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 Power of Strategic Choice: Making Room for What Matters

By Cathie Leimbach • November 10, 2025
In most organizations, the instinct is to add —more goals, more projects, more meetings. But as Juliet Funt, founder of the Juliet Funt Group, teaches in her Strategic Choice process, real leadership strength lies in deciding what to stop doing . Strategic Choice is the intentional narrowing of priorities—cutting away the clutter so teams can focus on what truly drives results. It’s a disciplined act of letting go: saying no to good ideas so there’s room for the great ones. Funt’s approach challenges leaders to pause, think, and create the mental and operational space their people need to perform at their best. By removing unnecessary tasks and misplaced effort, leaders make room for precision, innovation, and real thinking time. This isn’t about doing less—it’s about doing what matters most. When businesses adopt this mindset, they replace overwhelm with clarity and regain control of their time, energy, and outcomes. For small to mid-sized companies, embracing Strategic Choice can transform busyness into focus—and that focus is where sustainable growth begins. Want a quick visual overview? View Strategic Choice: Making Room for What Matters to see how this process helps leaders focus on what truly drives results.

Unlock Your Team's Potential: Fix Dysfunction, Boost the Bottom Line!

By Cathie Leimbach • November 4, 2025
Hey team leaders! Ever wonder why some companies soar while others stumble? Patrick Lencioni's bestseller, The Five Dysfunctions of a Team , nails it: workplace dysfunctions such as no trust, fear of conflict, lack of commitment, avoiding accountability, and ignoring results lead to mediocre performance at best. But here's the good news—smart leadership development changes the game! Start with building trust . Train leaders to open up and be vulnerable. Teams bond, ideas flow, and costly mistakes drop. Next, embrace healthy conflict . Teach team leaders to make it safe for team members to share the pros and cons of current or new ways of doing things. This helps everyone understand different perspectives. Then, drive commitment . Leaders who clarify goals, ask everyone to share their level of buy-in, and address their concerns get everyone bought in. People focus on high value work and get more done. . Hold folks accountable through coaching. Leaders learn to give kind, direct feedback by praising good work and calmly providing more training as needed. Turnover plummets and the quality and quantity of work improves. Finally, focus on results . Be clear on expectations. Keep score by monitoring progress weekly or daily. Acknowledge team wins when the goals are met. Winning sports teams pay attention to these Five Behaviors of a Team. How would a World Series winner have been determined this week without trust among the players and coaches, openness to tough coaching, the whole team working together, players focusing on their specific positions, and getting players around the bases to get the top score? Every workplace can benefit from these team behaviors as well. Lencioni's research proves it: Companies who prepare their leaders to overcome these 5 common workplace dysfunctions, improve the culture and see huge financial gains. Invest in your leaders today. Your bottom line will thank you! Click here to learn more about the painful cost of team dysfunction.