11 ways to make leadership skills contagious

The best leaders share a few predictable habits: They’re curious, self-aware, and genuinely invested in their team’s growth. But there’s a big difference between simply having these traits, and developing new leaders to embody these traits as well.

A 2022 study published in the journal Organizational Behavior and Human Decision Processes found that when leaders visibly act with curiosity—by questioning, learning, and exploring—they signal to team members that the environment is safe for interpersonal risk taking. In turn, employees feel more confident speaking up, sharing ideas, and contributing meaningfully.

In a new book, The Power of the Learning Mindset, authors Lilian Ajayi-Ore and Marshall Goldsmith identify eleven habits leaders should focus on to cultivate this environment. They call this concept leadership prowess—the mindset and practices that shape how leaders think, grow, motivate others, and develop their teams.

“Leadership prowess is not about being the smartest person in the room—it’s about creating an environment where others can contribute, develop, and lead as well,” Ajayi-Ore says.

Here are the eleven habits that define it—and what can happen when leaders and managers consistently practice them in front of their teams.

1. Be Intentional

Strong leaders don’t leave their impact to chance. 

“Leadership should never be accidental,” Ajayi-Ore explains. “Small daily choices—how you listen, respond, and guide others—ultimately define your leadership,” she says. 

Being intentional means thinking carefully about how you show up, what you stand for, and the impact you want to have each day.

2. Learn to Read the Room

Reading the room is a skill that separates good leaders from great ones. 

“Great leaders develop the ability to sense what’s happening beneath the surface. Understanding team dynamics, unspoken concerns, and emotional cues allows leaders to respond thoughtfully and build stronger connections,” Ajayi-Ore says. 

Being aware of these subtle signals makes all the difference in how you guide and support your team.

3. Care for Others—and Let It Show

Showing genuine care is one of the most important habits a leader can develop. 

“People perform at their best when they feel valued,” Goldsmith says. “Leaders who demonstrate authentic care create environments where individuals feel safe contributing ideas, experimenting, and growing.” 

When leaders make care visible, it helps create a  culture where trust, creativity, and collaboration can thrive.

A 2021 study found that leaders who show empathy help drive employee engagement and innovation. Employees with highly empathic leaders reported much higher levels of creativity (61%) and engagement (76%) compared with those whose leaders were less empathic (13% and 32%, respectively).

4. Listen More

Developing strong listening skills is essential for effective leadership.

“Listening is one of the most powerful learning tools a leader has.” Goldsmith says. 

By listening deeply to feedback, concerns, and perspectives, leaders gain insights that help teams solve problems more effectively, he adds. 

Paying attention to both what your team is saying—and what they don’t—can help leaders build trust, and make better decisions.

5. Be Kind

Leading with empathy and thoughtfulness is a small but powerful way to influence your team’s culture.

“Kindness strengthens trust and collaboration. It doesn’t mean avoiding difficult conversations; it means approaching them with respect and empathy so people can truly hear and engage with what’s being said,” Ajayi-Ore says.

When leaders prioritize kindness, they create environments where people feel respected, safe to contribute, and motivated to do their best.

6. Make Time to Rediscover Yourself as a Leader

When it comes to leading teams, reflection is essential, Ajayi-Ore emphasizes. 

“Taking time to pause, reassess your growth, and reconnect with your purpose helps leaders avoid burnout and stay aligned with their evolving goals,” she says. 

Regular self-reflection helps leaders stay intentional and grounded—and encourages team members to do the same.

7. Set Routine Goals for Yourself as a Leader

Setting personal goals is just as important as guiding your team toward theirs. 

“Many leaders set goals for their teams but not for themselves. Establishing personal leadership goals keeps growth intentional and reinforces accountability for your own development,” Ajayi-Ore says. 

When leaders model ongoing growth, they help create a culture where everyone feels motivated to improve.

8. Build Trust with Your Team

Strong teams start with trust. 

“Trust is the foundation of high-performing teams,” Goldsmith explains. “Leaders build trust through reliability, transparency, and consistent communication, creating an environment where people feel safe contributing and innovating,” he says.  

When leaders prioritize trust, team members feel secure taking risks, sharing ideas, and collaborating openly.

9. Ask for Help When You Need It

No leader can succeed entirely on their own.

“Strong leaders don’t try to carry everything alone,” Goldsmith explains. Asking for help demonstrates humility and reinforces a culture where collaboration and support are encouraged, he says. 

By modeling vulnerability, leaders make it easier for others to share ideas and support one another.

10. Be Accountable

Strong leadership starts with taking responsibility. 

“Accountability builds credibility. When leaders take responsibility for their decisions and impact, they model the behavior they expect from their teams and strengthen organizational trust,” Ajayi-Ore says.

Demonstrating accountability sets the tone for the team, encouraging everyone to own their work and contribute to a culture of trust and reliability.

11. Trust Yourself

Leadership often requires navigating uncertainty. 

“Developing self-trust helps leaders make confident decisions while remaining open to learning and growth,” Ajayi-Ore says. 

When leaders trust themselves, they model confidence and resilience, giving their teams the security to take risks, experiment, and grow alongside them.

What happens when managers practice these habits

While these habits are designed to help current leaders strengthen their leadership prowess in action, they also apply to those who may not see themselves as leaders, yet.

“You don’t need a formal role to begin practicing leadership—you need intention,” Ajayi-Ore says.

Instead she emphasizes starting with self-leadership. 

“Before you lead others, you must learn to lead yourself. This means cultivating awareness, taking ownership of your growth, and consistently applying these habits in how you think, act, and show up every day,” she explains. 

When leaders consistently practice these habits, the first shift happens internally.

“Leaders begin approaching challenges with curiosity rather than defensiveness,” Ajayi-Ore says. Feedback, uncertainty, and change become opportunities to learn instead of threats to authority. This shift strengthens self-awareness and leads to more thoughtful decisions.

The second shift happens at the organizational level, where teams naturally mirror the behaviors of their leaders. 

“When leaders demonstrate learning, accountability, and care for others, those behaviors begin to shape the culture,” Goldsmith says. 

Employees become more comfortable sharing ideas, asking questions, and trying new approaches.

Over time, organizations grow more adaptable, resilient, and innovative. Learning becomes part of how the organization operates, not just something that happens in formal training.

“Ultimately, the biggest shift is cultural. Leadership moves beyond individual performance and becomes a collective commitment to growth, trust, and continuous learning,” Goldsmith says.

However, that cultural shift can disappear if leaders fail to practice these habits consistently.

“When these habits are missing, leadership can unintentionally create environments where employees feel disconnected from both the mission and their own potential. What begins as a leadership gap gradually becomes a cultural one,” Goldsmith explains.

That’s why leadership prowess matters—it ensures leaders are not only guiding their organizations today, but also building the habits and culture needed for the future.

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