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IT’S NOT ABOUT LEADING AN ORGANISATION – IT’S ABOUT UNDERSTANDING HOW TO LEAD THAT SPECIFIC ORGANISATION
In leadership conversations, we often focus on the act of leading – strategies, decisions, influence, and outcomes. But there's a subtle shift in mindset that can completely transform an organisation's culture and performance: it's not just about leading an organisation; it’s about understanding how to lead it.
This distinction might sound semantic, but it goes to the heart of what leadership really is – an ongoing, intentional, and evolving practice rooted in self-awareness, systems thinking, and empathy. Let’s explore why this shift in perspective matters more than ever in today’s complex organisational landscape.
The myth of the heroic leader
Looking back, traditional leadership models often celebrated the charismatic, visionary individual at the top – the one with answers, direction, and authority. But the challenges of the 21st century and the volatile and ever-changing global business landscape rarely come with roadmaps. Whether navigating digital transformation, sustainability, DEI, or shifting workforce expectations, today's leaders must go beyond simply doing leadership.
The best leaders aren't always the loudest or most visible. They're the ones who understand how to listen deeply, build collective capacity, and create the conditions for others to thrive. They don’t just act as leaders – they study, reflect on, and refine how they lead.
Leadership as a systemic skill
Understanding how to lead means recognising that every organisation is a living system. Culture, context, people, processes, and power dynamics all interact in complex ways. Effective leadership today requires more than intuition or charisma—it demands system thinking.
Ask yourself:
How do decisions ripple through the organisation?
How are people engaged or excluded from shaping outcomes?
How do legacy systems support or hinder progress?
Leaders who take time to understand these dynamics are better equipped to steer meaningful and sustainable change.
The role of self-awareness
Great leadership begins with the self. Understanding how to lead starts with understanding who you are as a leader. It includes questions like:
What are your core values, and how do you navigate your inner and outer mindgame?
What biases might shape your decisions, and what do you do to navigate around these biases?
How do you show up under pressure, what gives you an energy boost, and what drains your energy?
Leaders who cultivate self-awareness can align their intentions with their actions. They lead with authenticity and make space for others to do the same.
Grit & resilience: Leading through the long game
Understanding how to lead also means recognising that real change takes time – and often, a good deal of perseverance. Grit and resilience aren’t just buzzwords; they are essential traits for leaders navigating uncertainty, resistance, and setbacks. It’s not about pushing through at all costs, but about maintaining clarity of purpose and the emotional stamina to stay the course, even when progress feels slow or invisible. Leaders who know how to lead build inner and organisational resilience – they bounce forward, not just back.
Shifting from control to co-creation
Understanding how to lead also means letting go of the need to control every outcome. Instead, it’s about creating space for collaboration, trust, and shared ownership. This is particularly vital in organisations where agility and innovation are key.
The best leaders ask questions like:
How can I support others to lead, and how can I better support my colleagues and employees in achieving success?
What’s blocking people from contributing their best and feeling they belong?
How can we build a culture of shared purpose and at the same time secure diversity of thinking in the organisation?
Leadership becomes less about directing, and more about orchestrating.
Levity: Leading with humanity and humour
In the face of complexity and pressure, levity is an underrated leadership superpower. Leaders who bring lightness, perspective, and even humour into their work signal that it's okay to be human – that mistakes are part of the process, and that joy has a role in serious work. Levity doesn’t mean being less professional; it means creating space for connection, creativity, and psychological safety. Sometimes, a well-timed laugh can do more for team morale than a dozen strategy sessions.
Continuous learning as a leadership muscle
Leadership is not a destination – it’s a continuous learning journey. Those who lead well are relentlessly curious about what works, what doesn’t, and why. They seek feedback. They evolve. They adapt.
In this sense, the question is not "How do I lead?" but "How do I continue learning how to lead?"
Stewardship: Leading beyong the Now
True leadership isn’t only about delivering results today – it’s about taking responsibility for what you’re shaping for the future. Stewardship is about leading with care, not just for the organisation’s assets or people, but for its values, impact, and legacy. It’s the quiet, often invisible work of building structures, relationships, and cultures that will outlast your tenure. Leaders who understand how to lead think in decades, not quarters.
Final thoughts
In a world of constant change that demands more of leaders than ever before, the most powerful shift you can make is this: stop focusing on being the leader, and start focusing on understanding how to lead. It’s a mindset that brings humility, resilience, and depth to your leadership – and unlocks the potential of the people and systems you serve.
Because real leadership isn’t a title or a role.
It’s a way of seeing, learning, and leading forward – together.