5 Distinctive Leadership Behaviours That Will Transform Your Team

Uncover the five distinctive behaviours that define effective leadership and can revolutionise your team’s performance. See how the 90-Day Leadership Challenge can boost your leadership abilities, motivate your team, and drive organisational success. Embark on a journey with us to unlock your leadership potential and achieve real, measurable results!

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Organisations with the highest quality leaders were 13 times more likely to outperform their competition in key bottom-line metrics such as financial performance.DDI Global Leaders Forecast 2011

5 Distinctive Leadership Behaviours That Define Effective Leadership

1. Lead by Example

Practical steps to follow:

  1. Clarify Your Values: Reflect on your core values and ensure they align with your organisation’s mission. Communicate these values consistently through your actions and decisions.
    Tip: Create a personal mission statement that outlines your values and share it with your team to set clear expectations.
  2. Be Consistent: Ensure your actions match your words. This builds trust and sets a standard for your team. Consistency in behaviour helps reinforce the values you wish to instil in your organisation.
    Tip: Keep a journal to track your actions and decisions, reflecting on how well they align with your stated values.
  3. Set the Example: Demonstrate the behaviours you want to see in your team. Show up early, meet deadlines, and maintain a positive attitude, even during challenging times.
    Tip: Identify key behaviours that exemplify your values and make a conscious effort to model them daily.

2. Inspire a Shared Vision

Practical steps to follow:

  1. Communicate Enthusiastically: Share your vision with passion and energy. Your enthusiasm will be contagious and inspire your team to buy into the vision.
    Tip: Use storytelling to paint a vivid picture of the future you envision, making it relatable and exciting for your team.
  2. Involve Your Team: Collaborate with your team to refine and shape the vision. When team members feel they have a stake in the vision, they are more likely to be committed to achieving it.
    Tip: Hold regular brainstorming sessions where team members can contribute ideas and feel valued in the vision-creation process.
  3. Connect Vision to Values: Ensure your vision aligns with both your personal values and those of your team. This alignment creates a sense of purpose and direction.
    Tip: Regularly discuss how the team’s daily work contributes to the larger vision, reinforcing its importance and relevance.

3. Challenge the Status Quo

Practical steps to follow:

  1. Encourage Innovation: Foster a culture where new ideas are welcomed, and experimentation is encouraged. Reward creative thinking and celebrate successful innovations.
    Tip: Implement a suggestion box or an innovation hub where team members can freely share and develop new ideas.
  2. Take Calculated Risks: Don’t be afraid to try new approaches. Evaluate the potential risks and benefits and learn from both failures and successes.
    Tip: Lead by example by taking on a challenging project or initiative that pushes the boundaries of your comfort zone.
  3. Question Existing Processes: Regularly review and assess current procedures and practices to identify areas for improvement.
    Tip: Schedule periodic “process improvement” meetings to identify inefficiencies and brainstorm better ways to achieve goals.

4. Empower Others

Practical steps to follow:

  1. Delegate Effectively: Trust your team with responsibilities and decision-making authority. This empowers them and helps you focus on higher-level strategic tasks.
    Tip: Match tasks to team members’ strengths and interests to enhance their engagement and effectiveness.
  2. Foster Collaboration: Create opportunities for team members to work together and leverage each other’s strengths. Encourage open communication and mutual support.
    Tip: Use team-building exercises and collaborative tools to strengthen team dynamics and cooperation.
  3. Provide Resources and Support: Ensure your team has the necessary tools, training, and support to succeed. Be accessible and offer guidance when needed, but avoid micromanaging.
    Tip: Conduct regular check-ins to understand your team’s needs and provide timely assistance and resources.

