A social observer once said that "leaders don't need to be book smart,but people smart." What did this insight mean?

The insight that "leaders don't need to be book smart, but people smart" suggests that the effectiveness of a leader is not solely dependent on their academic knowledge or intellectual prowess (often referred to as being "book smart"). Instead, it emphasizes the importance of emotional intelligence, interpersonal skills, and the ability to understand, connect with, and influence people (qualities associated with being "people smart").

Being "people smart" involves a range of competencies such as empathy, communication skills, conflict resolution, motivation, and the ability to build relationships. These skills enable a leader to effectively manage teams, inspire loyalty, and create a positive work environment. The statement implies that a leader's success is more about their ability to navigate social dynamics and less about their technical knowledge or formal education.

In essence, the social observer is highlighting that leadership is fundamentally about dealing with people, and therefore, the skills that facilitate successful human interaction are more critical than academic qualifications or theoretical knowledge. This does not mean that intellectual abilities are unimportant, but rather that they should be complemented by strong social skills to be an effective leader.