Are Leaders the Real Heroes
Rich Baron • February 6, 2024
A hero may lead, but only if they inspire others to follow
“A hero is no braver than an ordinary man, but he is brave five minutes longer.” – Ralph Waldo Emerson.
As I think back, there are so many people that I have looked up to throughout my life. Many of them I considered a personal hero. When I think of a hero, I think of someone brave, strong, hardworking, trustworthy, and unselfish. Someone who can protect you and make life better. Everyone has someone they look up to and want to be just like one day and everyone has different opinions and who a true hero is.
The fascination with heroes can be attributed to several factors. First and foremost, heroes embody qualities and virtues that we admire and aspire to have ourselves. They are usually courageous, and selfless, and possess exceptional skills or abilities. Their actions inspire us and give us hope that we too can make a difference in the world.
Additionally, stories about heroes often serve as a form of escapism. They transport us to worlds where good triumphs over evil, where justice is served, and where ordinary individuals can rise above their limitations to achieve greatness. Heroes accomplish well-defined feats of courage in the arena of life. They disarm droves of enemy combatants singlehandedly. They rescue hostages against all odds, and they volunteer for seemingly impossible missions. In a world filled with challenges and uncertainties, these stories provide a sense of comfort and reassurance.
So, can leaders and heroes be the same? The simple answer is no. The reason for this is that Heroes and Leaders are distinct entities, and it is crucial to recognize this distinction while considering the most effective ways of leading our organizations. The main difference is consistency and the fact that heroes do not have to influence others. A leader, on the other hand, is expected to bring out the best in his followers. The leader must set an example and he must gain trust. A leader must be consistent, assimilating these qualities into his character.
Let’s look at some of the differences between Leaders and heroes:
1. Leaders are responsible for creating and implementing a clear vision and direction for the organization. They set goals, develop strategies, and make decisions based on the big picture.
Heroes, on the other hand, are often focused on individual achievements and solving immediate problems. They may excel in their specific tasks and receive recognition for their accomplishments, but they may lack the ability to lead others and provide long-term solutions.
2. Leaders need to inspire and motivate their team members, fostering collaboration and building a strong sense of unity. They must be able to communicate effectively, delegate tasks, and provide guidance to ensure that everyone is working towards common goals.
Heroes may have individual charisma and the ability to garner attention, but they may not possess the necessary skills to inspire and guide others. They may not prioritize the development of their team members or invest time and effort into building relationships and trust.
3. Leaders are also responsible for managing the resources and processes of the organization. They are accountable for the overall performance and success of the team or organization. They need to be able to adapt to changes, overcome obstacles, and make tough decisions when necessary.
Heroes fulfill essential roles. They excel at problem-solving, accomplishing remarkable feats, and inspiring captivating narratives. Heroes may excel in solving specific problems or achieving short-term goals, but they may lack the ability to manage the bigger picture. Their presence is desired and admired, and they are elevated to a position of adulation.
4. Both heroes and leaders show courage. They are willing to go above and beyond the call of duty. They sacrifice themselves for the greater good and complete seemingly impossible tasks. The main difference is consistency and the fact that heroes do not have to influence others.
A leader, on the other hand, is expected to bring out the best in his followers. The leader must set an example and they have to gain trust. A leader must be consistent, assimilating these qualities into his character.
5. A hero reacts to events on a tactical level. The leader acts strategically.
It is not accurate to categorize leaders as heroes. While leaders possess certain qualities and skills that make them effective in guiding and inspiring others, they are still human and have their limitations. Heroes typically possess extraordinary powers or abilities that are not found in regular individuals. Additionally, leaders may encounter challenges, make mistakes, and face criticism, which contrasts with the idea of heroes always succeeding and being invulnerable.
A Leader Makes Things Happen
Leaders may have well-defined deeds on their records as well, but their value does not lie in heroics. An intelligent leader sees the big picture. They strategize, plan, and execute. Great leaders may inspire heroism in their followers, and when that happens, they see it as a positive development.
Over the years I have come to realize that those people that I truly admired in my life was not due to heroics, but authentic leadership. Not just in the organizational sense, but those types of leaders who were true servant leaders in all aspects of their lives.
Here is a list of those qualities that I feel make leaders greater than heroes:
• Long-term impact: While heroes may have immediate and impactful actions, their influence tends to be short-lived. On the other hand, leaders focus on creating sustainable change by implementing long-term strategies and solutions. They prioritize the overall growth and development of their teams and organizations.
• Versatility: Heroes often possess exceptional skills or abilities that make them great in specific circumstances or crises. However, leaders are adaptable and can effectively navigate different situations and challenges. They can make strategic decisions, inspire and motivate their teams, and provide guidance in various areas.
• Collaboration and teamwork: Leaders understand the importance of collaboration and team synergy. They promote cooperation, communication, and coordination among team members, which leads to more effective outcomes. Heroes, on the other hand, often rely on their abilities and can sometimes overshadow or overlook the contributions of others.
