Becoming a Great Leader: It Is Art and Science Combined

The phrase “Becoming a great leader: it is art and science combined” reflects a familiar bird’s eye view on leadership, and it doesn’t appear to be directed to any specific person, while it embodies the understanding that it involves both scientific and Artistic aspects like strategy, decision-making, and problem-solving, and emotional intelligence, communication, and inspiration. It is

In many leadership theories, the balance of art and science is something that successful leaders work on both sides to be effective. This phrase resonates with what John Kotter, Simon Sinek, And Peter Drucker have highlighted: the blend of science and our understanding, I mean human knowledge of leadership.

Major Models that speak -Art and Science of becoming a leader

John Kotter’s 8-Step Change Model

• Art: Kotter’s model draws attention to the emotional side of change, especially the need to create urgency and inspire people to take on transformation. He adopts the importance of leadership in guiding people through the Complexities of change
• Science: The model outlines a systematic, step-by-step process for implementing change, beginning with establishing a sense of urgency and concluding with integrating the changes into the corporate culture.
• Core Steps Create urgencyBuild a guiding coalition form a strategic visionCommunicate the visionRemove obstaclesCreate short-term winsConsolidate gainsAnchor the changes in corporate culture

Simon Sinek’s “Start with Why” Framework

• Art: Sinek emphasizes the significance of purpose and inspiration in leadership, urging leaders first to communicate the “why” (the purpose) before addressing the “what” (the tasks) to effectively motivate and engage their teams.
• Science: The model highlights the importance of consistency, logical frameworks, and a deep understanding of human behaviour. By utilizing well-researched psychological principles, leaders can effectively communicate their vision.
• Core Ideas: Inspire action on “why” (purpose) before “how” (process) or “what” (product).It is important to Lead with empathy and emotional connection, rather than relying solely on facts.

Plus we have others like Daniel Goleman’s EI Framework, Robert Greenleaf – Servant Leadership, Peter Drucker’s Leadership by Objectives

Here is what I have personally seen has worked best for me

• Developing a Growth Mindset This is rooted in Humility – acceptance that I don’t know everything and want to learn. When we develop that mindset we develop a growth mindset and have to be constant and evolve through the journey of life.
• Empathy in Action As a leader understanding the needs and emotions of people around you is important as it builds relationships through genuine concern, listening actively, and support, saying I have got your back.
• Clarity and Communication Ensure clear expectations are the key. Over a period, the teams will understand the vision, their roles and their efforts to contribute to overall success. Being transparent, consistent communication and ensuring everyone in the team is aligned to the goals and objectives.
• Owning AccountabilityA strong leader takes responsibility, not only for successes but also for failures. I’ve learned that when I hold myself accountable and that in turn encourage others to do the same, it fosters a culture of ownership. This builds confidence that it is ok to take accountability for your own actions and the team.
• Leading by ExampleLeadership is a behaviour that is about showing up, not just talking or telling my aspiration is to be an example of work ethic, dedication, and integrity so that I am an example for myself before others see it. By doing this, I’ve found that my teams are more likely to embody these values themselves.
• Balancing Decision-Making with IntuitionDecision-making is a core part of leadership. While data and analysis are essential, I’ve learned to trust my intuition as well. Sometimes the best decisions come from gut feelings, informed by experience and a deep understanding of the people and the situation at hand.
• Fostering Innovation and CreativityGreat leadership isn’t just about managing; it’s about inspiring innovation. I’ve encouraged my teams to think outside the box and take calculated risks, creating an environment where creativity can flourish. This has led to innovative solutions and stronger collaboration.
• Mentorship and EmpowermentLeaders aren’t just those in positions of authority. One of the most rewarding aspects of leadership is mentoring others, empowering them to lead in their own right. By providing guidance, resources, and opportunities for growth, I’ve helped others develop their leadership potential, which strengthens the team as a whole.
• Adaptability to ChangeThe ability to pivot and adapt has been critical in today’s rapidly evolving environment. Whether it’s technological advancements or shifting market conditions, I’ve stayed agile by embracing change, seeking new solutions, and helping my teams navigate transitions smoothly.
• Consistency and IntegrityFinally, I’ve learned that consistency in actions and unwavering integrity are foundational to being a great leader. Trust takes time to build, and maintaining it requires showing up the same way, every day, with honesty and fairness.

The art of leadership is found in the human connection, while the science comes from structured thinking and strategic decision-making. By blending the two, I’ve navigated challenges, built strong teams, and driven success. Leadership is a journey, and by continuously refining both the art and science, I believe we can inspire and lead others to greatness.

Author : Aparna C Chief Human Resources Officer, Torry Harris Integration Solutions

An accomplished HR Leader with over 24 plus years of experience in Human Capital Strategist, Transformation, Culture, and Operations with proven expertise in fueling organization effectiveness and delivering business-aligned results for organizations.