Intentional Imbalance in Leadership

In a previous post, we discussed the importance of maintaining a balance among our ego, the results we achieve, and the relationships we nurture to become highly effective leaders. In this post, we will explore situations where creating a temporary, deliberate imbalance among these components can be highly effective.

One characteristic of strong leadership is the ability to recognize opportunities and leverage them effectively. There are occasions (early-stage startup, anyone?) when intense focus on results must take precedence, in order to generate momentum or meet business-critical milestones. Exceptional leaders are candid about the stakes, clearly communicating which other priorities can be temporarily set aside. They emphasize the importance of each team member’s contribution and are transparent that success will require exceptional effort for a defined period. While delivering results is always important, this kind of single-minded action should be reserved for truly extraordinary situations. When everything is critical all the time, nothing is critical.

Another example of intentional imbalance is when a leader aims to quickly foster trust within a new team. In such cases, establishing a strong foundation of trust and respect may require leaders to allow more room for mistakes, listen more actively, and support teams as they develop their own effective and collaborative work styles. Leaders in this scenario consciously set aside personal ego and the pursuit of perfection, choosing instead to prioritize relationships and team health for a defined period, often linked to a specific project or milestone.

To determine when a purposeful imbalance might be appropriate, ask yourself the following questions:

• Am I being transparent and clear about which business milestones are truly critical, and have I fostered an environment where the team can respond to these exceptional demands? Or do I expect continual heroic efforts from others?

• Am I able to prioritize trust-building and relationships when necessary, to develop a stronger, more effective team for sustainable success?

• Am I prepared to set aside my ego and allow mistakes in less critical situations, recognizing that team cohesion and confidence may be the most important outcomes in those moments?

If these examples of intentional imbalance resonate with you, or if you have additional experiences to share, tell me about it!