Effective team leaders exhibit certain habits and behavioral qualities that inspire their teams to produce their best work.

Here are five habits all effective team leaders have:

Habit #1: Effective team leaders focus on their team more than themselves.

They are willing to put the team’s success above their own. Coming from a place of selfless service, the effective team leader consciously finds ways to uplift the team and its individual members in need.

Habit #2: Effective team leaders create a space where people can trust one another.

They go first in difficult discussions, which often leaves them vulnerable. Exhibiting courage, they bring difficult behavioral issues to the surface. Unwilling to engage in office politics or posturing, they consistently call out passive-aggressive behavior and people’s fear of conflict.

Habit #3: Effective team leaders focus on strengths, not weaknesses.

They understand that the purpose of an organization is to capitalize on the strengths of its employees instead of focusing on improving individual weakness. Team leaders that play to team member’s strengths build more powerful teams.

Habit #4: Effective team leaders push for a higher standard.

They keep themselves and their team accountable for their actions and behaviors. This profound level of accountability becomes infectious and team members begin holding each other to the same high standard.

Habit #5: Effective team leaders drive toward results and keep their team focused on the end picture.

Transcending personality conflicts and petty behavioral problems within the team, they keep everyone focused on what matters most: The results the team is committed to achieving.

You can’t pick and choose from the above list of habits. To be an effective team leader, you must adopt all five habits.

Related posts:

1. The First Stop Toward Building an Effective Team
2. Five Habits of the Effective Executive
3. Five Faulty Habits of the Mind

Every one of us helps, advises and guides others—we are all mentors to different people at different times. But what are the keys to being an effective mentor to your team members, associates, friends and family members?

1) Be a guide, not an instructor.

An instructor tells a person what to do. A guide provides moral support, but only advises when appropriate—like when you know they are going in the wrong direction.

2) Give the mentee space.

Your role as mentor is not to keep the mentee from failing. Failure often represents the fastest avenue for growth. Your supportive presence is often all that’s required.

3) Become an active listener.

Learn to be with the mentee. Deeply listen to the emotional tone and watch body posturing and gesturing, instead of merely listening to the words. Avoid formulating a response while the mentee is explaining an issue—even if you know the answer. The mentee will be more receptive once he feels he has been heard and understood.

4) Lead by example.

You earn the respect of your mentee not by what you say or do—or even your executive rank and title—but by who you are. Your own commitment to growth will inspire a profound willingness in your mentee.

5) Let go of your narcissistic ego.

There’s simply no place for ego within the mentor’s role. Approach the mentoring role with humility and a sense of servitude to your fellow employee. Remember: It’s not about you; it’s about them.

Mentoring is a role each of us plays in supporting and uplifting the whole of our organizations and all of humanity. The more you sharpen your mentoring skills, the more effective and inspiring a leader you will be.

Related posts:

1. The Importance of the Mentor
2. Three Powerful Steps to Coaching
3. Seven Qualities of an Effective Coach