5. Recognise Contributions

Practical steps to follow:

  1. Celebrate Achievements: Regularly acknowledge and celebrate both individual and team successes. This boosts morale and reinforces positive behaviours.
    Tip: Implement a recognition program that highlights achievements in team meetings or through a company newsletter.
  2. Show Appreciation: Take time to personally thank team members for their hard work and dedication. A simple thank you can go a long way in making someone feel valued.
    Tip: Write personalised notes or send emails to team members expressing your gratitude for their specific contributions.
  3. Create a Positive Environment: Foster a culture where recognition is part of the daily routine. Encourage team members to appreciate and recognise each other’s efforts.
    Tip: Establish a “kudos” board where team members can post notes of appreciation for their colleagues.

Transition to the 90-Day Leadership Challenge

Here's how we make it happen:

    1. Bespoke Leadership Challenges: We tailor our leadership development programmes to meet the unique needs of your organisation. Whether you need to enhance team collaboration or drive innovation, our programmes are designed to produce measurable improvements and a clear return on investment.
  1. 360° Feedback Instruments: Using feedback tools developed from over 30 years of leader research, we provide your leaders with deep insights into their impact and benchmark them against the best in the world – highlighting their strengths and pinpointing areas for growth.
  2. Expert Coaching: Our skilled coaches facilitate peer-to-peer coaching sessions, helping each leader to understand their feedback and develop actionable plans. This hands-on approach ensures that the new leadership behaviours are not only learned but ingrained in their daily routines.
  3. Real-World Application: The 90-day Leadership Challenge includes practical exercises and projects that allow leaders to test and refine their skills in real-time. By working on live projects, leaders can immediately see the impact of their new behaviours, fostering a sense of accomplishment and motivation.

Concluding Thoughts

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Client Manager

Background Info

Molly studied at Newcastle University and graduated with First Class degree in Philosophy. Molly supports our clients through all stages of their engagement with Ninety Days to ensure projects are executed as planned and that measurable outcomes are achieved. She has worked with a range of SME, public sector and private sector clients.  


Client Manager

Background Info

Ayesha holds an MSc in Management and Strategy from the London School of Economics and Political Science, a degree in International Business, and a Diploma in Management Accounting. As a Client Manager, she collaborates with both public and private sector clients to execute projects within 90 days, delivering measurable impact.  

Ayesha is particularly experienced in managing Transformation Programmes for our clients.  

Dr. Raj Patel MBE

Practice Lead

Background Info

Dr Raj Patel was the Interim Medical Director of Primary Care for NHS England and NHS Improvement. He was previously Medical Director of NHS England for Lancashire and Greater Manchester as well as Director of Commissioning for Lancashire. He currently sits on the General Medical Council and the Doctors and Dentists Remuneration Body.

A Fellow of the Royal College of General Practitioners, Raj was a GP in Greater Manchester for thirty years and has held senior clinical leadership positions in the NHS, locally, regionally and nationally since 1997 as well as a GP advisor role at the Department of Health.

Raj has worked extensively with broadcast and print media in the past. He is a graduate of Manchester University Medical School and sat on the General Assembly of the university. Raj was awarded an MBE in The Queen’s Birthday honours list 2019 for services to healthcare.

Prof. Hilary Garrett CBE

Practice Lead

Background Info

Hilary, CBE, PhD (Hon), MSc, BSc, RGN, RHV, PGCE is an experienced public sector senior leader, recently retired from Deputy Chief Nursing Officer for England post at NHS England. Hilary continues to hold a post as a Non-Executive Director for the NHS Cheshire and Merseyside Integrated Care Board.

Hilary is a registered Nurse and Health Visitor with over 40 years’ experience of working in clinical, public health and leadership roles in the NHS. She held several Director posts across both commissioning and provider environments in addition to holding a Deputy Chief Executive post for both.

She led many local and national programmes of work focusing on improving quality, safety and the working lives of people in the health and care systems.

Hilary is also an accredited senior Executive Coach and Mentor and is passionate about supporting people to realise and achieve their potential. 

John Atkinson


Background Info

John Atkinson serves as a consultant at Ninety Days, specialising in driving transformative change within organisations.

