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In this week’s Leadership Lessons from Dag, we’re looking at one of Dag Hammarskjöld’s most powerful yet understated practices: asking people how they liked to be managed. In a world that often relies on rigid leadership structures and one-size-fits-all management styles, Dag’s approach was refreshingly human. He knew that effective leadership wasn’t about imposing a single method on everyone but rather adapting to the needs of each individual.
Leading with Curiosity and Respect
Dag Hammarskjöld’s leadership was rooted in genuine curiosity about the people he worked with. He understood that every person is different—each with their own strengths, preferences, and working styles. Rather than assuming he knew the best way to lead everyone, he took the time to ask them directly. He wanted to understand how he could support them best, how they liked to receive feedback, and what they needed to feel motivated and productive.
This practice showed a deep level of respect for individuality. By asking how people liked to be managed, Dag acknowledged that there is no single right way to lead. Each person’s needs are different, and adapting to those needs is a mark of true leadership. It’s a reminder that effective leaders don’t just command; they listen, learn, and adjust.
A Personalized Approach to Leadership
Dag’s willingness to personalize his management approach was about more than just making his colleagues feel comfortable—it was about maximizing their potential. By understanding how each individual worked best, he could create an environment where people felt empowered to do their best work. Some people thrived on detailed guidance, while others preferred more autonomy. Some needed regular check-ins, while others found that to be stifling. Dag’s approach was to adjust his leadership style to bring out the best in each person.
This adaptability made him not only an effective leader but also a beloved one. People felt that he truly cared about them, not just as employees or colleagues, but as individuals. They felt heard, respected, and supported, which in turn fostered a strong sense of loyalty and dedication. Dag’s personalized approach helped build an environment of trust, where people felt safe to express their needs and confident that they would be met with understanding.
The Value of Flexibility
One of the key lessons modern leaders can take from Dag’s approach is the importance of flexibility. It’s easy for leaders to get caught up in their own preferences or in the idea that there is a “correct” way to lead. But as Dag demonstrated, leadership is not about imposing a rigid structure—it’s about creating conditions that allow people to thrive. By being willing to adapt, leaders can better meet the needs of their teams, ultimately leading to greater engagement and productivity.
Flexibility also means being willing to evolve over time. What worked for someone last year might not work for them today. Dag understood that people grow and change, and he made it a point to stay attuned to these shifts. His openness to adapting his management style wasn’t just a one-time gesture; it was an ongoing commitment to supporting those around him in the best way possible.
A Lesson for Modern Leaders
Dag’s approach to personalized management challenges us to rethink how we lead. In today’s fast-paced world, where efficiency and scalability often take precedence, it’s easy to overlook the value of taking time to understand the unique needs of each individual. But Dag’s example shows us that true leadership is about more than just driving results—it’s about building relationships, understanding people, and creating an environment where everyone can succeed.
For modern leaders, the lesson is clear: take the time to ask your team members how they like to be managed. Listen to their answers, adapt where you can, and remain open to changing your approach as they grow. By doing so, you’ll not only build a more effective team but also foster a culture of respect, trust, and mutual support.
Have you ever had a leader who adapted their management style to suit your needs? How did that impact your work and motivation?
I am the author of the forthcoming book, Decoding the Unicorn: A New Look at Dag Hammarskjöld, where I explore Dag’s leadership style and his personal journey in greater depth. For updates, please visit https://decodingtheunicorn.com/. You can follow my adventures as an author on Facebook: https://www.facebook.com/saracauseyauthor.