There’s a common misconception that leadership is defined by a title or a position. Too often, we equate the term “leader” with someone who holds power or authority. Someone with a fancy title like team leader, department leader or world leader. But leadership is so much more than that.
In fact, I don’t fully understand the term “world leader,” because the truth is, many of those labelled as such aren’t truly followed by the majority. They merely hold power and decide the fate of their country. True leadership goes far beyond having a title; it’s about inspiring others to follow, empowering them to rise, and working together toward a shared purpose.
A leader is someone people choose to follow because they see them as a guiding light, not because of a title stamped on their role. A leader is someone who creates space for others to thrive, helping them realize their potential and find their own power.
Leadership is a role, and it’s earned through actions, trust, and vision, not through power or titles.
The Problem with Promoting Experts
In the corporate world, there’s a dangerous trend of promoting experts to leadership positions simply because they excel in their technical skills. Often, companies do this to avoid losing top performers, but this strategy can backfire. When experts are promoted into managerial roles, they are often thrust into a completely new set of challenges that require a different skill set, one that goes beyond their area of expertise.
Unfortunately, companies rarely provide adequate training for new managers. Instead, these individuals are expected to suddenly become leaders without any guidance on how to manage people effectively. They’re expected to shift from being the expert in the room to becoming someone who empowers others to use their expertise. This often results in micromanagement, a lack of trust, and a failure to tap into the full potential of their teams.
A New Hierarchy
The solution lies in rethinking how we structure leadership in organizations.
It’s time to stop promoting experts solely for their technical skills and titles, and start recognizing that leadership is a multifaceted role.
Companies should embrace a hierarchy where both experts and managers hold equal value. By elevating experts to high-ranking positions, we empower them to contribute to decision-making and strategy, while allowing managers to focus on guiding and developing their teams.
This new structure would remove the traditional barriers between different roles, creating an environment where experts and managers collaborate as equals, leveraging each other’s strengths for the greater good of the organization. This approach not only recognizes the value of both skill sets but also fosters a culture of trust, collaboration, and mutual respect.
The Importance of Training Before Promotion
Equally important is the need for companies to invest in training managers before they step into leadership roles.
Too often, organizations wait until someone is already in the position to provide leadership training, leaving them to figure it out on their own. This reactive approach creates gaps in the way leaders operate, hindering their effectiveness.
Instead, companies should focus on proactive succession planning, ensuring that managers are prepared before they even step into the role. By providing training in areas like emotional intelligence, communication, delegation, and conflict resolution, companies can set their future leaders up for success from day one. This training should be a continuous process, allowing managers to evolve alongside their teams and grow into truly transformative leaders.
A Shift in Mindset
Ultimately, leadership is about creating an environment where people are empowered to do their best work, where trust is built, and where every team member feels valued.
Leadership isn’t about control or titles; it’s about inspiring and guiding others to reach their full potential.
Companies often believe that leaders need to have all the answers, but true leadership is about knowing who holds the answers within the team. By empowering those around them, leaders can elevate decision-making, foster initiative, and drive performance. This is how organizations thrive and create lasting profit.
