Leadership as a mirror of the times

“We are what we do repeatedly,” wrote philosopher Will Durant, summarizing Aristotle's thinking succinctly. But it is precisely when someone gets a leadership role that shows how unruly that thought is. On paper, everything often seems to be right, extensive experience, completed assessments, all the lights are green, while leadership is still lacking in practice. That begs the question: is leadership innate, or does it only develop through experience, context, and practice? In this article, we will elaborate on this by considering leadership as behavior that develops in conjunction with the zeitgeist, economic conditions and the context in which organizations operate.

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‍Leadership as a mirror of the times

Leadership is never separate from the times in which we live. There is a clear shift in the public debate internationally. There is a renewed emphasis on leaders who explicitly position themselves and give personal direction to the course. They communicate in a straightforward way and, in some cases, show a communication style with limited nuance, while they personally embody the chosen course. The focus here is not primarily on content, but on behavioral characteristics such as visibility, consistency and direction. The fact that this type of leadership is successful says something about our time. In a world of geopolitical instability, technological acceleration and increasing complexity, the need for clarity and direction is growing.

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Economic pressure and centralization

We also see the same need within organizations. The tendency to control and centralize is increasing, often not out of conviction, but in response to economic uncertainty. Margin pressure, higher capital costs and stricter regulations make control and predictability more attractive. But what seems efficient in the short term can make you vulnerable in the longer term. Organizations that focus on control for too long lose agility, ownership and adaptive ability.

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From control to meaning

In recent decades, leadership has actually moved towards autonomy, trust and meaning. Leaders inspired not by power, but by linking direction to values. The current times show how quickly that movement can come under pressure when uncertainty increases. Yet agility does not come under supervision or pressure, but from trust, clear frameworks and a shared understanding of direction.

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Innate or Learned?

In research, leadership is rarely seen as a fixed trait, but as behavior that becomes visible in relation to others, especially in context and under pressure. Some people naturally have traits that help with leadership. But without reflection, experience and context, that potential often remains untapped. Leadership seldom comes naturally; it develops through repetition and learning. That is precisely why forming good habits is a relevant and current intention at the beginning of this new year.

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Leadership as a mirror of the times is part of the LIFF series of articles: Leadership, Impact, Future, Focus.

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Want to know more about leadership at LIFF?

At LIFF Consulting Group, we help organizations to make leadership visible, develop and embed it in practice. We do this through advice, research and interim solutions that connect strategy with people and organization.

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Are you curious about what we can do for your organization, or interested in research or graduation on leadership themes? Feel free to contact LIFF Consulting Group, we are happy to think along with you.

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