• Empowerment: Leaders focus on empowering others by delegating responsibilities, fostering skill development, and encouraging growth. They create a supportive environment where individuals can reach their full potential, contributing to the overall success of the team or organization. Heroes, in contrast, tend to be more individualistic in their approach.
• Ethical decision-making: Leaders prioritize ethical decision-making by considering the impact of their actions on all stakeholders involved. They consider the values and principles that guide their decisions, ensuring fairness, transparency, and integrity. Heroes, while often acting with good intentions, may sometimes prioritize immediate results over ethical considerations.
• Sustainability: Leaders think not only about short-term wins but also about the long-term sustainability of their organizations. They focus on building a strong foundation, cultivating a positive culture, and aligning their actions with the organization's mission and values. Heroes may achieve remarkable feats at the moment, but their actions may not always contribute to sustainable growth and success.
A great leader is constantly inspiring those around them. Leadership is about defining “the mission” and empowering others to help complete it. Earning respect and wielding influence are the specific tasks of the leader. A leader must be a constant source of long-term inspiration for their followers.
Wrapping Up
Acts of heroism are often impulsive and as such do not take a measure of true character. Sports heroes, celebrities, as well as business heroes, have proven countless times that heroism is difficult to sustain over time. However, unlike heroics, leadership can be learned, developed, improved, and sustained over time. Leadership training helps leaders discover their strengths and weaknesses, influence others through specific techniques, and earn the respect of those they lead.
Through leadership training, leaders gain the ability to develop plans to overcome their weaknesses. They become capable of seeing the “big picture” and acting or reacting to events on a strategic level. Overall, well-trained leaders bring stability, vision, collaboration, and sustainable change to their teams and organizations. While heroes may shine in specific situations, it is the consistent leadership approach that brings long-term success and growth.
About the Author
Rich Baron holds the esteemed title of Master Certified Intelligent Leadership Executive Coach at John Mattone Global. With a wealth of expertise spanning over 25 years, he has excelled in various realms such as cultural transformation, operational leadership, executive positions, and coaching individuals from emerging leaders to CEOs. Rich co-hosts "Mainline Executive Coaching ACT," a podcast acknowledged by FeedSpot in 2023, and again in 2024 as the foremost Executive Coaching Podcast worldwide. This recognition is based on an evaluation of numerous podcasts on the internet, taking into account factors such as web traffic, social media followers, and timeliness. The podcast enjoys a substantial following in more than 60 countries and 550 cities across the globe.
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If the years since the pandemic are any indication of what we can expect in this ever-changing business world, leadership needs to be stronger than ever. With rapid changes in business worldwide, the leadership skills we need are changing. Strong, versatile leaders are needed to face the challenges we will inevitably see - leaders who can adapt, strategize, and motivate their teams through complex situations. However, studies show that organizations and leaders alike are far from prepared to combat these challenges. What Do The Studies Show According to the Bersin by Deloitte report High-Impact Leadership Development , organizations with stronger “leadership maturity” are 11 times more likely to have a high number of leaders who can build talent for competitive advantage. And they’re 7 times more likely to have a high number of leaders who can inspire people to follow them. Unfortunately, the report also found that capable leadership talent is very rare. Only 60% of leaders in organizations show commercial acumen and business judgment; 48% are seen as driving change and innovation; and only 44% build talent for competitive advantage. Regarding rare leadership talent, in a study conducted by Kaiser Leadership Solutions , using a 360-degree instrument called the Leadership Versatility Index, they assessed over 24,000 senior managers from a variety of industries around the world. The results showed that less than 10% of the leaders in this study had the versatility and timing to be effective leaders. That means that more than 21,000 of the leaders studied do not have the versatility and timing to be truly effective in reading and responding to change with a wide repertoire of complementary skills and behaviors. Despite the studies that show that leadership skills and development are lacking, there has been a disturbing trend in organizations cutting L&D budgets and individual leaders putting the brakes on their own development. Or worse yet, ignoring the importance of leadership development altogether. A Short-Sighted Approach This lack of investment in leadership development is a short-sighted approach that ultimately hurts both the individual leaders and the organization. Effective leadership is crucial for the success of any organization, as leaders set the tone for the rest of the team and drive the company toward its goals. Additionally, in today's rapidly changing business landscape, it is more important than ever for leaders to be adaptable, agile, and able to navigate uncertainty and change. Investing in leadership development is key to ensuring that leaders have the skills and knowledge needed to thrive in this environment. Organizations must prioritize leadership development and allocate the necessary resources to support the growth and success of their leaders. By investing in leadership development, organizations can create a culture of continuous learning and improvement, drive innovation and growth, and ultimately, achieve sustainable success in the long run. Without ongoing development and training, leaders can stagnate in their skills and become less effective in their roles. This can lead to decreased employee engagement, lower productivity, and ultimately, a negative impact on the bottom line. Hitting the Pause Button Simply put, businesses and leaders are falling behind in preparing for the upcoming business challenges they will certainly face. This fact was shown in another leadership development survey of almost 18,000 human resource professionals and business leaders from around the world. The findings showed that 83% believe it is critical to the