Leadership Lens: How do we lead when there are no clear answers?
Some of the most relevant guidance does not come from new frameworks, but from the world’s oldest continuing cultures, writes SAACON Deputy CEO Nicole Clinch.
As leaders grapple with never-ending challenges such as climate change, world crisis, social disconnection, and accelerating uncertainty, a common question emerges: how do we lead when there are no clear answers?
Interestingly, some of the most relevant guidance does not come from new frameworks, but from the world’s oldest continuing cultures. Across Australia, Aboriginal and Torres Strait Islander leadership traditions, which are diverse, place‑based, and deeply relational, offer timeless insights that align powerfully with what is now called Adaptive Leadership.
Adaptive leadership is often described as a modern, progressive approach. But Aboriginal and Torres Strait Islander cultures have been practicing its core principles for tens of thousands of years. Both emphasise decentralised authority, deep listening, collective intelligence, and long‑term system thinking. The difference is that Aboriginal and Torres Strait Islander cultures have practiced these principles for tens of thousands of years, while adaptive leadership is a relatively recent Western framework that is still catching up.
Adaptive Leadership’s balcony is conceptually aligned with Aboriginal and Torres Strait Islander leadership, as both value deep observation, relational authority, emotional regulation, and whole‑system, long‑term responsibility – though Aboriginal and Torres Strait Islander leadership embodies these principles as lived cultural practice rather than abstract theory.
Adaptive leadership is a western leadership theory – cognitive and strategic. Adaptive leadership encourages leaders to step back to see the whole system and avoid reacting too quickly to surface issues. It looks at patterns, history, tensions and structures and explores problems as adaptive rather than technical. This model demonstrates that leadership is not linked to a position or title – anyone can exercise leadership by helping the group adapt. The Balcony theory encourages leaders to regulate distress – stay calm, composed and thoughtful amid conflict. Adaptive leadership focuses on sustainability and long-term adaptation and avoids quick fixes that create future problems. There is a focus on exploring multiple perspectives, especially marginalised or quieter voices.
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Comparatively, Aboriginal and Torres Strait Islander leadership is built around culture, spirit, community and Lore. Aboriginal and Torres Strait Islander culture required leaders to observe community interconnections and dependencies over time with Elders often watching silently before speaking. It respects that knowledge comes from long observation, not urgency. Aboriginal and Torres Strait Islander culture understands that everything is interconnected – people, land, story, animals, and Lore. This creates a strong understanding of the relationships between each party that is informed by thousands of years of history. Leaders serve community and Country and authority is giving by the community through trust and respectful behaviour, not hierarchy.
Aboriginal and Torres Strait Islander culture is built on patience and respect which is why leaders in the Aboriginal community tend to have a calm presence during conflict or sorrow. It embraces tension as a key component in daily life and encourages multiple views of situations before deciding on actions to progress. This is why self-determination is so important to Aboriginal and Torres Strait Islander communities. Aboriginal and Torres Strait Islander culture centres around intergenerational thinking – reflecting on the actions of ancestors, current community and future generations.
Underpinning Aboriginal and Torres Strait Islander leadership, is one core principle – Dadirri. Dadirri, from the Ngan’gikurunggurr and Ngen’giwumirri peoples of the Daly River region (Northern Territory), is the practice of deep listening, purposeful stillness, and reflective awareness as a foundation for wisdom, leadership, and right action. In Aboriginal and Torres Strait Islander culture, listening is the first step in all decision-making and respected the importance of embracing silence. Silence creates space for deep thinking and understanding. Dadirri isn’t confined to human interaction, it is the act of listening to everything – animals, land, water, community and ancestors. This has been the critical piece that has allowed Aboriginal and Torres Strait Islander culture to continue for thousands of years.
In comparing Adaptive Leadership with Aboriginal and Torres Strait Islander leadership, it becomes clear that many of the qualities modern leadership theories strive to cultivate have long been practiced in Aboriginal and Torres Strait Islander culture. Adaptive Leadership’s emphasis on reflection, systems thinking, and collective learning is powerfully strengthened when grounded in Aboriginal and Torres Strait Islander principles such as deep listening, relational authority, responsibility to community, and long‑term care for Country and future generations.
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Aboriginal and Torres Strait Islander leadership reminds contemporary leaders that adaptation is not only cognitive or strategic, but also moral, cultural, and relational. By learning from Aboriginal and Torres Strait Islander leaders—not as case studies but as knowledge holders—modern leadership can move beyond quick fixes and individual heroics toward approaches that are more grounded, resilient, and genuinely sustainable in an increasingly complex world.
The lesson for today’s leaders is not to appropriate Aboriginal culture, but to approach leadership with greater humility—recognising that:
- The future demands collective wisdom
- Authority alone cannot solve adaptive challenges
- Long‑term stewardship matters more than short‑term performance
- Adaptive challenges require a focus on intergenerational impacts
At a time when trust in leadership is fragile, Aboriginal leadership wisdom reminds us of a simple truth: Leadership is not about having the answers. It is about creating the conditions for care, learning, and continuity—together.
Nicole Clinch is a proud Badimia/Yamatji woman raised and living on Kaurna Country. She is an Aboriginal leader working at the intersection of community, policy, and systems reform. She is currently Deputy CEO of the South Australian Aboriginal Community Controlled Organisation Network (SAACCON), where she leads initiatives that amplify community voices and advance self determination through culturally safe and equitable approaches. Nicole brings experience across government and community sectors, grounded in lived experience and strategic leadership.
Leadership Lens is a monthly column produced alongside the Leaders Institute of South Australia. Click here to read the series.
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