Introduction
Talking about leadership reminds me of a famous leadership philosophy introduced by Ki Hadjar Dewantara, the founding father of Indonesia’s national education. His well-known motto is:
“Ing ngarsa sung tuladha, ing madya mangun karsa, tut wuri handayani.”
This Javanese philosophy means:
“In front, a leader gives a good example. In the middle, a leader builds spirit and enthusiasm. From behind, a leader provides encouragement and support.”
Although this motto was originally used in the context of education, its meaning is highly relevant to leadership and organizational management. It teaches that leadership is not only about giving orders from the top. Leadership must also be present in every part of the organization: in front, in the middle, and from behind.
Leadership Is More Than a Formal Position
Many people often understand leadership only as a vertical structure. A leader is seen as someone at the top of the organization who gives instructions to the people below. However, true leadership is much broader than that.
Leadership is not only about position, authority, or hierarchy. Leadership is also about influence, responsibility, values, direction, and the ability to build a system that enables the organization to move forward.
A strong organization does not depend only on one charismatic leader. It needs leadership that is present in all layers of the organization. It needs a system that allows people to work with clarity, discipline, integrity, and shared purpose.
A Leader in Front: Setting the Example
The first part of Ki Hadjar Dewantara’s philosophy is “Ing ngarsa sung tuladha”, which means that a leader in front must set a good example.
A leader must demonstrate integrity, professionalism, discipline, commitment, and moral character. People do not only listen to what a leader says. They also observe what a leader does.
If a leader wants the team to be honest, the leader must show honesty. If a leader wants the organization to be disciplined, the leader must be disciplined. If a leader wants people to work with commitment, the leader must first show strong commitment.
Leadership by example is one of the most powerful forms of leadership. It builds trust and credibility. Without trust, people may follow instructions, but they will not truly believe in the leader.
A Leader in the Middle: Building Spirit and Collaboration
The second part of the motto is “Ing madya mangun karsa”, which means that a leader in the middle must build spirit, enthusiasm, and initiative.
A leader must be present among the people. This means understanding their challenges, listening to their ideas, supporting collaboration, and creating a healthy working environment.
In the middle of the organization, a leader plays an important role in building teamwork. The leader helps create an atmosphere where people feel safe, respected, and motivated to contribute.
A good leader does not only demand results. A good leader also builds the conditions that make good results possible.
When the organizational environment is healthy, people can work with better focus, creativity, and productivity. They are more willing to share ideas, solve problems, and support one another.
A Leader from Behind: Encouraging and Empowering Others
The third part of the motto is “Tut wuri handayani”, which means that a leader from behind provides encouragement and support.
This means that leadership is not always about standing in the spotlight. Sometimes, a great leader allows others to grow, lead, and take responsibility.
A leader from behind gives motivation, guidance, and confidence to the team. The leader helps people believe that they are capable of moving forward.
This form of leadership is very important in building future leaders. An organization will not become strong if all decisions and initiatives depend only on one person. A strong organization must develop many capable people who can carry the mission forward.
Great Leadership Focuses on the Organization, Not the Leader
In his book Good to Great, Jim Collins explains that truly great leaders do not focus on themselves. They focus on the organization and its long-term success.
A great leader does not seek personal glory. Instead, a great leader builds a system that enables the organization to grow, improve, and survive beyond the leader’s own presence.
This is an important lesson. A company or institution should not depend only on the charisma of one leader. Charisma may inspire people for a moment, but it is not enough to build lasting success.
A great leader creates a leadership and organizational system that works consistently. The system helps the organization maintain direction, develop people, solve problems, and continuously improve.
Why an Organizational System Matters
In a small team, a leader may be able to directly monitor many things. However, in a large organization, it is impossible for one leader to be physically present everywhere and manage everything personally.
That is why a leadership and organizational system is needed.
A good organizational system helps ensure that values, direction, standards, and responsibilities are understood by everyone. It allows the organization to work properly even when the top leader is not present in every situation.
The system should help answer important questions:
When these questions are answered clearly, the organization becomes stronger and more sustainable.
Choosing the Right People
A strong leadership system also requires the right people. As Jim Collins explains in Good to Great, an organization must first get the right people on the bus and put them in the right seats.
This means that leadership is not only about strategy. It is also about people.
A leader must choose individuals who have integrity, competence, discipline, and commitment to the organization’s purpose. After that, they must be placed in roles where they can contribute effectively.
When the right people are in the right positions, the organization can move forward more naturally. People understand their responsibilities, take ownership, and contribute to collective success.
Building Collective Leadership
Great organizations do not rely only on one leader. They build collective leadership.
Collective leadership means that leadership responsibility is shared across the organization. Managers, supervisors, team leaders, and employees all understand their role in supporting the organization’s mission.
This does not mean that everyone has the same authority. It means that everyone has a sense of responsibility.
When collective leadership is built properly, the organization becomes more resilient. It can adapt to change, face challenges, and continue moving forward even when leadership changes occur.
Preparing Future Leaders
One of the most important responsibilities of a leader is preparing future leaders.
A leader who only focuses on current performance may achieve short-term success. However, a leader who develops successors creates long-term value.
An organization must have a system for leadership development. It should identify potential leaders, provide learning opportunities, build character, give real responsibilities, and prepare them to lead in the future.
Leadership succession is essential for organizational sustainability. Without regeneration, an organization may decline when its current leaders leave.
Conclusion
The leadership philosophy of Ki Hadjar Dewantara provides a powerful lesson for modern organizations. A leader must be able to lead from the front by setting an example, lead from the middle by building spirit and collaboration, and lead from behind by encouraging and empowering others.
Great leadership is not only about personal charisma or formal authority. It is about building people, values, culture, and systems.
A great leader focuses not only on immediate results, but also on the long-term strength of the organization. By choosing the right people, placing them in the right roles, building collective leadership, and preparing future successors, an organization can continue to grow and improve.
In the end, great leadership is not measured by how dependent people are on the leader. It is measured by how strong the organization becomes because of the leader.
