The Five Practices of Exemplary Leadership: What Great Leaders Actually Do

Leadership isn’t about personality or job titles. It’s about behaviors—specific actions that help people feel grounded, inspired, and capable of doing their best work.Across four decades of research, James Kouzes and Barry Posner discovered something surprisingly consistent: the leaders people willingly follow tend to act in the same five ways.

Let’s unpack these five practices—and explore how they show up in real leadership, not just theory.

1. Model the Way

People watch leaders long before they listen to them.

The most credible leaders begin with themselves. They’re clear about what they stand for, and their behavior reflects it—even when it’s inconvenient. That consistency builds trust, and trust gives people permission to follow.

What this looks like:

• Holding the same standards you expect from others

• Acting with transparency when decisions get tough

• Behaving in alignment with your values, not just stating them

When leaders’ actions match their message, teams don’t need to be convinced—they naturally align.

2. Inspire a Shared Vision

People commit to futures they can picture and believe in.

Vision is often treated like a corporate requirement, but the best leaders make it personal. They help people see where they’re going and why the journey matters. A compelling vision isn’t crafted for the wall—it’s created for the team.

What this looks like:

• Translating strategy into something human, not abstract

• Showing people how their work contributes to something meaningful

• Bringing optimism and direction during uncertain moments

When people understand the “why,” they contribute with energy instead of obligation.

3. Challenge the Process

Progress starts with leaders who are willing to ask better questions.

Great leaders don’t challenge for the sake of disruption—they challenge to improve. They look for smarter ways of working, test ideas in small steps, and learn quickly from what doesn’t work. Innovation becomes a habit, not a special event.

What this looks like:

• Questioning old routines instead of inheriting them

• Running small, low-risk experiments

• Encouraging curiosity rather than perfection

This mindset signals to teams that improvement is welcome—and safe.

4. Enable Others to Act

Leadership is not about being the expert—it’s about creating experts around you.

High-performing teams thrive when people feel trusted and supported. Leaders who share ownership, build strong relationships, and create psychological safety unlock something powerful: people speak up, collaborate, and take initiative.

What this looks like:

• Delegating decisions instead of approvals

• Building trust through openness and consistency

• Creating spaces where people can share ideas without fear

When leaders shift from controlling to enabling, capability rises across the team.

5. Encourage the Heart

People do their best work when they feel seen.

Recognition isn’t a soft gesture; it’s a strategic leadership behavior. Genuine appreciation reinforces progress, strengthens commitment, and reminds people why their work matters. The best leaders notice effort—not just results.

What this looks like:

• Celebrating team wins intentionally, not automatically

• Offering specific and sincere appreciation

• Highlighting progress during challenging periods

Leaders who encourage the heart create cultures where people want to stay—and want to excel.

Why These Practices Still Matter

The workplace has changed, but human motivation hasn’t. People follow leaders who are credible, clear, curious, empowering, and appreciative. These five practices offer something rare: a leadership model that is research-backed, practical, and timeless.

Better yet, they’re behaviors—meaning anyone can practice them, improve them, and embed them into their daily leadership.

How to Use This Framework

The Five Practices fit seamlessly into:

• leadership development programs

• succession planning and talent pipelines

• 360° feedback tools

• performance conversations

• team workshops

• onboarding for new managers

Because the model is behavioral, not personality-based, it works across roles, cultures, and levels.

Final Thought

Leadership isn’t something people are born with. It’s something they practice. And when leaders consistently act in ways that build trust, clarity, and connection, people don’t just comply—they commit.

Sources

• Kouzes, J.M., & Posner, B.Z. The Leadership Challenge. Research summary: https://www.leadershipchallenge.com/five-practices

• Harvard Business Review – leadership behavior, innovation, recognition (https://hbr.org)

• Google – Project Aristotle (psychological safety): https://rework.withgoogle.com

• McKinsey – leadership capabilities and future leadership trends (https://www.mckinsey.com)