Throughout history, leadership models have often emphasized either strength and decisiveness or empathy and collaboration. Yet, as our world becomes increasingly complex, organizations and governing bodies require a leadership approach that integrates both aspects seamlessly. The Two Wings model that we have developed is inspired by the spiritual principles that humanity is like a bird needing two balanced wings to soar — one representing qualities such as strategic thinking, decisiveness, and assertiveness, and the other embodying empathy, collaboration, and intuition. This model offers a compelling framework for leadership that is both effective and creative, particularly within the realm of global governance. In international policy, for example, the ability to balance assertive leadership with cooperative diplomacy is crucial.

Transforming leadership paradigms

Traditional leadership structures have often leaned heavily on hierarchical, results-driven models, emphasizing efficiency, authority, and competition. While these elements have their place, they can lead to burnout, disengagement, and short-term thinking when not counterbalanced. Conversely, organizations that prioritize only collaboration and inclusivity without strategic execution can struggle with direction and impact. Our model proposes a synthesis of these dimensions, which values a balance between what has been seen in the past as “traditionally” masculine and feminine power. As such, it reflects all dimensions of human potential.

This shift is not only necessary for fostering sustainable business practices but is also essential for navigating the complexities of global governance, where adaptability, inclusivity, and ethical leadership are paramount.  The Two Wings framework highlights the necessity of incorporating relational intelligence, collaboration, and intuition into more traditional approaches. However, it is not about replacing one set of traits with another. Rather, it is about harmonizing the full spectrum of human leadership capabilities to meet the needs of an interconnected world. It helps leaders cultivate the ability to balance strategic direction with empathetic engagement.

The accelerating pace of global challenges — including climate change, social polarization, economic volatility, and rapid technological shifts — demands a new type of leadership that will, among others, foster collective intelligence and long-term sustainability. Our model provides a roadmap for this transformation by encouraging decision-making processes that are both data-driven and human-centered, ensuring that policies and initiatives resonate across diverse cultural and organizational landscapes. Research increasingly shows that diverse leadership teams and approaches lead to more innovative and effective outcomes.

Applying the ‘Two Wings’ framework

Imagine an organization as a bird preparing for flight. A company or international body relying only on traditional leadership traits — command, competition, and control — is like a bird trying to fly with one wing. While it may propel itself forward temporarily, true and sustained flight requires the coordinated use of both wings. Below are some ways that this new model can work in practice: 

• Decision-making in international policy: Traditional approaches may prioritize national interests and strategic dominance. The Two Wings approach, however, advocates for combining analytical thinking with deep listening to the needs of various nations and stakeholders, empathy for diverse populations, and ethical considerations for global well-being. Under this approach, decisions are typically more effective, as well as more sustainable and inclusive.
• Team dynamics in multinational collaborations: Hierarchical, competition-driven models can stifle innovation and psychological safety in international teams. Our model, in contrast, promotes collaboration among different nations or organizations, and structured dialogue ensures that more diverse voices and perspectives are heard and incorporated into decisions.
• Organizational culture in international bodies: Moving beyond token diversity efforts, the Two Wings approach encourages international organizations to build cultures where diverse viewpoints from different countries and cultural backgrounds are appreciated and leveraged. This transition from tolerance to integration strengthens resilience and adaptability in addressing global challenges.
• Leadership development: Traditional leadership training might emphasize strategic planning and negotiation skills. The Two Wings framework adds emotional intelligence, adaptability to different cultural contexts, and relational leadership, which ensures that leaders are equipped to navigate complex, ever-changing global environments.

Real-world impact

Through our work with executives and organizational leaders, we have seen firsthand how the Two Wings model transforms leadership practices. For example, one executive at a multinational corporation implemented this approach to shift the company’s culture from a results-at-all-costs mindset to one that values both performance and well-being. By using structured dialogue sessions and prioritizing psychological safety, the company saw improved employee retention and increased innovation as employees felt empowered to contribute more openly. 

Organizations that have embraced this leadership style have not just improved internal dynamics, but have become pioneers in a new era of global collaboration.

Similarly, a global nonprofit struggling with siloed decision-making structures adopted this model to enhance collaboration across regions they worked in. By balancing strategic directives with relational engagement, the organization improved cross-functional cooperation, which led to more effective policy implementation and stronger stakeholder trust. While these shifts require conscious effort and may face initial resistance, the long-term benefits for organizational resilience and global impact are significant. 

Organizations that have embraced this leadership style have not just improved internal dynamics, but have become pioneers in a new era of business and global collaboration that values balance and purpose alongside performance. They also have helped to promote principles of ethical governance, equitable power distribution, and sustainable development. 

Current and future challenges

More than an abstract ideal, this framework represents a necessary evolution in leadership thinking. As organizations and governing bodies grapple with escalating global challenges, the ability to integrate traditionally opposing qualities of leadership becomes essential. 

Women in particular need to be at the vanguard of that process. Their progress remains uneven, with persistent disparities in women’s political representation, economic rights, access to education, and protection from violence. As the Gender Equality and Governance Index (GEGI) 2024/25 report highlights, these disparities not only hinder women’s empowerment but also impede global progress towards sustainable development and peace. 

The challenge going forward is how to take these principles beyond theory and embed them in leadership development programs, corporate strategies, and the mindsets of leaders worldwide. 

As we collectively redefine what it means to lead in an increasingly interconnected world, how can we ensure that both wings of leadership are given equal strength in our homes, our organizations and global institutions? The answer lies in intentional action, education — and cultivating environments where leaders are not only skilled in execution, but also deeply attuned to the people and communities they serve.