Monday IINspiration“The Ostrich Politics: Why Prevention is the Leadership Superpower We Keep Ignoring”

Last week, I had the opportunity to attend a high-level debate on geopolitics organized by the Cercle de Wallonie. The discussion was rich, intelligent, and… a bit unsettling. Experts shared their perspectives on today’s global shifts — war, polarization, instability, rising threats. A dense cocktail of topics that demanded focus, reflection, and courage.

After the session, I approached one of the speakers, Pascal Boniface, founder and director of the IRIS (Institut de Relations Internationales et Stratégiques), to thank him and buy his book. I said something quite honest:

“A part of my brain and heart understood what you said, and I could feel how important it is… but the other part of me just wants to forget everything and go back to my daily life.”

He smiled gently and replied:

“Don’t be afraid. But remember, the ostrich politics is never a solution.”

This phrase has stayed with me ever since.

The Ostrich Reflex: A Human Instinct?

We’ve all done it — something feels too big, complicated, or scary to handle. So, instead of facing it, we postpone, distract ourselves, minimize it, or pretend it’s not there. This avoidance, often called “ostrich politics,” is rooted in the idea that if we don’t look at the problem, maybe it won’t look at us.

But here’s the thing: ignoring a storm won’t stop it from coming.

And as Pascal Boniface reminded me — and all of us — this instinct, while deeply human, is not helpful. Not in geopolitics, not in personal life, and certainly not in leadership or organizational development.

Ostrich Politics at Work: How It Shows Up in Organizations

Since that evening, I’ve been reflecting on how this dynamic plays out not just in the global arena but in our day-to-day decisions as leaders, entrepreneurs, HR professionals, and team members.

We all know — intellectually — that we need to invest in human capital, well-being, and skills for the future. We’ve read the reports. We’ve seen the surveys. We talk about burnout, leadership gaps, lack of diversity, and resistance to change. But how often do we actually take action before a crisis hits?

We are masters at coming up with automated excuses. The three most common ones?👉 “We don’t have the time.”👉 “We don’t have the budget.”👉 “We’ve talked about this for years… but let’s be honest, nothing will change.”

So we postpone. And then we react when the problem is no longer avoidable.

But prevention, although less visible, is so much more powerful than reaction. Let me show you what I mean through a few concrete examples.

Burnout & Well-being

We’ve seen a sharp rise in burnout numbers over the past years. We all know it’s an issue. Yet so many organizations still treat burnout like an isolated individual problem.

“Yes, people are tired. But what do you want us to do? We’re not psychologists.”

Except… we can do something.

We can integrate well-being practices into daily work life — not as perks, but as structural culture shifts: breathing exercises, breaks, meaningful feedback, walks, flexibility, nourishing food, clarity in goals and expectations. These aren’t “soft” elements. They are the foundation of long-term performance.

Women in Leadership

Another classic example is the lack of women in top leadership roles.

“Yes, we’re aware of the gap… but women often don’t want that kind of life.”

Really? Or are we simply continuing to design leadership around a model that was never made for anyone outside the norm?

True prevention means redesigning the system. Not to force women into predefined roles, but to create spaces where multiple leadership styles and life models can coexist.

Ageing Workforce & Missed Opportunities

I often hear companies talk about their 50+ employees as “solid,” “loyal,” “a bit behind on tech, but trustworthy.” But when I ask about development plans for them, the answer is often:

“We’ll manage when they retire. If necessary, we’ll offer exit plans.”

The same organizations then complain that “young people today aren’t loyal.”We have talent, knowledge, and loyalty sitting right in front of us — and we overlook it because we don’t see short-term ROI in investing in someone who has “only” 10 or 15 years left in their career.

That’s ostrich politics. That’s missing a massive opportunity for mentorship, stability, and cultural continuity.

Prevention Is Invisible… Until It’s Too Late

The challenge with prevention is that it’s invisible when it works. When we prevent burnout, nothing happens. When we invest in an inclusive culture, conflicts decrease — but we can’t always point to a single moment of “success.”When we plan leadership succession early, the transition feels smooth, and people forget how chaotic it could have been.

And that’s why prevention is often ignored: it doesn’t give us instant feedback. But that’s also what makes it sustainable, wise, and deeply strategic.

It requires us to make decisions based on long-term vision, not just daily pressure.

A Call to Courage

Choosing prevention over reaction takes courage. It means facing the uncomfortable questions before they explode. It means investing time and resources in things that don’t “hurt” yet — and may never, if you do things right. It means designing organizations where people thrive, not just survive. And yes, it means saying: “We see the storm. Let’s prepare instead of pretending it won’t come.”

Whether in geopolitics, business, or life, sticking your head in the sand only guarantees you won’t see the wave coming. But the wave will come.

So this Monday, I invite you to take one moment of clarity. Ask yourself:

“Where am I avoiding, denying, postponing — and where could I start preventing, preparing, and acting wisely instead?”

Because leadership is not about pretending to have no fear. It’s about choosing not to be ruled by it.

With courage,

Laura

Founder & Executive Coach @ Coachiin