With a strategic approach aligned with Ninety Days’ mission, John collaborates with boards and executive teams to create actionable processes for immediate implementation, ensuring measurable outcomes.

With 30 years of experience, John brings a wealth of expertise to Ninety Days. He has designed engagement processes for the UN Food Systems Summit and supported the World Health Organisation during the Covid-19 pandemic. Notably, John oversaw the ‘Total Place’ program for the UK Government, demonstrating his ability to lead large-scale initiatives.

His pragmatic, hands-on approach, honed through work with global leaders in various sectors, adds significant value to Ninety Days’ interventions.

Mike Gill


Background Info

Mike brings over thirty years of extensive NHS experience, including executive roles as Deputy Chief Executive and Director of Finance.

He has a proven track record in healthcare governance, having led transformation initiatives and improved governance arrangements at various levels within NHS organisations.

Mike’s expertise includes strategic financial planning, quality governance, and risk management. He has supported boards in delivering their strategic objectives and ensuring effective operational autonomy.

As a regular contributor to national board development programs, Mike provides invaluable insights and guidance to healthcare executives and non-executive directors.

Liz Leinhardt


Background Info

Liz, RGN, PGCert Ed, BSc Hons MSc, is a highly qualified healthcare professional with extensive executive and operational experience in top-performing Foundation Acute Trusts, Primary Care, and Commissioning. Her exceptional track record includes consistently delivering performance standards and driving transformational change.

She collaborates with clinical and managerial teams to facilitate service transformation and sustainable change within organisations.

With 30 years of nursing experience and two decades in senior management, Liz possesses a wealth of knowledge in developing and delivering high-quality services.

Philip Curzon

Managing Partner

Background Info

With over forty years in senior leadership roles in both the public and private sector, Philip uses his experience to ensure that our clients execute the measurable change they have agreed upon.

Philip, along with our team of associates, remain with the client throughout the 90 Day Cycle to ensure that there is no loss of focus and that we adapt to the unexpected.

In his most recent role Philip was CEO of an educational technology company which transitioned from a bricks and mortar publishing house to a global online content provider.

He is also an alumni of Harvard Business School, INSEAD and the Army Staff College. 

Impactful Leadership

We focus on producing measurable improvements in key leadership behaviours that directly impact organisational performance.

By benchmarking leaders against global standards and providing personalised coaching, we empower them to inspire, challenge, and guide their teams effectively.

Through our unique 90-day Accelerated Performance CycleTM, leaders not only develop new habits but also lead projects that deliver tangible economic benefits to the organisation, ensuring a clear return on investment in leadership development.

Organisational Transformation

Our approach transcends mere change management, aiming for profound organisational transformation.

By meticulously assessing your organisation’s culture and leadership perceptions, we identify areas of alignment and discrepancies through our unique “heat map.”

This serves as a strategic guide, enabling targeted interventions and inclusive dialogues with senior leadership teams, fostering a culture of continuous improvement and adaptability that endures beyond our intervention.

High Performance Culture

We instil a high-performance culture within your organisation. By engaging employees in strategic thinking, planning, and execution processes, we empower them to understand their individual contributions to organisational success.

This shift in focus from day-to-day operations to strategic alignment cultivates an environment where excellence becomes the norm, driving productivity, innovation, and competitive advantage.

Arend Welmers

Managing Partner

Background Info

Arend works with our clients to design and deliver a process that drives the rapid, measurable improvements that you require. With over thirty years of experience in performance coaching, Arend has dedicated his career to helping organisations accelerate their performance and achieve tangible results.

A challenging, inspiring and highly regarded coach, facilitator and speaker, Arend has a reputation for designing and implementing interventions that challenge conventional practices and quickly generate value for client organisations.

Recent assignments have seen him designing and leading major leadership development and business change strategies in Lisbon, Paris, Berlin, New York and London.