins, in the book “The Six Disciplines of Strategic Thinking,” states that “Strategic Thinking means looking beyond the present situation and thinking critically and creatively about the many potential futures“.

Leaders demonstrate their strategic thinking whenever they make decisions or solve problems, considering not just short-term goals or immediate solutions, but also the broader context, incorporating diverse perspectives to challenge the status quo, and anticipating new opportunities and challenges that may emerge.

Empower Others: An effective lead empowers their team by delegating tasks, equipping them with the necessary resources, and providing feedback and support along the way. But the bottom line of empowerment is trust. A leader who genuinely wants to empower others consistently shows their trust in them and belief in their abilities, free from reservations or prejudices.

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