Leadership is a widely discussed topic, also one of the favoured topic of mine to read and write. And again and again I came across more or less same question, what truly defines a “good leader”? I recently came across a thought-provoking question that captures a common debate:
A. A good leader expects people to decide for themselves what they should do.
B. A good leader makes it clear to everybody what their jobs are
PS: I was taking survey made by Sejal Waghmare at TheVibrantAura
Both statements present unique perspectives on leadership, each with its own strengths and weaknesses. I would like to discuss how these ideas can influence team productivity and promote human-centric work environments..
Option A: Empowering Independence
Leaders who allow team members to decide for themselves foster autonomy, trust, and innovation. This approach taps into intrinsic motivation—when people have ownership over their work, they’re often more engaged and creative. It’s especially effective in environments where flexibility and adaptability are valued.
However, too much autonomy without guidance can lead to confusion, misaligned priorities, and duplicated efforts. Not everyone feels comfortable making decisions without a framework, especially new or less confident team members.
Option B: Providing Clear Direction
On the other hand, leaders who clarify roles and responsibilities help ensure alignment, accountability, and efficiency. When everyone knows what’s expected, teams can focus, collaborate more smoothly, and avoid wasted time or misunderstandings. This style supports productivity, especially in high-pressure or complex situations.
But there’s a downside: if directions are too rigid or prescriptive, team members may feel micromanaged or stifled, leading to disengagement and missed opportunities for innovation.
Finding the Balance: Human-Centric Leadership
The most effective leaders balance both approaches. They provide clarity about goals, roles, and expectations while encouraging team members to use their judgment and creativity within that framework. This balance empowers individuals and drives productivity, while also fostering trust, engagement, and growth.
The key is clarity, which requires excellent communication skills and empathy when conveying information to the individual.
Leaders who aspire to lead a successful team, needs to get him self clarified first when it comes to expectations and deliverables.
Deliverables can be effectively defined using various tools such as the SMART framework (Specific, Measurable, Achievable, Relevant, Time-bound). However, setting expectations requires more than just defining deliverables; it demands a clear and detailed job description along with a well-articulated objective for the role. Only with this clarity can alignment between individual performance and organizational goals be ensured.
Often, team members are unable to see how their roles contribute to the organization’s broader goals. When this connection is clearly communicated, it significantly enhances both motivation and alignment. A clear line of sight between individual responsibilities and organizational outcomes fosters a stronger sense of purpose and accountability.
Parting insights 💭
A good leader doesn’t choose between clear direction and empowering autonomy—they blend both to bring out the best in their teams. By doing so, they create environments where people know what to do, feel trusted to make decisions, and are motivated to excel.
Happy reading. See you soon.
