5 Distortions of Traditional Leadership

I recently shared a poll within a LinkedIn group recently that asked the simple question:

Within just a couple of days, the poll had over 560 votes, with 64% voting that we need to change some things, and 24% voting that we need a complete overhaul- a total of 88% of people who sense that at least something needs to change with how we lead.

Our current models of leadership, which center power, control and exploitation (although it's not explicitly stated...more on that later...) are no longer working for us, and this tells me most of us feel it, and know it.

While some may argue that traditional models were effective in building modern society, I believe that there is a better way to achieve the same, if not better results by centering the people doing the work. Of course, order is necessary based on the society we live in, but authoritarian control, manipulation, and exploitation are not. 

Real power isn't afraid of being lost; people who possess it operate with a sense of responsibility in knowing how best to wield it authentically with care. This is the basis of true leadership.

Why have we subscribed to top-down and similar models of leadership? Did we really know what we were getting into? Or did we fall for the package?

The 5 Distortions of Traditional Leadership

My answer to that question is this: traditional models of leadership have taught us to perform leadership, not practice it. 

To protect order, not integrity. To manage an image, not embody truth, responsibility and accountability. All while convincing us that this is best for us and the people we lead or work with. But how?

Here are just a few ways these beliefs have been integrated as principle into our organizations:

1.Professionalism over Presence

• Core theme: Emotional suppression disguised as maturity.

• Focus: You must appear calm, polished and "appropriate".

• Root fear: Being seen as reactive, unstable or "unfit" for leadership.

• Rewarded Behavior: Composure, tone-policing, emotional detachment (which employees can sense as a lack of empathy).

• Covert Expression (how it shows up unassumingly): Praises authenticity outwardly but covertly punishes discomfort or disruption.

• What it Protects: Hierarchy, emotional control, legitimacy ("what's right", which is code for what aligns with dominant culture).

  
  

  2. Alignment as Compliance

• Core theme: Mimicking agreement to preserve control.

• Focus: Performing buy-in instead of bringing and advocating for clarity and understanding.

• Root fear: Dissent, questions or boundary- setting.

• Rewarded Behavior: Agreeableness, being a "team player" (just going along to get along).

• Covert Expression: Talks about values all the time...but disengages or "ghosts" when power or authority is challenged.

• What it Protects: Top-down structures, unearned loyalty.

 3. Harmony over Honesty and Truth

• Core theme: Avoiding conflicts under the guise of care, concern, or team harmony.

• Focus: Just keep the peace- don't tell the truth if it disrupts this peace.

• Root fear: Being exposed for inauthentic harmony and belonging; breaking the image.

• Rewarded Behavior: Indirectness, passive-aggression, over-accommodation.

• Covert Expression: Private validation, but public silence. Also avoiding accountability.

• What it Protects: False image of cohesion and agreement, comfort, fragility.

  
  

  4. Performance over Accountability

• Core theme: Optics over action (performing leadership versus practicing it); metrics over impact.

• Focus: Appearing "leader-like", competent and visionary.

• Root fear: Exposure (as incompetent), losing influence and respect.

• Rewarded Behavior: Being visible, initiative (performing again- "let me look like I'm making progress"...); being highly polished in your communications and messaging.

• Covert Expression: Publicly talks the talk but privately harms and lives in denial; also, over-celebrating low-impact wins (to boost ego and appearance of competence).

• What it Protects: Ego, reputation, image of the company (and leadership team).

 5. Control over Clarity

• Core theme: Gatekeeping disguised as leadership.

• Focus: Controlling access to power, opportunities, decisions, information and resources.

• Root fear: Sharing power and resources is somehow a threat to their authority.

• Rewarded Behavior: Centralizing information and limiting access, giving vague feedback (being ambiguous as a strategy), sharing on a "need to know" basis (and controlling who needs to know).

• Covert Expression: Invites input for optics only, encourages hearing ideas, but only as a strategy to find out how others are thinking, not because they actually entertain change.

• What it Protects: A false sense of order, "what's right", power, and hierarchy.

What Keeps Us Glued to These Models, Anyway?

Simply put- it’s all we’ve known. For many, it's easier to work with what you have than imagine something new. Or, since many tie their self-worth and view of success on these models, ego and perhaps insecurity makes it hard for people to let them go or at least integrate new ways of leading.

So, it's much more complicated than simply tossing out our old ways- and ultimately, I don't think everything is all bad. But we do have room to center truth, practice, people and authenticity over power, control and exploitation.

Centering control never allows any organization to reach its full potential, and calls attention to the very reality that leaders (not all, but you know who) work in their own best interests, and rarely is it about the company, the people, the product or the customers. Perhaps in some cases by appearance only, but at the root are self-serving objectives. 

So, What Can We Do?

I've created what I call the Unscripted Leadership™ framework to help us begin to reimagine what leadership could like - if done differently. Click this link to read more about and grab the 5 Distortions of Traditional Leadership Guide, which includes ways to counter these distortions using the framework (for the low, low cost of $27. Blame the economy. I promise though you'll find it's worth much more). 

Interested in learning more about this model? I'll be facilitating a workshop soon- click this link to pre-register and receive a discount on the guide!

Did this resonate at all with you? I'd love to know your thoughts (whether you agree or disagree- we're open-minded around here). Leave a comment/share/like!

Nicole is an organizational consultant and personal coach, who is passionate about inspiring the changes our society needs for all to thrive. Using lessons learned from her own experiences and challenges, she hopes to help people within organizations by creating mentally, socially, and emotionally healthy workplaces for all.

Help The Workplace Unfiltered reach more people! If you found this article useful, please like and share. If you are interested in workplace wellness coaching and would like to learn more, please visit:

• Find useful tools and resources on my website: Icola Consulting (Instructional Design, Coaching & Consulting)

• Learn more about Unscripted Leadership™ here.

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