Acumen – What’s That?

Why Every Leader Must Grow with Purpose

To my up-and-coming leaders:

If you are looking for a meaningful topic to explore with your mentor, start here – ask them about acumen.

What does it mean in your profession? How does it influence your leadership journey?

My Wake-Up Call

I’ll be honest – when I first heard the word, I had no clue what it meant. I was knee-deep in trying to understand a complex business process when my Fire Chief looked at me and said bluntly:

“Wes, the problem is your business acumen sucks.”

That hit hard.  

Not just because it was honest – but because I didn’t even fully understand what acumen meant. I remember thinking, “What exactly is acumen, and why hadn’t I heard this before?” 

That moment flipped a switch. It marked a turning point – when I stopped coasting and started growing with intention. I committed to asking better questions, listening more intentionally, and diving deeper into systems, strategies, and decisions that define effective leadership.

From Confusion to Clarity: What is Acumen?

Acumen is the ability to discern the signal from the noise. Over time, I’ve come to understand that it’s more than intelligence. It’s the combination of deep knowledge, timing, and intuitive insight. It's knowing what to do, when to do it, and, most importantly, why it matters.

Leaders with acumen see the bigger picture and understand the nuances that others might miss. They prioritize wisely, stay grounded in values, and act with both confidence and humility.  

• In the fire service, we call it command presence.

• In business, it’s executive decision-making.

• In healthcare, it’s clinical judgment under pressure.

No matter the field, acumen is what transforms a doer into a difference-maker.

That’s why it makes a powerful mentoring topic – it’s the foundation of every great leader’s decision-making and the key to unlocking potential in others.

More Than Intelligence: 4 Core Acumens Every Leader Must Grow

As leaders, our effectiveness hinges on more than just ambition or authority. It hinges on acumen – developed in specific areas that shape how we think, decide, and influence. Strong leaders don’t just possess acumen; they sharpen it daily.

If you’re currently working with a mentor, use the following categories as intentional discussion points:

1. Financial Acumen 

Understanding the flow and purpose of resources

You don’t need to be a Fire Chief, but you do need to understand how money moves through your organization. It’s about being a responsible steward – not just managing a budget but making decisions that reflect both value and values.

Example:

A Captain who develops and monitors life cycle replacement needs for their fire station in accordance with department goals. This demonstrates financial acumen – you are not just spending; you are investing.

Mentor Question:

“How can I better understand how my decisions impact our organization financially?”

2. Strategic Acumen

Seeing the long game and positioning others for success

Strategic acumen is the ability to look ahead – to anticipate trends, evaluate risks, and align your work with the bigger picture. It’s not about solving today’s problem; it’s about preparing for tomorrow’s opportunity.

Example:

A branch officer (Assistant Chief) preparing succession plans two years ahead of expected retirements is displaying strategic insight. Not just reacting but thinking proactively to support executive level administration.

Mentor Question:

“What long-term challenges or opportunities should I be paying attention to in my current role?”

3. Political Acumen

Navigating the human systems of power, trust, and influence

This isn’t about playing games – it’s about understanding the formal and informal power structures that shape your environment. Political acumen helps you build coalitions, foster trust, and influence outcomes without manipulation.

Example:

A battalion chief who builds cross-departmental alliances to support a new training program shows political skill. Knowing the right stakeholder who needs to be involved and how to bring them on board.

Mentor Question:

“What political blind spots might I be missing in my current projects or relationships?”

4. People Acumen

Reading your team, motivating others, and creating culture

People acumen is emotional intelligence in action. It’s knowing what drives your team, reading between the lines, and creating a culture where people feel seen, supported, and challenged.

Example:

A supervisor who notices burnout before it's verbalized, adjusts workload, and checks in personally. That’s people acumen at its best.

Mentor Question:

“How can I become more emotionally aware and responsive as a leader?”

Why You Can’t Afford to Ignore Acumen

To put it bluntly, we are leading in a world of relentless change.

Leaders today don’t need to have all the answers. What they need is the awareness to ask the right questions, make thoughtful decisions, and influence the outcomes that matter most.

That’s where acumen comes in.  

Mentoring someone in acumen means guiding them toward a deeper understanding of their own thinking. It’s less about giving answers and more about helping others develop the skills to make the best choices on their own. It’s what separates reactive managers from intentional leaders.

Personally, I struggled to shift from being a tactical doer to a strategic enabler. I had to unlearn the belief that leadership meant having all the answers and embrace the idea that my role was to create clarity, build others up, and help them move forward confidently.

That shift did not happen in isolation. It took mentoring, reflection, and the ability to fail with courage. Every hard lesson taught me the same truth: acumen is the compass that keeps your leadership aligned with purpose.

Leveraging Your Mentor: A Conversation Starter

Acumen is a powerful subject to explore with your mentor.  Ask them about their own growth:

• What helped them transition from tactical work to strategic leadership?

• What mistakes helped them develop better judgement?

• How do they continue to sharpen their thinking today?

In my experience, the most transformative moments in mentorship don’t come from getting answers, they come from being asked the right questions. I love asking questions that challenge your assumptions, expand your thinking, and open new perspectives.

Spark a Meaningful Conversation

Here are a few questions to bring to your next mentoring session:

• What does strong acumen look like in this organization?

• What are the most valued decision-making qualities at my level?

• How can I assess and improve my financial or strategic thinking?

• What habits or experiences helped you develop your judgement?

• How do you recognize when someone is thinking with acumen?

• What blind spots do new leaders tend to overlook?

Your Next Step: Start the Journey

Acumen isn’t a skill you master in a classroom or coaching session. It’s built through experience, reflection, feedback, and curiosity. Most of all, it’s built through mentorship.

So take action.

Schedule a 30-minute conversation with your mentor this week.

Use this conversation to explore where your acumen is strong and where it needs to grow.

Don’t have a mentor? Reach out – I’d be glad to have that conversation with you.

This article was written by Wes Hill Fire Chief – Fort Riley Fire & Emergency Services

wes@battalion1consultants.com

Photo Credits: AI and Wes Hill