7 Leadership Habits That Just Flat-Out Work
The question I get asked all the time is, “How does that person make leading that team or business look so easy?” The truth is that great leadership isn’t about effortless charisma or some hidden talent—it’s about trust, consistency, and showing up in a way that makes others feel empowered. It’s not magic, but a set of habits that, with practice, can make leadership look seamless.
The best leaders across industries, cultures, and eras share a common thread: they practice a handful of habits with near-religious consistency. These aren’t just feel-good behaviors or trendy leadership hacks. They act on and use behaviors that are scientifically proven to rewire how people think, feel, and perform.
In fact, modern neuroscience shows that these habits directly impact brain chemistry, emotional regulation, and team dynamics. From boosting dopamine and oxytocin to reducing cortisol and cognitive load, these behaviors don’t just feel right—they fire right.
Whether you’re running a startup, leading a team or company, corralling a classroom, or steering a global empire, these seven habits aren’t just nice-to-haves—they’re your secret weapons.
Let’s dive in….
1. Listen Like You Mean It
Why it works:
People don’t follow leaders who talk at them. They follow leaders who hear them. Active listening, like really tuning in without mentally drafting your response, will build trust, uncover hidden insights, and most importantly, will make people feel valued.
The differentiator:
When team members feel heard, they’re more likely to speak up, take initiative, and stay engaged.
The neuroscience behind it:
When someone feels truly listened to, their brain releases oxytocin, the “bonding hormone.” This promotes trust and psychological safety—two non-negotiables for high-performing teams.
Start here:
Start every one-on-one with these questions: “What’s one thing slowing you down right now?” “How can I help you be successful? “ Then zip it and listen.
2. Make Decisions
Why it works:
Indecision is the silent killer of momentum. Great leaders gather input, weigh the options, and then, crucially, they decide.
The differentiator:
People crave focus and clarity. Leaders who make timely decisions create direction and confidence for their team and the organization. Those who don’t? They tend to create confusion and second-guessing and even miss market-making opportunities.
The neuroscience behind it:
Decisiveness reduces cognitive load for your team. When leaders make clear choices, it frees up mental bandwidth and reduces cortisol, the stress hormone, allowing people to focus and execute.
Start here:
Utilize the 70% rule: Make decisions when you have at least 70% of the necessary information. Waiting for complete certainty often results in missed opportunities. I’d bet that if you reflected on decisions of the past, you would find it hard to remember one you made in error, or one that couldn’t be adjusted.
3. Own Mistakes Publicly
Why it works:
Nothing earns respect faster than a leader who says, “That one’s on me.” Accountability isn’t weakness—it’s magnetic.
The differentiator:
When leaders own their missteps, it gives everyone else permission to do the same. That’s how you build a culture of learning instead of blaming.
The neuroscience behind it:
Admitting fault activates mirror neurons in others, which raises empathy and connection. It also reduces amygdala reactivity, making people feel safer, more open to feedback, and more willing to take healthy risk.
Start here:
When something goes sideways, be the first to speak. A simple “Here’s what I missed” disarms defensiveness and sets the tone.
4. Give Positive Recognition (and Taking None)
Why it works:
Recognition is the rocket fuel. When leaders shine the spotlight on others, it boosts morale, loyalty, and performance.
The differentiator:
People follow leaders who elevate others. They walk away from those who make everything about themselves.
The neuroscience behind it:
Recognition triggers dopamine release—the brain’s reward chemical. This not only boosts motivation but also reinforces the behavior you want to see repeated.
Start here:
End every team meeting by calling out one person’s contribution. Reinforce the behaviors and action you want to see more of. Be detailed. Be specific. Be generous. Be consistent.
5. Show Up Consistently
Why it works:
Consistency builds trust. Whether it’s your mood, your values, or your expectations. When people know what to expect from you, they feel safe, supported, and more willing to go the extra mile.
The differentiator:
Unpredictable leaders can create anxiety, stress, and low morale. Consistent leaders create stability, and that’s what people follow, especially in uncertain times.
The neuroscience behind it:
Consistent leadership supports executive function—the brain’s ability to plan, focus, and regulate emotions. When people don’t have to guess how their leader will show up, they experience less cognitive friction and more clarity. This frees up the prefrontal cortex, allowing for better decision-making, creativity, and collaboration.
Start here:
Identify the kind of leader you want to be known as. For example: calm under pressure, always available, or feedback-focused, then never miss the behaviors that reinforce that identity. Then pick one leadership ritual (e.g., daily check-ins, weekly feedback, monthly one-on-ones) and never skip it. Rituals build reliability, and reliability builds trust at the neural level.
6. Have the Tough Conversations
Why it works:
Avoiding conflict doesn’t make it go away, it just snowballs into something much larger. Great leaders lean into discomfort. They address performance issues, misalignments, and hard truths with empathy and clarity. Offering improvement feedback is their brand.
The differentiator:
People respect leaders who are honest, even when it’s hard. Tough conversations that are handled well build stronger teams, healthier collaboration, and a team that is resilient and adaptable.
The neuroscience behind it:
Avoidance isn’t just a personality trait—it’s a trained neural response. Over time, your brain learns to associate discomfort with danger, reinforcing the habit of dodging difficult conversations. But here’s the good news: you can rewire that response. Each time you lean into a conversation you’d normally avoid, you weaken the old avoidance circuit and strengthen new pathways in the prefrontal cortex—the part of the brain responsible for courage, planning, and emotional regulation. This is neuroplasticity in action.
Start here:
Before the conversation, say out loud (even to yourself): “I’m feeling resistance, which means this matters.” Then write down the one outcome you want from the conversation. This simple act grounds your intention and helps override the brain’s avoidance loop.
7. Going to Gemba (a.k.a., Where the Work Happens)
Why it works:
You can’t lead from the ivory tower. “Gemba” is a Japanese term meaning, “the real place”—where the action is. Great leaders walk the floor, visit the front lines, and ask, “What’s getting in your way?”
The differentiator:
Leaders who show up where the work happens earn credibility fast. They see the friction points firsthand and hear the truth unfiltered.
The neuroscience behind it:
When leaders step into the day-to-day environment, it reduces perceived power distance, which the brain interprets as a signal of safety. This encourages more honest feedback and increases prefrontal cortex activity—supporting openness, problem-solving, and innovation.
Start here:
Block a minimum of 30 minutes a week to “walk the floor”—physically or virtually. Ask three people, “What’s one thing we should fix?”
Final Thoughts: Habits Make the Leader (and Rewire the Brain)
These seven habits aren’t flashy. They don’t require a TED Talk or a six-figure coaching package. But they do require consistency. And that’s the real secret: anyone can do these things once. The leaders who stand out are the ones who do them every day.
And here’s the kicker: your brain—and your team’s brains—are constantly rewiring based on what you do repeatedly. This is called neuroplasticity, and it’s the foundation of habit formation, trust-building, and leadership growth.
When you consistently listen, recognize, decide, and show up with clarity and courage, you’re not just leading—you’re literally reshaping the neural pathways that govern how people respond to you. You’re reducing fear responses, increasing motivation, and building a culture where people feel safe, seen, and supported.
Because leadership isn’t about being in charge—it’s about creating the conditions in which others can thrive. The best leaders don’t just inspire action; they establish a leadership operating system that shapes the mental and emotional environment necessary for high performance.
By: Matt Francoeur