Leadership is often tested when things don’t go according to plan.
A deadline is approaching. Your team is stretched. An important decision has been delayed, and everyone is looking to you for direction.
In moments like these, leadership is about more than getting the job done. It’s about how you respond to pressure, the decisions you make and the example you set for others.
At NGTL, we believe that developing effective leaders means paying attention to their wellbeing as much as their professional capabilities. A leader who understands how to manage pressure is better equipped to support others through difficult situations.
This thinking informs our work on building mentally strong leaders, including our engagement with corporate wellness consultant Dr Farah Ahmed.
But what does resilience look like in everyday leadership?
Resilience isn’t simply about enduring pressure
It’s easy to mistake resilience for the ability to keep going regardless of the circumstances.
Work longer. Push harder. Ignore the exhaustion. Deliver the results.
But constantly enduring pressure without addressing its causes isn’t necessarily a sign of effective leadership.
Sometimes, resilience means recognising that something needs to change.
Perhaps responsibilities aren’t clearly defined. Perhaps deadlines are unrealistic. Or perhaps your team has developed a culture where people are afraid to admit they’re struggling.
Recognising these patterns is an important leadership skill.
Before your next demanding period, consider what made the last one difficult. What could you have anticipated? What would you do differently?
The goal isn’t to eliminate every challenge. It’s to become better prepared to navigate them.
Your approach to pressure influences your team
People learn about leadership by watching their leaders.
When everything becomes urgent, do you help your team identify what matters most? When someone makes a mistake, do you focus on finding a solution or assigning blame?
Even seemingly small habits communicate expectations.
A leader who regularly sends messages late at night may unintentionally create pressure for others to remain available. A leader who celebrates working excessive hours may encourage people to prioritise appearing busy over working effectively.
This is why wellbeing isn’t just a personal responsibility. It’s also a leadership consideration.
The environment we create can influence how confidently people communicate challenges, ask for support and contribute their best work.
Strong leaders know when to ask for support
One of the misconceptions about leadership is that leaders must always have the answers.
In reality, knowing when to seek guidance, delegate responsibilities or acknowledge a limitation can be a sign of sound judgement.
For emerging leaders, this is particularly important.
You don’t need to wait until you’re managing a large team to develop healthy leadership habits. You can begin by communicating expectations clearly, recognising your limits and making space for constructive conversations.
These practices help build the foundation for greater responsibilities.
Building mentally strong leaders
At NGTL, our commitment to nurturing the next generation of leaders includes helping young professionals develop the mindset and capabilities required to navigate real-world challenges.
Through our focus on resilience, wellbeing and personal development, we want emerging leaders to understand that effective leadership isn’t measured solely by how much pressure they can withstand.
It’s also reflected in their judgement, adaptability, self-awareness and ability to bring out the best in others.
Leadership development begins long before you receive a title. It begins with the habits you build today.
Explore our Building Mentally Strong Leaders initiative and discover how we’re supporting the development of resilient, responsible leaders.
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