Leadership is no longer just about giving orders
Not long ago, a good leader was expected to have strategic vision, a results-oriented mindset, and the ability to make tough decisions. But in 2025, that profile—while still necessary—is no longer enough.
Organizations now operate in uncertain, hybrid, high-pressure environments. And in this context—especially among middle managers—a new requirement has emerged: leading with head… and also with heart.
What does the Head & Heart model mean?
It’s a leadership style that combines:
- Analytical ability (head): decision-making based on data, process management, organizational vision, prioritization.
- Emotional intelligence (heart): empathy, active listening, motivation, people management, approachability.
It’s not about choosing one or the other, but knowing how to balance them depending on the situation. A leader who only leads through control loses connection. One who only supports but doesn’t set direction causes confusion.
The challenge for middle managers
Middle managers are the true glue between strategy and execution. And they’re also where the lack of balance is most visible.
Many team leads are facing:
- Constant process and priority changes.
- Hybrid or dispersed teams.
- Emotional strain from high turnover or stressed teams.
- Pressure for results… without full authority.
The Head & Heart leadership model is not a trend—it’s an operational necessity. And companies that understand this are starting to prioritize it in their hiring and development strategies.
How to identify this profile in recruitment
At onhunters, we work with methodologies that evaluate both technical and relational competencies. Because a good team leader doesn’t just know how to do things—they know how to help others do them.
We assess leadership style, adaptability, conflict management, and people-centered approaches. We don’t look for perfect leaders, but for profiles with awareness of their impact and capacity to grow with their teams.
This kind of talent doesn’t always show up on a résumé or in a short interview. That’s why we commit to structured, sector-specific, in-depth processes. Because the leadership of the future isn’t improvised—it’s identified and developed.
Head & Heart… and a support network behind it
Companies investing in this balance are building more cohesive, resilient, and high-performing teams. It’s not just about a good work climate—it’s about real competitiveness.
In a market where good leadership can be the ultimate differentiator, selecting professionals who combine mind and heart is a decision that makes all the difference.
