Leadership is not about rank or title

Written  by P Griffin  September 2025

Leadership is not about rank or title. Being “the boss” does not make someone a true leader—instead, leadership is measured by the extent to which one positively impacts others, regardless of one’s level within the organisation.

 

The words often attributed to John Quincy Adams, “If your actions inspire others to dream more, learn more, do more and become more, you are a leader,” capture this idea well, even if historians debate the exact source. Adams, who dedicated much of his life to service and diplomacy rather than personal acclaim, embodies the principle that leadership is rooted in consistent actions and influence, not formal authority.

 

This perspective is vital today. Leadership isn’t confined to top executives; it can be demonstrated by anyone who supports a colleague, helps a team stay motivated under pressure, or speaks up with integrity when it matters most. The true essence of leadership is found in everyday acts that inspire and enable others to grow, contribute, and succeed. Whether clearing obstacles for a team, modelling positive behaviour, or offering encouragement during challenges, leaders create an environment where people can thrive—no matter their role.

 

Leadership, ultimately, is about influence, inspiration, and service throughout the organisation, reflecting a commitment to collective progress rather than personal status.

 

Leadership is influence, inspiration, and service – wherever you sit in an organisation.

So how can organisations build a culture that empowers leadership at every level?

 

Making a transition of this type is not easy; it takes time and dedication, but the performance benefits are huge.  Here are the kinds of steps you will need to take:

 

  1. Redefine leadership. Make it clear that leadership is not tied to position. Celebrate examples of influence, initiative, and service wherever they occur.

  2. Model from the top. Senior leaders must embody humility, openness, and a willingness to listen. If people see leaders sharing credit and enabling others, they’ll follow suit.

  3. Empower decision-making. Give individuals ownership in their roles. Trust and autonomy fuel accountability and encourage people to step up.

  4. Invest in growth. Provide learning opportunities that develop not just technical skills, but also emotional intelligence, resilience, and communication.

  5. Recognise and reward. Shine a light on those who demonstrate leadership behaviours – not just those who hit financial targets.

  6. Encourage psychological safety. Create an environment where people feel safe to speak up, challenge ideas, and admit mistakes without fear of blame.

 

When these practices become part of the culture, leadership stops being the responsibility of a few at the top and becomes a shared commitment across the whole organisation. That’s when teams thrive, innovation accelerates, and businesses grow stronger together.

Contact me today for a discussion about the ideas you have about growing your business or creating future success