durable leadership, or how to not be the squirrel

After years in leadership and executive development, I’ve become passionate about durable leadership.

Time and time again, I’ve observed smart, capable leaders create unnecessary frenzy and churn within their organizations, burning themselves out in the process. They aren’t just chasing squirrels—they are the squirrels, darting back and forth, frantically trying to decide which side of the road is the “right” one.

Consider Sam. Sam is a brilliant leader with an inspiring vision for what’s possible for his organization. He understands his customer deeply, which contributed to the success of his organization. But in times of uncertainty, he confuses fast thinking for reactivity. He finds himself shifting tactics and strategy so often and so quickly that his organization gets whiplash. Sam is trying to guarantee growth for his product and his business. Instead, he ends up disempowering his teams and creating a culture where he becomes the customer the folks who want to buy his product.

Some team members cry “Uncle!” and Sam himself is starting to struggle under the weight of his leadership style. He’s starting to wonder if he needs to embrace a radically different approach to leadership: What would it look like if I pushed decisions about experimentation and execution deeper in my business, allowing others could do the offer what the unique value they can create? What would it look like if I offered the unique value I can create and do what I can uniquely do? What would it look like if I truly understood and embraced my authentic self? Could both my teams and I generate and innovate from a more sustainable place? What might durable leadership look like in this situation?

So what exactly is durable leadership? And how does it lead to more expansive and generative teams and organizations?

Durable? Really?

Let’s be honest: “durable” isn’t the flashiest word. It brings to mind oak trees, rugged tools, work boots, or child-proof furniture. But while it may lack glamour, the essence of durability is exactly what makes it powerful. To be durable is to last—to withstand challenges, adapt to different situations, remain strong, and stay unwaveringly true to purpose.

Durability isn’t about being rigid; it’s about being resilient and self-renewing. And when we lack durability, we become fragile—brittle under pressure, prone to shifting without intention. Fragility demands constant maintenance and vigilance. It’s like a fine piece of china or an intricate machine, easily fractured by uncertainty or strain.

There’s a place for fragility—some things are meant to be delicate. But leadership isn’t one of them.

The Costs of Fragile Leadership

Far too many leaders operate from a place of fragility. They expend their energy maintaining a leadership persona shaped by external pressures: the whims of politics, organizational expectations, and cultural norms. This fragility often leaves teams confused, competitive in unhealthy ways, and psychologically unsafe. The results? Poor outcomes and a tremendous waste of resources.

When leaders lead from fragility, a few patterns emerge:

1. They haven’t made peace with their true self.
   They avoid peeling back the layers of learned behaviors, cultural conditioning, and external expectations to connect with their core values and motivations. This work—finding their center—is hard, uncomfortable, and requires vulnerability.

2. They lead from their ego.
   Ego-driven leadership focuses on conforming to or conquering external expectations. At its worst, the ego protects itself by lashing out against criticism or controlling others to avoid shame or failure. It’s a reactive stance, driven by fear rather than clarity. Teams, colleagues, and inevitably, customers, feel the fallout of ego-driven leadership.

3. They’re blind to what’s possible and important.
   Fragile leaders are consumed by performance and appearances, reacting to their environment rather than responding with intention. This limits their ability to see opportunities for growth, innovation, and connection.

4. They’re careening toward burnout.
   Fragile leadership is deeply inefficient and unsustainable for the leader and the team. The mental and emotional resources spent maintaining a persona leave little energy for solving meaningful problems or empowering teams.  In fact, fragile leaders control and constrain their teams to preserve their own persona and ambitions. The cost to both leaders and organizations is immense.

The Power of Durable Leadership

Durable leadership, on the other hand, tells a very different story. Here’s what it looks like:

1. Rooted in the true self.
   Durable leaders are grounded in their values, motivations, and authentic strengths. Their leadership philosophy feels natural because it’s an extension of who they truly are, not a borrowed set of behaviors or norms.

2. Leading with wisdom and curiosity.
   Durable leaders know what they know and are at peace with what they don’t. This allows them to embrace different perspectives, explore new possibilities, and create an expansive space where their teams can innovate and thrive.

3. Creating room for authenticity.
   When leaders are secure in themselves, they’re not threatened by others’ talents or viewpoints. Instead, they see these as complementary and generative, fostering a culture of collaboration and psychological safety. By showing up fully, they invite their teams to do the same.

4. Self-renewing leadership.
   By staying true to their core and minimizing the resources spent on maintaining a persona, durable leaders have more capacity to focus on solving critical problems. Their leadership is efficient, sustainable, and impactful.

How to Cultivate Durable Leadership

Becoming a durable leader isn’t easy. It requires:

• Self-awareness: Discovering motivations, strengths, and weaknesses through feedback, reflection, and assessments.

• Self-acceptance: Reconciling gaps and fully owning strengths without shame or pretense.

• Self-development: Investing in becoming the best version of oneself.

• Self-leadership: Resisting the urge to fragment or conceal oneself, showing up authentically and consistently.

This journey demands honesty and vulnerability, first with oneself and then with others. But the payoff is immense. A durable leader becomes a calm, steadfast presence, inspiring teams to bring their best to each other and their customers.

While many leaders can navigate parts of this journey alone, the guidance of a coach can provide clarity, accelerate progress, and maximize impact.

Why Durable Leadership Matters Now

We live in volatile, uncertain times. Leaders face constant signals and tugs from every direction, while their teams seek stability in an increasingly vulnerable world. Durable leadership—leadership that lasts—not only provides that stability but also thrives amidst constant change and challenge. It engages with the present and future from a wise, grounded center rather than reacting to it from a fragile mask.

What Does Durable Leadership Mean to You?

Durable leadership is not just a concept—it’s a practice. How do you define it? And what steps are you taking to cultivate it in your own leadership journey? Let’s continue the conversation.