Developing the Leadership Herd Instinct: Riding the Right Role for Every Situation

What does it take to lead effectively in ever-changing environments? Leadership is not a one-size-fits-all approach. Different situations call for different styles, and a leader’s ability to adapt can make or break a team’s success.

Sometimes, as a team leader, I ask myself what role I need to play in a given moment. There are times when I give the team a clear vision and set them on their way, stepping back to let them take ownership. But there are also times when I feel the need to step in and enforce discipline, much like a platoon sergeant in a military unit. Then there are moments when I want to be the nurturing coach, helping the team grow and reach new heights.

It can be a dilemma. When the team is generally performing well but makes a small procedural misstep, should I be the platoon sergeant who enforces the rules, or let it slide for the sake of morale? What about when we are rushing toward a deadline, and someone makes an unintentional mistake—do I stop and coach them in the moment, or just correct the error, push forward, and revisit it later?

I recall a specific situation where these questions became very real. Several of my team members approached me about a colleague from another team. They described this person as rude, abrupt, and occasionally outright obnoxious in their interactions. At first, I thought, "Maybe it is just a clash of communication styles." But as the complaints trickled in from different people, I began to realize this was not an isolated issue.

In my head, I weighed a few choices. First, I could approach the team member directly and try to understand why they were behaving like that. Perhaps they were under pressure or misinterpreting the situation. Second, I could delegate the task to one of my deputies, asking them to manage the situation and report back to me. This would let me remain a step removed while giving someone else the chance to lead. Third, I could do nothing, leaving it to my team to handle. Maybe they needed to learn how to navigate such dynamics independently.

I was at a crossroads, unsure which option would strike the right balance between supporting my team and fostering their growth.

It was only after reading Linda Kohanov’s The Five Roles of a Master Herder that I began to see these options in a new light. Kohanov provides a framework for leadership based on her experience as a horse herder, outlining five archetypal roles:

Leader: Provides vision and guidance, inspiring others to follow through clear direction and purpose.

Dominant: Establishes boundaries and enforces rules, ensuring accountability and maintaining order within the group.

Nurturer/Companion: Fosters trust and cohesion by offering support and building strong relationships among team members.

Sentinel: Monitors the environment for potential threats or opportunities, safeguarding the group's well-being and readiness.

Predator: Focuses intensely on specific goals or tasks, driving progress and ensuring that objectives are met efficiently.

Kohanov emphasized that no single role is sufficient. Effective leaders shift fluidly between these roles depending on the needs of the team and the context. Her framework gave me a way to reflect on my decisions and think more intentionally about how I show up as a leader.

Looking back, I realized that by choosing to approach the individual’s supervisor and provide feedback, I was playing the Sentinel role. I was protecting my team from further stress while addressing the issue indirectly. While this approach resolved the problem, I often wonder if I could have handled it differently. Could I have been more direct, stepping into the Dominant role to set boundaries with the person in question? Or should I have taken on the Nurturer/Companion role, coaching my team on how to handle the situation themselves and empowering them to build resilience? It all depends on the specific situations and the personalities of people involved.

Here Are My Three Lessons for Developing the Leadership Herd Instinct

1. Know your role in the moment: Leadership requires awareness. Assess the situation and determine which role—Leader, Dominant, Nurturer/Companion, Sentinel, or Predator—is most needed. Avoid defaulting to your natural style; instead, adopt the role that fits the context.

2. Understand the needs of your team: Different team members and situations require different approaches. Some may need nurturing and encouragement, while others thrive under clear directives. Tailor your leadership style to their needs.

3. Balance assertiveness and support: Sometimes, stepping in as a Dominant to enforce boundaries is necessary. Other times, adopting the Sentinel role to observe and let the team navigate challenges independently is more effective. Knowing when to act—and when to hold back—is critical.

Think of yourself as a herder guiding a group of diverse horses across unpredictable terrain. Some are swift but prone to veer off course; others are cautious and need encouragement to move forward. Challenges like sudden storms or unfamiliar paths require you to adapt constantly, leading from the front to inspire confidence or staying at the back to ensure no one is left behind. By understanding your role and the needs of those you guide, you can navigate even the most complex terrains with purpose and confidence.