From ancient hunting parties to modern project teams, cooperation runs in our blood. So, if working together is so instinctive, do we still need leaders?
The answer is a resounding yes because instinct alone does not scale, especially in a complex, high-stakes world, clarity, accountability, and strategic direction are not just helpful—they are essential.
Our collaborative nature is powerful. We are naturally empathetic, quick to build trust, and adept at navigating group dynamics even beyond our families or social circles. These traits fuel informal leadership, where influence comes from character, wisdom, or expertise not titles.
While instinct works well in small groups or everyday situations, it can’t carry the weight of an organisation. When you’re coordinating hundreds or thousands of people, managing risk, aligning diverse teams, and navigating legal landscapes, something more is needed. That’s where formal leadership steps in: to set strategy, ensure structure, and drive sustained results.
Humans need structure
We don’t just crave collaboration, we crave clarity. Defined roles, reliable structures, and a shared sense of direction help us make sense of complexity. Formal leaders don’t just manage—they make meaning. They interpret change, chart the path forward, and help teams understand not only what’s happening, but why it matters.
In uncertain or fast-changing environments, this function becomes even more vital. Good leadership transforms ambiguity into alignment—not through force, but through perspective.
Leadership amplifies collaboration
Great leaders don’t create collaboration—they unlock its full potential. By setting clear goals, creating safe spaces for dialogue, and encouraging diverse viewpoints, they turn cooperative instincts into high-impact action.
They build strong teams, cultivate trust, and design systems that allow collaboration to flourish at scale. Formal leadership isn’t a replacement for collaboration—it’s the force that enables it to thrive across an entire organisation.
