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 Leadership Problem Most Companies Don’t Address

By Cathie Leimbach • May 19, 2026
Many organizations assume their biggest challenges are rapidly changing technology, customer retention, and employee initiative. But quite often, the root cause is people leadership problems. That’s one reason The Imperfect CEO by Jim Brown is so timely. Releasing today, May 19, the book explores how leaders build healthier organizations not by pretending to have all the answers, but by creating cultures grounded in trust, clarity, accountability, and meaningful conversations. Brian Besanceney, Chair, Board of Orlando Health, Inc., described the book this way: “Through vivid stories, real-world examples, and a model grounded in collaborative culture, Jim Brown gives leaders permission to wrestle honestly with the generational divides, misaligned targets, and cultural fractures that can too often sabotage high-potential organizations.” Greg Apple, CEO of Amgine.ai, connected the book to leadership beyond business alone: “In a fast-moving company, culture is everything. Jim Brown’s principles have helped our team lead with greater clarity and alignment. The Imperfect CEO distills those lessons brilliantly. Every leader should read it.” What stands out to me is how closely this book aligns with the principles behind Conversational Management. Healthy cultures are rarely built through policies alone. They are built through the quality of everyday leadership conversations — how expectations are clarified, how accountability is handled, how feedback is delivered, and how trust is strengthened over time. That’s why leadership development cannot stay theoretical. Culture changes conversation by conversation.  The Imperfect CEO is an easy-to-read business fable that illustrates common people leadership challenges and provides suggestions for overcoming them. Order your copy today and start building healthier leadership conversations inside your organization.

Why Some Companies Attract More Job Applicants Than They Need

By Cathie Leimbach • May 12, 2026
Chick-fil-A restaurants often receive far more job applications than they have openings. This is not luck. It is leadership. People apply where they believe they will be treated well. At Chick-fil-A, employees experience respectful communication, clear expectations, and leaders who support their success. That reputation spreads quickly through word of mouth. Leaders in these restaurants do simple things well. They ask questions before they assume. They listen to employees. They provide encouragement and clear direction. They notice good work and address problems in a helpful way. As a result, employees feel valued. They enjoy coming to work. They tell others. That is what attracts more applicants. Many organizations focus only on hiring. Strong organizations focus on how people are treated after they are hired. When leaders create a workplace where people feel respected, supported, and clear on what success looks like, something powerful happens: People stay. People perform. And more people want to join. This is what leadership really is. Would you like to see several leadership and culture practices Chick-fil-A uses to attract and keep quality employees? Click here to view: How Chick-fil-A Attracts Quality Applicants