Top 6 Successful Leadership Qualities

August 16, 2021

Leadership qualities in business consulting

Hi, team! It’s your friend, Mary, with The I in Team Series where you can find, be, and build your positive influence. If you think about current and past leaders of organizations, do any of them possess the same successful leadership qualities? Several studies have shown that leaders are different as much as they are similar. However, there are six qualities that are shown to be possessed by the most successful leaders. The leaders who possess the below six qualities run organizations with team members who are more driven, creative, enthusiastic, productive, and positive.

Being Goal Driven

Leaders should be results oriented; this is how organizations thrive and strive. Successful leaders who are goal driven do two things:

1) They set and achieve their own goals

2) They help others set and achieve their own goals

Part of being a successful leader is ensuring everyone on your team is not only aware of your organization’s goals, but that [GBK1] they are setting their own goals as well. If their goals align with the organization’s goals, that’s great! When everyone on the team is aware of the current goals and is [GBK2] striving to meet those goals through their own goal setting, organizations will almost certainly succeed in their industry. Leaders must motivate their team to set and achieve their goals, as well as giving them the tools necessary to do so.

Having Excellent Communication

Employing excellent communication skills is imperative for any leader, especially if they are going to successfully aid in their team’s goal setting and achievement. Leaders who know how to communicate with a diverse set of individuals while ensuring everyone stays on the same page requires practice, patience, creativity, and energy. One of the most powerful tools successful leaders have is their spoken word, privately and face-to-face, with an employee. One-on-one communication followed up with supportive action can reap tremendous results. Consider establishing an open-door policy, if you don’t already have one; if you need focus time, schedule that time for yourself consistently and communicate to your team why you need the focus time and when you will be taking it.

Empowering Others

Empowering others, in part, means making them feel good and like they are valued. Some people possess the quality of being able to transfer positive energy to others, thus, empowering them. Behavioral experts refer to this as positive energy transference, and this brings out the best in others. When your team feels empowered in their abilities and understands that they are valued in the organization, they will strive to meet their and the organization’s goals. Successful leaders can empower employees by getting to know them, understanding their dreams, and helping them link their dreams to the organization’s vision, mission, goals, or values.

Having Empathy

Having empathy for your team aids in successful leaders’[GBK3] ability to communicate and empower their team, and vice versa. Empathy is the ability to recognize, categorize, and understand an emotion another individual is feeling, as well as being able to communicate or demonstrate that understanding in a way that makes the experience positive for the team member. One of the keys here is avoiding toxic positivity and not making the conversation about yourself. Show your team you care about them by being empathetic to their needs, feelings, goals, and current situation.

Being Pragmatic

While it may seem that being pragmatic goes against having empathy, this is not true. In fact, being pragmatic can aid successful leaders in their pursuit of empathy and empowering their team. When leaders understand that part of human nature is emotion, coupled with the fact that life is messy, they can use pragmatism to communicate more effectively. Being pragmatic doesn’t mean doing away with emotion, it means the opposite. It means taking into account all the variables, understanding your team, and making decisions that are practical. Being pragmatic combined with empathy is a step towards high emotional intelligence. To be practical, leaders must have a wholistic understanding of their team.

Having Structure & Being Organized

Without structure or being organized, leaders couldn’t possibly create successful organizations. Leaders must be structured in their work, remaining consistent and organized to maintain order within the team. If leaders can help their team remain structured and organized as well, their team members will stay on target for deadlines, be more likely to meet their goals, and remain productive.

Conclusion

Successful leaders are ones who employ positive habits for both their own and their team’s benefit. The above six qualities are shared by nearly all successful leaders. To be a positive influence on yourself and your team, you must continually grow, learn, and develop positive habits. If you are lacking any of the above, identify what you would like to work on and ask for outside accountability to help you develop your goal. If you require leadership coaching, contact our team at IA Business Advisors. We would love to help you find, be, and build your positive influence.

[GBK1]Do you need that here?

[GBK2]Should this be are?

[GBK3]Should this be leader’s since it is referring to an individual as you used “your” ?

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Hello, team! Mary here, continuing our journey through the I in Team series, where we challenge and empower you to Find , Be , and Build Your Influence. One of the most common things we’re asked to help our clients with is toxic workplace recovery. This directly connects to the culture of the team, and while rebuilding that culture takes time and intention, it is absolutely possible. In fact, with the guidance of our I in Team approach and S.M.A.R.T. Management system, we’ve successfully helped more than 19,000 teams evolve into high-performing, values-based cultures. If you’re ready to take the lead and breathe life back into your team, we’re here and ready to support you. Practice Emotional Intelligence One of the most impactful steps you can take on your toxic workplace recovery journey is to practice emotional intelligence (the ability to recognize, understand, and manage both your own emotions and the emotions of those around you). Toxic environments are often the result of emotional disconnection, poor communication, unnecessary competition, and a culture that avoids constructive feedback. Begin by shifting your perspective: respond with empathy, ask thoughtful questions, and use “I” statements. These habits model two traits, emotional regulation and empathy, that influence how your team interacts and solves problems. Start small. For example, set a personal goal to give one piece of sincere praise or recognition per day. This is a S.M.A.R.T. goal, and it starts to reinforce positive emotional exchanges. Over time, this contributes to a psychologically safe environment where people feel seen and supported. Foster Open Communication Once emotional intelligence begins to take root, toxic workplace recovery is just around the corner. Open communication becomes more natural because when team members are aware of their own and others’ emotions, communication becomes seamless. The number one rule? Listen. Really listen. Without listening, communication is incomplete. Try implementing monthly influence partnerships—team pairings that rotate so members can get to know each other beyond surface-level roles. This creates connection and, when done with consistency (Timely), fosters trust across your team. Another way to build open communication is by creating a structured feedback loop. Clarify how and when feedback should be given—perhaps during weekly one-on-ones or monthly review meetings—and make sure all team members understand the difference between criticism and constructive feedback. S.M.A.R.T. feedback is Specific and Relevant, and when delivered with respect, it encourages team members to grow without fear. Lead by Example As we say throughout the I in Team series, everyone is a leader regardless of title. Whether you’re in the C-suite or just starting your first job, how you show up directly shapes the culture of your team. To begin, set some respectful boundaries rooted in your values. Let others know what you need to succeed and what behaviors support or disrupt your work. When disagreements arise, demonstrate what respectful disagreement looks like—calm, focused on solutions, and free from personal attacks. If your workplace has leaned into competition, shift the focus to collaboration. Collaborate on micro-goals, like shared tasks or cross-functional projects. Make the results Measurable and celebrate wins together (publicly, if possible). Consider S.M.A.R.T.-based team-building events (like problem-solving challenges or goal-setting workshops) to reinforce collaboration in a meaningful way. Final Thoughts Toxic workplace recovery starts with you. Every interaction, every word, every moment of listening is a chance to model what’s possible. Show up the way you want others to show up. If your team is struggling to rebuild or you need expert guidance, reach out . We’re here to help. Let’s keep influencing responsibly and positively together.