Leaders are often glamorized. Hollywood presents them as larger-than-life superheroes who barge into a situation, bark out orders, take on the bad guys, and eventually restore order and peace to the cosmos. They deliver stirring speeches and perceive solutions to problems everyone else missed. When using those dramatic portrayals as a framework, it’s no wonder that many people have a faulty view of what a leader is and does.
Certain situations call for bold leadership. An organization may be weeks away from insolvency. A church could be hemorrhaging members. In such cases, leaders might enter their role with guns blazing and make significant changes immediately. Performing surgery on an organization you don’t fully understand is risky, but sometimes leaders must triage a critically ill patient. Time is of the essence, and decisive action is required.
Some leaders excel in those situations. They’re better at addressing problems than investigating them. This is the type of leadership that is often portrayed in movies. It’s bold, exciting, and has high stakes. It keeps viewers on the edge of their seats. But it’s not the type of leadership that is required in most situations.
I recently spoke with someone who has been the president of a Christian university for more than two decades. When he arrived, the school was experiencing significant financial challenges. Twenty-five years later, his institution is financially sound and rated as one of the best schools among its peers. This leader doesn’t look or act like a superhero. He’s low key, humble, and kind. But he’s very good at his job. Long-term leadership can produce amazing results!
Most leadership issues don’t demand immediate invasive surgery. They are complicated and nuanced. Rather than decisive action, they require steady treatment over time. Long-term leadership isn’t as flashy or exciting, but it’s often needed.
Aiding someone who is bleeding profusely from a severe wound necessitates a particular course of action. Stop the bleeding. Disinfect and bandage the wound. Give the patient a painkiller. Assisting someone who’s suffering from a chronic, debilitating illness requires a different approach. Both patients need help, but some issues are not as easily resolved. People won’t mind you issuing orders to save someone’s life, but they will soon grow weary if you bark out commands every day. You might save someone’s life in a few minutes, but helping them become healthy and strong could take months or years.
Both kinds of leaders play an important role. Some organizations have one foot in the grave. They require drastic, immediate intervention. Certain leaders are adept at handling those situations. Bedside manner isn’t required. Months of focus meetings are unnecessary. They typically make the required changes, ruffle some feathers, and then move on.
Long-term leadership is purposeful and thoughtful. It helps people thrive. Whereas triage leaders don’t have time to evaluate all the options before they act, long-term leaders determine what would be best for the organization’s future before moving forward.
Triage leaders tend to have a commanding presence. They are often charismatic. Long-term leaders might not stand out in a crowd, but their careful, thoughtful actions advance their organization toward greater effectiveness and success.
Through the years, I have been privileged to meet many leaders who have led their organization for 20, 30, or 40 years. When I talk to them, I’m struck by how well they know their organization. They clearly enjoy their work. They have plenty of stories of obstacles they’ve helped their organization overcome. They often see the hand of God on their work. They are grateful to have enjoyed such a long tenure.
Long-term leadership deeply influences the organization’s psyche and culture. Such leaders take time to help their organization develop habits that lead to repeated success. They hire staff who are loyal to the new processes and procedures. They are often trusted to take an active role in finding their successor. When an organization enlists several long-term leaders in succession, they build deep roots and healthy practices.
You may have dismissed yourself as a leader because you aren’t a dynamic speaker or shun the limelight. But most organizations don’t require a larger-than-life superhero leader. They need an ordinary person who is committed to doing the right thing for however long it takes to build a strong, healthy, resilient organization. If you fit that description, then you’re exactly the kind of leader the world needs.
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