Power, Ego and Sound Bites: What Today’s Politicians Can Teach Us About Leadership—And What Not to Do

Power, Ego and Sound Bites: What Today’s Politicians Can Teach Us About Leadership—And What Not to Do

It’s election season here in Australia, and if your social feeds look anything like mine, they’re packed with press conferences, promises, and polarising opinions. Add in the global theatre of Trump’s trials and rallies, and leadership fatigue is real.

But as frustrating as politics can be, it’s also one of the most public examples of leadership at work—or, more often, leadership gone wrong.

And therein lies an opportunity.

Political leadership, with all its flaws and contradictions, gives us an almost-too-clear picture of what not to do. It shows us what happens when decisions are driven by ego rather than impact, when connection is replaced with control, and when the loudest voice in the room mistakes volume for value.

As someone who teaches and coaches relationship-centred leadership, I see these headlines not just as cautionary tales—but as classroom moments. If we’re willing to look closely, they reveal what real leadership requires: purpose, people and process.

1. Purpose: Leadership isn’t about applause—it’s about impact

Too often in politics, decisions are made to win votes, not hearts. Policies are pitched like products. Leaders chase short-term popularity instead of long-term progress. And in the process, clarity gets lost.

Real leadership isn’t about the performance. It’s about purpose.

Leaders who anchor themselves and their teams in a clear sense of “why” create something rare: alignment. People don’t just follow because they have to—they engage because they want to. Purpose gives people a reason to care, especially in high-pressure environments where resilience is tested.

In my work with senior leaders, one of the most common questions I ask is: “Can your people articulate your purpose without you in the room?” If they can’t, chances are they’re navigating fog.

In politics, the purpose is often obscured by spin. In leadership, it needs to be your north star.

🔎 Leadership Reflection: Are your decisions guided by optics—or by what truly matters?

“A strong leader isn’t the loudest in the room. They’re the one creating clarity in the noise.”

2. People: Without trust, there’s no traction

Think of the last political scandal you heard about. Chances are, it involved a breach of trust—whether through a broken promise, a lack of transparency, or an attempt to cover up failure. Trust, once lost, is incredibly difficult to rebuild. And yet, so many leaders treat it as a given.

In relationship-centred leadership, trust is the currency. It’s built through small, consistent actions. It’s maintained by being real, not rehearsed. And it’s repaired through courageous conversations, not canned apologies.

The 3P model teaches that trust isn't just a feel-good factor—it’s a foundation. When your people trust you, they’ll take risks, speak up, and step forward. Without it, even the most talented teams pull back.

The Trust Equation from The Trusted Advisor, (Credibility + Reliability + Intimacy, divided by Self-Orientation) gives us a simple but powerful lens. When political leaders act in self-interest, that denominator skyrockets—and the whole equation collapses.

🤝 Leadership Reflection: Do your people trust your actions as much as your words?

“Trust grows in the spaces between ego and empathy.”

3. Process: Charisma might win attention, but systems win results

If you’ve ever watched a politician make a sweeping promise with zero detail behind it, you’ll know what I mean when I say charisma alone doesn’t cut it.

A great leader doesn’t just inspire—they implement.

Without the right systems, even the best intentions unravel. That’s why Process is a core part of relationship-centred leadership. It’s about putting the right rhythms, rituals and conversations in place to create traction—not just talk.

I often work with clients who are brilliant at vision but drowning in chaos. They’re exhausted, their teams are unclear, and results are inconsistent. When we map out their Operating Rhythm, introduce the Bucket System, and create space for Core Conversations, things shift. Fast.

Why? Because process creates psychological safety and clarity. It tells your team: “I’ve got you.” It turns strategy into action.

In contrast, political leadership can often feel like a merry-go-round—lots of movement, not much progress.

⚙️ Leadership Reflection: Do your systems support people—or are they just more noise?

“Great leaders don’t just talk about change. They create the habits that make it stick.”

Why it matters now more than ever

Whether you’re in the boardroom, leading a hybrid team, or navigating major transformation, the world is looking for something better. Something more human. More trustworthy. More real.

And here’s the good news: you don’t have to be perfect. You don’t have to have all the answers. You just have to show up—consistently, courageously, and compassionately.

That’s what your people need. Not a politician. A person.

So… are you leading like a poll-driven politician—or a relationship-centred leader?

Next time you find yourself yelling at the news or shaking your head at yet another sound bite, pause and reflect.

What’s one thing you can do today to lead with more purpose, more connection, or more clarity?

Because when leadership becomes a superpower inside your organisation, it changes everything.

💬 Let’s Talk Real Leadership

Curious where your leadership style sits on the relationship-centred spectrum?

I work with senior leaders and HR professionals who are ready to ditch outdated leadership models and do things differently—leaders who want to drive impact through purpose, people, and process.

👉 [Book a free 20-minute Clarity Call here] if you’re a senior leader or HR manager supporting a leadership team ready to lead with more trust, meaning and momentum.