Leadership as Stewardship: Leading Well by Understanding How People Are Wired

Leadership is often talked about in terms of vision, strategy, and results. But at its core — especially for Christian leaders — leadership is also about stewardship. People are not projects to manage or problems to fix; they are individuals entrusted to our care, growth, and guidance.

In our latest episode of LP Sessions, we explore a simple, often overlooked reality: we can’t steward people well if we don’t understand how they’re wired. Many leadership challenges don’t come from a lack of commitment or competence, but from leaders and teams consistently misunderstanding one another.

Why Understanding People Matters in Leadership

Most leaders naturally lead from their own strengths, preferences, and instincts. That’s normal — but it can become a limitation. What motivates one person may overwhelm another. What feels like clarity to one team member may feel like pressure or confusion to someone else.

When leaders overlook these differences, the results often look like:

• Repeated miscommunication

• Tension that feels personal but isn’t

• People feeling unseen or underutilised

• Avoidable burnout or disengagement

  
  

Good stewardship doesn’t mean getting everything right. It means paying attention, being curious, and learning how to lead people as they are — not as we assume they should be.

DISC: A Practical Framework for Leading Diverse Teams

One tool for understanding others is the DISC personality framework. DISC isn’t about putting people into boxes or excusing behaviour. Instead, it offers a practical way to recognise patterns in how people tend to communicate, make decisions, and respond to pressure.

For leaders, DISC provides a shared language that helps teams understand one another more clearly and work together more effectively.

Here’s a simple overview of the four DISC styles and how they often show up in leadership and team environments.

D — Dominant | Focused on Results and Action

Common tendencies:

• Direct, decisive, and goal-oriented

• Comfortable taking responsibility

• Motivated by progress and challenge

A D-type team member often thrives when trusted to lead initiatives with clear goals, rather than being slowed down by excessive process.

In a team setting: People high in dominance often move quickly, push for decisions, and drive momentum. Under stress, they may come across as abrupt or impatient.

How leaders can support them:

• Be clear about outcomes and expectations

• Keep communication concise

• Give them room to take ownership

• Avoid micromanaging

I — Influential | Energised by People and Ideas

Common tendencies:

• Expressive, relational, and enthusiastic

• Motivated by connection and affirmation

• Enjoy collaboration and brainstorming

  
  

In a team setting: I-types often bring energy, creativity, and morale. They may struggle with follow-through or details if unsupported.

May excel when facilitating conversations or championing a vision, especially when paired with teammates who help with execution.

How leaders can support them:

• Recognise contributions openly

• Allow space for collaboration

• Help provide structure and prioritisation

S — Steady | Consistent and Support-Oriented

Common tendencies:

• Loyal, patient, and dependable

• Value stability and trust and harmony

• Motivated by meaningful relationships

An S-type often thrives in roles that require consistency, support, and long-term commitment.

In a team setting: S-types often provide continuity and emotional stability. They may hesitate when faced with sudden change or conflict. People high in S tend to internalise a lot, so you often need to invite their perspective gently — they won’t always push to be heard.

How leaders can support them:

• Communicate changes early

• Create a sense of safety and predictability

• Be intentional about inviting them to share their true thoughts out loud

• Acknowledge their reliability and care for others

C — Conscientious | Thoughtful and Detail-Oriented

Common tendencies:

• Analytical, careful, and quality-focused

• Motivated by clarity and accuracy

• Prefer logic over emotion in decision-making

  
  

In a team setting: C-types strengthen systems and standards. Under pressure, they may withdraw or appear overly critical. People high in C often add the most value when working on planning, systems, or quality control.

How leaders can support them:

• Provide clear information and expectations

• Allow time for thinking and analysis

• Respect their need for precision

Leading Beyond Your Own Default

One of the key ideas from this episode is that leaders don’t need to change who they are — but they do need to expand how they lead. When leaders recognise that people are wired differently, they can adapt communication, pace, and expectations in ways that help everyone contribute more fully.

This kind of leadership isn’t about personality theory for its own sake. It’s about reducing unnecessary friction, building trust, and creating environments where people can do their best work.

A More Thoughtful Way to Lead People

If you lead a team — in ministry, business, or your community — understanding how people are wired can significantly improve how you lead day to day. It helps leaders respond with more clarity, patience, and wisdom, especially when things feel tense or stuck.

This episode of LP Sessions offers a grounded, practical conversation for leaders who want to grow in self-awareness and steward people more intentionally.

🎧 Listen to the full episode to explore how understanding personality can strengthen your leadership and help your team work better together.