Leadership: What Is Expected and What to Expect

Being a leader in the world of technology, where everything moves at breakneck speed, is a daily challenge. Yesterday, artificial intelligence was “the future;” today, we already feel behind if we’re not running to catch up. And amid that race, balancing work, family, and personal life has become increasingly difficult.

Personal matters are part of that equation too. Many days we come home exhausted, stressed, and impatient — precisely when our family needs us most. They expect a conversation, a shared dinner, genuine attention … and we don’t always manage to be fully present.

Not long ago, I spoke with someone who once held a role very similar to mine at a company where I used to work. He was a business unit director and, around 2017, he made a bold decision: he resigned from his position and went back to being a sales representative, an “individual contributor.” Why? He wanted more control over his time and his life. He wanted to be closer to his family, to be truly present for his young daughter.

Although he still carried important responsibilities, he gained the autonomy to balance his professional and personal worlds. Hearing that shook me, in the best way. What a wise decision! It made me deeply reflect on what we truly expect from leadership, and on what I expect from this mission.

Leadership Goes Far Beyond Results

What’s expected of a leader is not limited to meeting targets. Being resilient, for instance, means absorbing the pressure from above and passing on only what’s necessary to your team, without spreading fear or discouragement. Leading also means communicating priorities clearly, at the right moment, and ensuring that everyone feels part of the process, not just an executor of orders.

That’s where modern leadership makes a real difference: inspiring action, not imposing direction.

And on that path, empathy is indispensable. I often ask myself: How was this person’s weekend? What might they be dealing with outside of work? Did they have to leave home at six in the morning to drop their child off at daycare and then sit through hours of traffic?

Flexibility Is No Longer a 'Benefit,' It’s a Reality

After the pandemic, many companies adopted remote work, in hybrid formats at the least, something my generation (Generation X) values deeply. For us, it’s a privilege. But I’ve also noticed that for younger generations, this is no longer seen as a benefit. It’s the baseline expectation. I don’t question that. I simply see it as an opportunity, and I try to help my team make the most of it.

Not Everything Is Under Our Control, and That’s Okay

Recently, in a coaching session, I learned something fundamental: leadership also means knowing how to distinguish between:

• What is under our control and responsibility,
• What we can influence, and
• What simply does not depend on us.

When we can’t change something, the smartest thing to do is accept it, redirect our energy, and move on. Personally, I’ve been focusing on controlling my reaction, because that’s the one thing that is 100% up to me.

We can respond with anger, with frustration, or from a place of growth. And believe me, that makes all the difference. As leaders, we are being observed all the time. The way we react, for better or worse, reflects and multiplies across our teams, friends, families, and close circles.

The Greatest Transformations Don’t Come (Only) from Technology

After more than 20 years leading high-performance teams in global companies, I can say this with confidence: The most profound transformations have not come from technology, they’ve come from people. Empathetic, resilient teams, aware of their own vulnerabilities, have achieved far more than any “perfect” strategy on paper.

And the higher the position, the more factors exist beyond our control. That’s why developing tolerance for frustration is such a powerful advantage. Breathe, reflect, feel, and only then, act. I’ll admit, I’m still practicing this every day. It’s not always easy, but it is absolutely transformative.

At the End of the Day, What Really Matters?

I believe true leadership is not measured solely by results — though of course, results matter — but by how they are achieved. It’s about reaching the goal with the team, not in spite of the team. That’s what stays in the collective memory. That’s what leaves a mark.

To this day, I apply lessons I learned from leaders I had 10, 15, even 20 years ago. Those lessons stay with you because they come from conscious leadership — leadership with purpose and values.

For me, two concepts define modern leadership:

Humanity: Understanding where each person is in their journey, what motivates them, and what holds them back. Everyone has different triggers, and we can’t lead everyone the same way.

Strategic vulnerability: Recognizing that everyone, including the leader, has weaknesses. Accepting that makes us stronger as a team.

And Your Sunday Night?

I like to use what I call “the Sunday night test.” For me, Sunday should be a moment of enthusiasm for the week ahead. If Sunday leaves you feeling anxious, discouraged, or heavy, something isn’t right.

How was your last Sunday night?

It’s a simple question, but a very revealing one: about our quality of life, professional happiness, and even the emotional climate at home and at work.

I’ll close with this: We don’t always choose the challenges we face, but we do choose how we let them transform us.

As leaders, colleagues, and human beings, we have the responsibility to inspire from within first, and then outward — to everyone walking beside us.

I hope your next Sunday night is filled with motivation and positive anticipation for the week ahead!