4 Key Behaviors of Highly Effective Leaders
Cathie Leimbach • June 18, 2024
Great leadership begins with a mindset that fosters the success of others. This leadership mindset is pivotal for organizational excellence. It encompasses four key behaviors: being supportive, maintaining a strong results focus, considering multiple perspectives, and solving problems effectively.
- Leaders who are supportive build trust and encourage team members, creating a positive work environment.
- A strong results focus ensures that goals are met efficiently and effectively, driving the team towards success.
- By considering multiple perspectives, leaders can make well-rounded decisions, fostering innovation and inclusivity.
- Effective problem-solving enables leaders to navigate challenges swiftly, maintaining progress and morale.
McKinsey studies found that together, these behaviors account for 89 percent of leadership effectiveness, demonstrating that a balanced approach combining empathy, goal orientation, inclusivity, and strategic thinking is crucial for leading teams to success.
This mindset not only enhances individual performance but also cultivates a collaborative and thriving organizational culture.
Most CEOs focus on strategy, systems, and talent. But the biggest driver of performance is already in place: managers. Manager behavior influences about 70% of team engagement and results. What happens in everyday conversations matters more than perks, pay, or policies. Managers either multiply energy or drain it. Clear, supportive managers raise performance. Avoiding, inconsistent managers quietly lower it. The good news? Small habits make a big difference: Clarifying expectations Giving timely feedback Addressing issues early Reinforcing priorities These moments add up. Instead of telling managers to “motivate people,” try asking: Where might expectations be unclear? Where is inconsistency allowed? What conversation is being avoided? When managers improve just a little, results improve a lot. 👉 Join our 60-minute Leadership Conversation to explore how everyday manager habits quietly shape engagement and results.
When engagement drops, many organizations reach for perks—rewards, programs, or incentives. These can create a short lift, but they rarely solve the real issue. Engagement starts with expectations. Most people want to do good work. What gets in the way isn’t motivation—it’s uncertainty. When priorities shift, roles feel unclear, or success means different things to different leaders, people disengage quietly. Leaders often don’t realize they’re contributing to this. Vague direction, inconsistent follow-through, or assuming “they already know” leaves teams guessing. Over time, guessing turns into frustration—and frustration turns into disengagement. Strong engagement cultures focus on leadership basics: Clear priorities Shared definitions of success Aligned expectations Consistent reinforcement When expectations are clear, people move with confidence. They take ownership, collaborate better, and stay engaged because they know where they’re headed. Perks can support engagement—but only after clarity is in place. 👉 Read our full article on Why Engagement Starts With Expectations to turn clarity into a real advantage.