Don’t Follow the Leader

Culture evolves slowly. Often, a custom or habit hangs on in our institutions long after it becomes outmoded and ineffective. Like a troublesome little appendix dangling from our collective cecum, it persists even though its usefulness has disappeared. The traditional model of leadership is one such vestigial organ. 

The model of the lone, unquestioned leader was well-suited to one purpose: keeping a small powerful elite in power. It served that function quite well. Royal families remained royal, feudal lords kept their lordships, and the peons and peasants were convinced to follow along obediently due to the manifest superiority of their leader. In fact, that model is so effective at doing what it was designed to do, it’s still the go-to leadership style of strong-man politicians and would-be dictators all over the world. 

The problem with that approach to leadership is that, whenever you want to do something besides consolidate and preserve power (for example, solve problems or make people’s lives better), it’s useless. Real leadership requires an intentional diffusion and sharing of power, and that requires a  culture and a group of leaders who willingly give up control. 

Leadership development is a bit of a buzzphrase, but at its heart, it’s a simple concept. No organization can be led by one person. It requires leadership at every level, and in every person. It requires each member of the team to do what real leaders do: they help the team succeed and thrive. To develop leadership is to develop a culture of trust, cooperation and engagement that pervades the organization from top to bottom.

Don’t follow the leader--be a leader.