How to find the right combination of stability and flexibility in leadership

Today, one of the most commonly used words in the world of business and management is "sustainability." However, it is often perceived as an empty slogan or yet another trendy label. But in a deeper sense, sustainability in leadership refers not only to the way organizations move but also to how leaders are formed and developed.

A goal that is an anchor, not an obstacle

Sustainable leaders see the goal as a guiding star. It should not bind or hinder movement but should illuminate the path. Often, organizations confuse their values with stagnation, hiding behind slogans when adaptation is actually needed. A true leader knows that the goal should drive change, not stop it.

For example, in the case of a healthcare organization leader, the term "compassionate care" has been redefined over time; it was not only about bedside manner but also about providing fair and transparent diagnostic tools. This approach preserved value but opened new avenues.

Values that evolve without losing their roots

Values should never be viewed as stagnant relics. They must adapt over time while maintaining their foundation. For example, "innovation" once equated to funding research in laboratories, whereas today it also means the application of artificial intelligence combined with protecting people and ensuring profitability.

Good leaders refresh values rather than eliminate them. This way, they maintain a vibrant culture and avoid the danger of the organization becoming an anchor of its own past.

When agility becomes an illusion

Many companies proclaim agility without actually implementing it. As a result, rituals disappear, managers lose their coaching role, and systems become highly controlling. Agility, if devoid of purpose, turns into chaos. Conversely, if there is only purpose without agility, the organization becomes stagnant.

Three pillars of sustainable leadership

In conditions of instability, leaders must focus on three key areas:

1. Culture – Preserve and redefine the rituals that embody the purpose.

2. Systems – Refresh existing tools but do not eliminate the mechanisms that create connections within the team.

3. Structures – Simplify bureaucracy but maintain the manager's role as a coach and leader.

What followers want from leaders

Gallup's global studies show that people expect four things from leaders: hope, stability, compassion, and trust. Without these, any organizational change is doomed to fail.

• Hope – leads people toward the future.

• Stability – provides confidence in uncertain conditions.

• Compassion – ensures that changes are perceived on a human level.

• Trust – is built when leaders remain committed to their purpose and values.

Sustainable leaders are formed early

Sustainable leadership is not born at the end of a career. It must be developed in the early stages. Future leaders need to learn to distinguish between the "anchor" and the "sail." Without both, the organization will either continuously drift into chaos or freeze in place.

*The article was also prepared using data from AI․