Hey Friend

Here's a question for you to ponder...

If your title disappeared tomorrow, would people still choose to follow you?

If accountability is only flowing from the top down, then you're relying more on hierarchy than true leadership.

As adults, we should be able to hold our managers accountable as much as they do us.

The measure of dynamic leadership is being able to create positive change, improved performance and genuine engagement without leaning on your position to make it happen?

Hierarchies might be flattening in theory (and through your org chart), but positional power is still deeply embedded in most organisations - and in us. We were conditioned early..."Don’t argue with the teacher". "Stop asking “why” after I respond with "because I said so".

We see this where someone senior gives direction and people comply without hesitation. Not always because they agree. Not always because they’re clear. But because that’s what authority has trained us to do.

Some leaders try to soften this by adding a question to the directive - “Would that be ok?” or “Can you make that happen?” - But a question added to a directive doesn’t automatically create dialogue. Real dialogue means being willing to hear no.

Strong and kind leadership looks different.

It consistently creates an environment where disagreement is welcomed. 

Where debate is safe. 

Where differing perspectives are respected - not given lip service.