One of the most prominent manifestations of administrative intelligence among leaders is their ability to recognize the appropriate moment to grant trust, and to identify people who deserve it. Trust is not an emotional act or a passing compliment, but rather a highly influential strategic decision that may contribute to the success of the organization or accelerate its failure. Providing trust is like signing a delegation of responsibility, and therefore it must be based on precise criteria, not on immediate feelings.
The Holy Qur’an is a rich reference in this regard, as the leadership wisdom is evident in the story of Moses, peace be upon him, with the two daughters of the Prophet of God, Shuaib, when one of them said: “O my father, hire him. Indeed, the best of those you hire is the strong and trustworthy.”
In this brief phrase, the equation for successful leadership is evident through strength, i.e. competence and mastery, and honesty, i.e. honesty and sincerity. Therefore, he combined these two elements and was worthy of bearing responsibility and gaining trust.
A successful administrative leader is one who evaluates those around him well, has the ability to read personalities, and discover those who possess the qualities of competence and integrity. Delegating tasks to the right people not only has an impact on the efficient completion of work, but also reflects on the work environment, where commitment prevails, performance is stimulated, and cohesive work teams are built led by mutual respect and discipline.
Today, the urgent need for administrative intelligence is evident in modern work environments, where technical and organizational changes are accelerating. A leader who lacks flexibility of thinking and speed of adaptation may find himself unable to deal with performance pressures or different employee styles. Administrative intelligence here is not limited to analysis and decision-making, but rather includes possessing insight in dealing with crises, the ability to build bridges of trust with work teams of diverse backgrounds, and employing individuals’ strengths in places that maximize their effectiveness. In this context, trust becomes a strategic tool used to motivate initiative, not just a reward given after achievement.
But administrative intelligence does not stop at granting trust only, but also includes conscious follow-up and continuous evaluation. A leader who delegates without supervision opens the door to looseness, and a leader who monitors without trust creates a stifling environment that lacks initiative. Therefore, achieving a balance between supervision and empowerment is considered one of the highest levels of administrative wisdom.
We must realize that misdirection of trust is one of the things that most threatens the efficiency of administrative systems. When tasks are assigned to those who lack experience or integrity, the damage extends to performance, morale, and the organization’s standing. Where vision is absent, mistakes are frequent, and those with real competencies are excluded, which ultimately leads to a decline in performance and a loss of compass.
The essence of leadership is not in the amount of authority granted to the leader, but in his accuracy in choosing those he relies on. Just as a doctor does not prescribe treatment before diagnosing it, a prudent leader does not delegate a task without making sure of the qualifications of the person who will assign it to him.
In every institution, whether small or large, we need to revive the upright standards established by the Qur’anic texts, foremost of which is the saying of God Almighty: “Indeed, the best of those whom you hire is the strong and trustworthy.” With this rule, trust is built based on merit, responsibilities are distributed fairly, and success is achieved on the foundations of insight and administrative rationality.
