Intuition: The Leader's Next Best Friend

Cathie Leimbach • November 7, 2023

Intuition, an underutilized aspect of Human Intelligence

“The organization that fosters intuitive decision-making will make better and quicker decisions.”     

Andy Stanley


Andy Stanley has recently suggested that intuition is a leader’s next best friend. He defines intuition as cognitive knowing without knowing why. It is not an emotion but rather a gut feeling that comes from having extensive experience in a field.

Andy and many others encourage us to listen to our gut feelings. When we are part of a team, it is helpful for us to share our gut feelings with others and get their feedback. Introducing the ideas we can’t explain may spark innovative and effective strategies.

Here are a few pointers he shares to help us recognize and explore our intuition.

1.     When there is something about a proposed decision that doesn’t feel right, ask “Is there a tension that deserves my attention?” Pay attention to such tension. Let’s speak up with our concerns because this is our intuition speaking.

2.     When we start selling ourselves on an idea but really aren’t buying it, we may be trying hard to justify a logical decision rather than exploring an option that seems to have come from nowhere. We may be squelching our intuition which could have taken us down a better path.

3.     Ambition and intuition are not the same thing. Ambition is often self-serving and focused on what we want. Intuition is more often something we simply feel compelled to do that could benefit the group or the organization.

4.     Let’s discover who on our team has experience and intuition in various aspects of our work. Then, include them in discussions that relate to their areas of intuition and seriously consider their insights when making decisions.

The next time you have a gut feeling, consider its possibilities. Going down that path may take you and your team out of your comfort zone to a better place. 

The Self Discipline of a Growth Mindset

By Cathie Leimbach • April 15, 2025
A growth mindset means believing you can get smarter and develop new skills through hard work and practice. People with a growth mindset see challenges as opportunities to grow. On the other hand, a fixed mindset means thinking your talents and abilities cannot change much, no matter how hard you try. People with a growth mindset are more likely to exercise self-discipline to learn new behaviors. This helps us adapt to new opportunities. When we push ourselves to try different approaches, we open doors that would otherwise remain closed. This takes courage and commitment, especially at first when new ways of doing things feel uncomfortable or difficult. Our brains have amazing potential to change throughout our lives. When we repeatedly practice new skills or ways of thinking, our brain creates new pathways that make these actions easier over time. What once felt impossible can gradually become second nature. The hard part is sticking with new behaviors long enough for them to become normal. This is where self-discipline comes in . By consistently practicing different approaches, what once required enormous effort eventually feels natural. This ability to adapt keeps us growing, helps us keep up with our changing world, and unlocks possibilities we might never have imagined.

Why Master Open-Ended Questions

By Cathie Leimbach • April 8, 2025
In today's busy workplace, asking good questions can make you better at your job. Open-ended questions—ones that need more than just "yes" or "no" answers—help you learn more and have better conversations with others. Research shows these questions really work. Gallup found that managers who use open-ended questions have 27% less employee turnover and 18% better productivity. These questions make team members feel safe to share their ideas. Harvard Business Review says that when bosses ask at least four open-ended questions in meetings, teams come up with 42% more creative solutions. By asking instead of telling, leaders get more ideas from everyone. McKinsey discovered that managers who are good at asking open-ended questions find 34% more opportunities for process improvement. These questions help spot problems and challenge old ways of thinking. These benefits go beyond just team conversations. The Journal of Applied Psychology found that salespeople who use open-ended questions with customers make 23% more sales. By better understanding what customers need, they can offer better solutions.  Learning to ask open-ended questions isn't just about talking better—it's a skill that helps you succeed in all parts of work. Click here for more information.
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