What Separates Exceptional Leaders From the Pack? It Comes Down to 5 Rare Behaviors

Over the years, I’ve encountered some truly appalling examples of leadership, both while serving on executive teams in previous companies and while coaching executives to enhance their effectiveness after branching out on my own.

Certain instances stand out, ones that have driven talented individuals to seek opportunities elsewhere. Take, for instance:

• Executive teams embroiled in political discord, each member pulling in a different direction with conflicting agendas. The ultimate casualties? The employees.
• Managers exhibiting not just confidence but outright arrogance that alienates those around them.
• Managers who seem disengaged, whether physically, mentally, or both, retreating behind closed doors to avoid interaction and conveniently claiming busyness during critical moments.

These detrimental traits, among others, deviate significantly from the qualities of leaders whom employees willingly and enthusiastically follow.

Nevertheless, the positive examples far outnumber the negative ones. Let’s highlight five behaviors characteristic of the most respected and likable leaders. If you’re fortunate enough to work under such a leader, it just might be the silver lining that makes staying in your job worthwhile.

1. They’re not scared of being proved wrong

Leaders who are arrogant and dismissive of differing viewpoints often operate under the assumption that they are always right, and they expect everyone else to acknowledge it, too. However, such behavior doesn’t reflect confidence; it’s a hallmark of intellectual bullying. Conversely, outstanding leaders, those with devoted followers, possess the confidence to gracefully concede when proved wrong. For them, prioritizing the pursuit of truth outweighs the need to be perceived as infallible. These leaders are willing to acknowledge their mistakes, admit when they are wrong, or concede when they lack all the answers. Intellectual bullying? Hardly ever the case.

2. They listen more than speak

Want to hear an insecure leader at work? Easy, just listen to their bragging–a mask for their insecurity. Confident leaders are unassuming and know what they think; they want to know what you think. Practically speaking, they allow their followers the freedom to think and be part of the conversation; they ask curious questions, lots of questions: how something is done, what you (the employee) like about it, what you learned from it, and what you need in order to be better, more productive, more efficient, etc. Great leaders with loyal followers realize they know a lot and seek to know even more. And they know the way to do that is to listen more.

3. They protect the team from toxic behaviors

Unchecked gossip that targets a team member can derail a whole team. Its impact in the workplace can lead to lost productivity, wasted time, division among employees, and a gradual erosion of morale and trust. To prevent this from happening, a leader with a strong foundation of integrity should step in decisively and declare, “This ends now.” Such a leader should foster a positive work culture where respect, collaboration, and teamwork are bulwarks against toxic behaviors like gossip, backstabbing, and bullying.

4. They give the people all the credit

Here’s a familiar scenario at work: The product development team creates an incredible new technology, but the manager or executive takes all the credit for it. Sound familiar? This kind of behavior can cause team morale to plummet. Great leaders, on the other hand, don’t need to take the spotlight or seek validation. Instead, they celebrate the team’s success and shine the spotlight on others. This boosts the confidence and trust of team members, leading to a more loyal and productive team.

5. They display a humble confidence 

Confident and humble leaders have a loyal following because they’re not afraid to seek advice or input that will keep them on track and move them in the right direction. These leaders have positional authority but don’t wield it through power and control over people and decisions; instead, their humility allows team members to take ownership and feel like they’re invested in the business in an entrepreneurial way. In fact, their humble confidence may even allow them to be the source of other people’s jokes at their expense because they know that when you’re real and unpretentious and occasionally let your guard down to connect with others, people don’t laugh at you; they laugh with you.