Thinks Big and Acts Small

Four Categories of Leaders and Big-Thinking, Small-Acting Leadership 

Company leaders frequently struggle to strike a balance between aspirational thinking and the need to locate and cultivate clients, evaluate tactical approaches, encourage long-term growth, and launch large-scale initiatives.

The role of a leader is often to see the big picture, but those who succeed in strategic thinking have learned to attach great significance to the details. However, It is true that some of these leaders rely primarily on fleeting events and little gestures. This may seem conflicting at first. Take a glance around and analyze the actions of true leaders. How do they use their influence to create a lasting impression on everyone they come into contact with?

Identifying the leader in a group may be challenging since they often socialize effortlessly. However, in matters of ethics, leaders do not perceive themselves as the most significant individuals. Instead, they exhibit a genuine appreciation for others and actively support them. They understand that the people they work with have lives and tasks to complete. Everyone has somewhere to go and someone to see, whether it's a meeting or a child's dancing recital.

Sharing an interesting conversation, no matter how brief, with a more inspiring leader leads to a more likely and trustworthy approach. They also demonstrate interest by not glancing around when conversing and not answering the phone! Exhibit genuine interest in who they are and what they do.

To effectively lead, or if you aspire to leadership, it is crucial to demonstrate to your employees that they are highly regarded, that they have a sense of belonging from the beginning until the end of their service, and that their contributions are or were of great significance. Good leadership is forward-thinking, and nothing better exemplifies this than helping to generate more leaders rather than followers. It also demonstrates that you trust in yourself and value the team over yourself, your ego, and your position.

Naturally, there are leaders who think little and act little, and many businesses are beginning to suffer from complacency while falling for the "look good" doctrine. Since COVID, time constraints have been surpassed, intensifying, or rather contributing to, the mental illness, making clientele less of a priority because of a lack of leadership development in the team. On the other side, some leaders think and act big.

“There are two ways to run a big company: by rules or by values,”

― Jason Jennings

What you believe plays a major role in your leadership development, as it will most often determine the fate of not only your company, but also your personality. Would you be able to recognize yourself in The four categories of leaders in large-scale or small-scale leadership below:

1.The hesitant or insecure leader

Experience may appear to be incredibly valuable for a business, but these executives are hesitant since their confidence in themselves has yet to develop. However, these leaders should not be overlooked just because they lack confidence or do not completely comprehend who they are yet. While we appreciate that they are prepared to roll up their sleeves and serve, they never have huge ideas or ambitions for their work. That only appears in time.

2.The haughty boss

A haughty boss can occasionally be compared to a team captain, complete with grand speeches and ambitious agendas. Sometimes he might come out as haughty only because of his outgoing personality; other times, he may be a haughty boss who refuses to be humble and insists on receiving a lot of attention and recognition. There are moments when he loses his cool. Both personal growth and leadership require constant development.

3. The indifferent boss

Unfortunately, this type of leader is motivated exclusively by their positions, and their capacity to carry out obligations is heavily reliant on their status. Their position is intimidating to them because it requires them to act big (budgets, personnel, etc.), and their titles provide them with the energy to maintain the status quo, but they lack a sense of urgency in their task, which is condescending to the people they serve and occasionally adds to their anguish and despair. Because they think small, they don't bring intentionality and intensity to the opportunities they manage.

4. The modest leader

These leaders possess a visionary mindset and demonstrate humility in their actions, as the ambitious plans they have committed to necessitate a humble approach. These leaders came to know and understand that they needed others. They need grace. Leaders who walk with humility understand that they are not omnicompetent and that they need other people around them.

Do you identify yourself in any of these four categories?

Forming leaders is not about the big things; it's about forming them to make impactful little investments in people and relationships while reaping large benefits by putting them in positions and settings that they are enthusiastic about—and know they can thrive in. May we be humble while thinking large.