Leading Like Aristotle: Timeless Wisdom for Modern Leadership

Imagine this: You’re a manager juggling the pressure of monthly targets, a team struggling to stay motivated, and a workplace that demands innovation, accountability, and connection. Leadership today can feel like a tightrope walk, balancing short-term demands with long-term success.

Now, you might wonder: What does a Greek philosopher from over 2,000 years ago have to do with me and my targets? The answer: everything. Aristotle’s principles of leadership—building trust, connecting emotionally, and leading with logic—aren’t just theoretical ideas. They’re practical tools that have stood the test of time, helping leaders navigate the same human dynamics we face today.

The other day, I read an article applying Aristotle’s principles to the work of pharmaceutical sales representatives. It sparked a question: how could these same ideas revolutionize the way leaders grow high-performing teams? When we pair Aristotle’s wisdom with modern insights from thought leaders like Brené Brown , Amy Edmondson , and Carol Dweck, we get a blueprint for leadership that meets today’s challenges head-on.

Let’s explore how.

Aristotle’s Leadership Framework

Even though the term "leader" can be traced back to as early as the 1300s,, and conceptualized even before biblical times, the term "leadership" was first used in the late 1700s. This said, I asked myself how Aristotle's principles of communication could be applied to modern challenges faced by leaders and managers trying to build and sustain high performing teams. Aristotle listed three pillars necessary for effective communication:

1. Ethos (Character): Leaders must build trust and credibility through integrity and moral character.
2. Pathos (Emotion): Great leaders connect with people on an emotional level, fostering empathy and understanding.
3. Logos (Reason): Persuasion and decision-making require logic and sound reasoning.

Balancing these three elements is the hallmark of an effective leader. But what does this look like in practice today? I wanted to link this to the work of my three heroines Brené Brown, Amy Edmondson, and Carol Dweck to see what tips I can provide to leaders everywhere.

The Connection to Brené Brown: Authenticity as a Superpower

Brené Brown’s research on vulnerability and authenticity aligns with Aristotle’s emphasis on ethos and pathos. Brown says, “Authenticity is a collection of choices that we have to make every day. It's about the choice to show up and be real.” Leaders who embrace their humanity and lead with authenticity cultivate trust and inspire loyalty. This mirrors Aristotle’s belief that character is foundational to leadership.

Indicators for Managers and Leaders:

• Model vulnerability: Share lessons learned from your own mistakes to create an environment where others feel safe doing the same.
• Encourage open dialogue: Regularly check in with team members, asking questions like, “How can I better support you?”
• Maintain integrity: Consistently follow through on promises and lead by example in ethical behavior.

Amy Edmondson: Failing Forward in the Pursuit of Excellence

Aristotle viewed excellence as a process of continuous improvement. Amy Edmondson’s work on psychological safety and teaming brings this to life in the workplace. She argues, “A failure is only a failure if it doesn’t teach you something.” Leaders who create environments where teams feel safe to experiment and fail without fear embody the Aristotelian principle of excellence as a habit.

Indicators for Managers and Leaders:

• Promote a "learning from failure" culture: After setbacks, ask, “What did we learn from this, and how can we improve?”
• Recognize effort and risk-taking: Celebrate innovative ideas, even if they don’t succeed.
• Invite feedback: Create structured opportunities for employees to share candid feedback without fear of retribution.

Carol Dweck: The Growth Mindset as a Path to Virtue

Carol Dweck’s groundbreaking work on mindset aligns seamlessly with Aristotle’s concept of human flourishing (eudaimonia). According to Dweck, “Becoming is better than being.” Leaders with a growth mindset—those who believe in the potential for development through effort and learning—embody Aristotle’s vision of striving toward excellence.

Indicators for Managers and Leaders:

• Praise effort, not just outcomes: Recognize employees for persistence and creative problem-solving.
• Encourage professional development: Provide access to training, workshops, or mentorship opportunities.
• Frame challenges as opportunities: When facing obstacles, ask, “What can we learn from this?”

Bringing It All Together

Aristotle’s principles, when applied to leadership, emphasize the importance of character, emotional connection, and logical reasoning. Brené Brown shows us the power of authenticity and vulnerability in building trust. Amy Edmondson highlights the role of failure and psychological safety in fostering innovation. Carol Dweck reminds us that growth is a journey, not a destination.

Based on this, I came up with three key indicators for managers and leaders today:

• Regularly assess alignment: Reflect on how well you balance ethos, pathos, and logos in decision-making.
• Set clear team values: Collaboratively establish team norms that emphasize trust, learning, and growth.
• Measure impact: Use tools like employee engagement surveys or 360-degree feedback to gauge progress in creating a psychologically safe and growth-oriented culture.

When leaders integrate these perspectives, they don’t just lead—they inspire. As Aristotle would say, they pursue excellence not as an act but as a habit. And in doing so, they create workplaces where individuals and teams can flourish.

Call to Action As leaders, let’s reflect: Are we embodying ethos, pathos, and logos in our leadership? Are we embracing vulnerability, creating psychological safety, and fostering a growth mindset? Share your thoughts below—how do you apply these principles in your leadership journey?

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