Leading with Impact
Navigating Culture, Criticism, and Decision-Making
Leadership is often described as an art, a science, and at times, a tightrope walk. Five years ago, I wrote down reflections in my journal—insights that, at the time, felt weighty. Today, in the complexity of cross-cultural leadership, I see how much more they demand of me. Leadership isn’t just about what we intend to do; it’s about the impact we make, the choices we navigate, the people who challenge us, and how we stand strong under pressure.
Here are four lessons that have reshaped my leadership and, I believe, define the heart of leading well.
Intent vs. Impact: Leadership Is Measured by Results, Not Just Intentions.
I once believed that if my intentions were pure—to do good, support others, and foster growth—my leadership would naturally be effective. However, leadership has a way of teaching us hard lessons. The true measure of leadership isn't just in our intentions but in the impact we make.
Warren G. Bennis put it well:
"Leadership is the capacity to translate vision into reality."1
This realization hit me hardest in cultures where direct feedback was scarce or perceived as criticism. In one such environment, my well-intended efforts led to misunderstandings because my approach to feedback wasn’t aligned with local norms.
To bridge this gap, I learned to create feedback loops actively, holding regular one-on-ones and asking open-ended questions to understand how my leadership was perceived. More importantly, I started listening beyond words, tuning into cultural nuances, and fostering a safe space where feedback wasn’t just accepted but valued. Now, I strive to ensure that my leadership is both well-intentioned and demonstrably effective.
Data & Intuition: Lead with Insight, Not Just Instinct.
Leadership often requires balancing two forces—data and intuition. I’ve trusted my instincts, yet I’ve also come to respect the hard truths data reveals. Numbers provide structure, but intuition adds the narrative, the human dimension. The wisest decisions happen when both work together—knowing when to let data lead and when to trust your inner compass.
For instance, I once encountered a project that showed promising data but felt misaligned with the team's morale. Instead of pushing forward blindly, I paused. We gathered for a discussion, voicing concerns and uncovering insights that the data alone couldn’t capture. While the project was technically sound, it lacked the human connection necessary for success.
Since then, I’ve been intentional about developing my intuition—reflecting on past experiences, listening deeply to the leaders I work with, and distinguishing between instinct rooted in expertise and unconscious bias.
Loving Critics: Seek Growth, Not Just Praise.
No leader escapes criticism, but the kind of criticism we receive can vary widely. A “loving critic” is a rare and invaluable asset—someone who challenges complacency, sharpens decision-making, and elevates your leadership with growth in mind.
Harvey S. Firestone expressed this well:
"The growth and development of people is the highest calling of leadership."2
The key to identifying a loving critic lies in their approach. They focus on behavior rather than personality, provide specific and actionable feedback, and consistently demonstrate a vested interest in your growth.
For example, instead of saying, "You're doing it wrong," a loving critic might say, "I noticed that when you did X, it had Y impact. Perhaps try Z next time." Over time, I’ve learned to embrace these voices and actively seek them out, recognizing that their insights help me become a better leader.
Leadership Anxiety: From Solitude to Strength.
Leadership often feels like navigating a storm, carrying the weight of others’ burdens while trying to stay afloat yourself. This is where Edwin Friedman’s concept of differentiation3 becomes a guiding principle.
A well-differentiated leader remains calm in chaos, anchored by personal values, and emotionally steady despite external pressures. They don’t merely survive the storm; they help others find their way through it.
Practically, differentiation means:
✔ Maintaining emotional equilibrium while staying connected to your team.
✔ Using mindfulness and reflection to regulate anxiety rather than absorbing it.
✔ Communicating with transparency—acknowledging challenges while leading with clarity and steadiness.
By practicing these principles, I continually transform my leadership from a solitary burden into a shared journey of resilience and growth.
A Lifelong Leadership Journey
Among these lessons, the dance between data and intuition has been my most profound teacher. While numbers provide structure, leadership is ultimately about understanding the human stories they tell.
As Warren Bennis and Harvey Firestone remind us, leadership is about translating vision into reality and developing people along the way. True leadership is not about standing alone at the helm but fostering a collective journey where everyone can thrive, learn, and lead.
In the end, our leadership legacy will not be measured by the heights we reach, but by the lives we lift along the way.
Agustin Prenga
Reflection Questions:
Have you ever experienced a situation where good intentions didn’t achieve the desired outcome? How did you navigate the gap between your intent and actual impact, especially in a culturally diverse team?
How do you balance data-driven decision-making with intuition, particularly during moments of leadership anxiety? Can you recall a time when this balance significantly influenced your decision?
I will share a new post on the first Tuesday of every month. In the meantime, I encourage you to lead well with Strategic Leadership and Compassionate Impact.
On Becoming a Leader – Warren G. Bennis
The 21 Irrefutable Laws of Leadership – John C. Maxwell (quoting Firestone)
A Failure of Nerve: Leadership in the Age of the Quick Fix – Edwin H. Friedman
This was so good and insightful Gusti.
And thank you for being a loving critic.