Intuitive Leadership – When Restraint Is What’s Needed

Lots and lots and lots gets written about Leadership. It’s a great subject, so of course it’s popular. I’ve written about it too.

When so much get’s written about a subject, every aspect ends up being scrutinised, second-guessed and over-analysed. Its easy to start wondering what is real, what is effective and what you ‘should’ believe. Leadership development programmes can easily become more about the shine than the talent.

At work, in conversations with other HR pros, in the media even, you see strong leaders. Leaders who just “get it”.

But who are we, really, to define what good leadership is, what style should work, and what approach isn’t right? We know the answer to those questions, but it’s worth the periodic consideration. Its worth the food for thought.

We’ve heard successful examples of positive leadership as well as the horror stories of draconian fear-based management, and i’m sure we all know what style we prefer to have, to work with, and to work for, but i’m pondering more and more at the moment on intuitive, organic leadership. 

I’m pondering more on those who haven’t been developed within an inch of their lives. Those who haven’t been changed beyond all recognition of who they once were. Those who haven’t read a book to know how to conduct themselves.

I’m pondering more on those leaders, who are effective leaders because they intuitively act in a senseful, respectful way, that is authentic and human.

I’m pondering more on those who might have been subjected to a management development programme, learned the best elements but stood back and thought “I’m not using that bit, because that’s not me”.

Instead of holding up examples from books, from popular culture, and from the world of ‘Ted Talk Celebrity’, i’m becoming more drawn to identifying and observing leaders who have something at their core that they should try never to lose, to try to harness but not at the expense of its effectiveness.

In this profession, it’s normal for it to be our responsibility to help build leadership development. But it’s also vital to remember that sometimes its our responsibility to see what’s right in front of us, and leave it alone.

Leave a Reply

Fill in your details below or click an icon to log in: Logo

You are commenting using your account. Log Out /  Change )

Google photo

You are commenting using your Google account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )

Connecting to %s