success of their organizations to develop leaders at all levels. Despite this, less than 5% of businesses have integrated leadership development at all levels. According to the Global Leadership Forecast 2021, “fewer than half of leaders feel they are effective in leadership skills that will be most critical for future success. This means that strong, versatile leaders are not being developed and prepared for future business challenges. As an executive coach, the most disturbing trend that I have seen in organizations, and individual leaders alike, is pumping the brakes on leadership development. Many of the excuses I have heard are that the L&D budget was cut, or we plan on revisiting leadership training next year, or my personal favorites, we are too busy to focus on that right now. With all the issues in poor employee retention, lack of leadership pipelines, poor talent selection, toxic bosses, and failing organizational culture (which is a direct result of poor leadership), it is no wonder you don't have the time. More than likely your time is now being spent chasing the tiger by the tail, putting out fires, and trying to keep your head above water. So, a quick question, do you think your excuses will help solve the problems? Or perhaps employing the age-old wisdom that if we just ignore it, it will go away. The trend of cutting L&D budgets has been a concern of employees globally. In February 2023, we featured an episode on our podcast, Mainline Executive Coaching ACT, entitled, "Dear Employees, Your Budget Has Been Cut." It has been downloaded and listened to in over 90 countries and 1000 cities worldwide, and is still one of our top downloaded episodes with continued daily downloads to this date. This goes to show that this is not just a concern for organizations in the United States, but globally as well. Quite frankly, this is an urgent situation that needs to change. Versatility Will Be The Key The need for leadership development is greater than ever. Over the past three years, business dynamics have shifted so dramatically, that the moment to maximize the benefits of strong and equipped leaders is now. Versatility in leadership skills is the master capability for leading in a VUCA world — that is, one characterized by volatility, uncertainty, complexity, and ambiguity. Versatility is, "the ability to read and respond to change with a wide repertoire of complementary skills and behaviors." For instance, some circumstances call for leaders to take charge, force difficult issues, and make tough decisions, while others require leaders to enable, support, and include people. Similarly, organizations sometimes need leaders to focus on their future strategic direction and at other times to focus on day-to-day operations and execution. Versatile leaders can seamlessly move between opposing behaviors. They can step up and make a call just as easily as they can bring people together to make group decisions. They can read the room and adjust their behavior accordingly, from asking questions and listening with an open mind to driving the team to achieve success. They can also envision change in big-picture terms and focus on the tactical details of implementing change. Versatile leaders can read the business, from playing out the chessboard five moves ahead to making the next move swiftly and with precision. Focusing on the Future It is time to stop pausing or ignoring leadership development altogether, or worse, simply putting someone in a leadership role because they are strong individual contributors in their jobs. The ripple effects of poor leadership have resulted in skyrocketing turnover rates, poor customer retention, disengaged employees, and high costs associated with replacing the employees who left. To be successful and competitive in the future, developing versatile, strong leaders is imperative. Organizations that value leadership development with a focus on building a strong leadership pipeline full of well-trained, versatile leaders will inevitably see greater innovation, stronger financial performance, highly engaged employees, and strong employee retention. Going forward, organizations and individuals alike need to engage or reengage in leadership development. However, do not make the mistake of bringing back leadership training that the company invested in 10 years ago. Or worse yet, relying on someone in the organization who participated in those programs in the past to take on the task of leadership development today. The days of marathon seminars focused on a particular leadership skill are in the past. Quite frankly, they did not work then, and certainly will not work now. A Training Evolution Leadership training has evolved, and executive coaching is the sturdy bridge that connects individual leadership effectiveness with outstanding organizational performance . It can help organizations attract and retain exceptional leaders and help executive teams to improve their performance. In addition, online coaching platforms that feature ongoing, bite-sized, dynamic, and hybrid training sessions with accompanying implementation tools coupled with one-on-one coaching have proved to be very effective. Intelligent Leadership Online Academy (ILOA) which was created during the pandemic by the world's top executive coach, John Mattone is one such platform that is trusted and respected by the top executives and technologists at some of the world's top companies. Wrapping Up Today's leaders need more proficiency than ever before. No one knows what our disruptive world will throw at leaders next. However, if the past three years are any indication of what lies ahead, organizations and individuals must be prepared to face those challenges. Those organizations with strong, versatile leaders who possess a wide and balanced repertoire of complementary competencies, skills, and behaviors, combined with the wisdom to know which one to use in a given situation, are likely to be most effective at leading their people, teams, and organizations through the turbulence. And we know that this meta-competency — versatility — can be learned, coached, and developed. Reach out to me here to find out more about executive coaching, and ILOA. Or schedule time with me here for a discussion on how your future and the future of your organization can look. About the Author Rich Baron serves as the Chief Operating Officer and Director of the Global Coaching Project at John Mattone Global, where he also holds the title of Master Certified Intelligent Leadership Executive Coach. With over 30 years of rich experience in cultural transformation, operational leadership, executive roles, and coaching leaders at every level—from emerging talents to seasoned CEOs—Rich has a demonstrated track record of success. Rich co-hosts "Mainline Executive Coaching ACT," a podcast that is recognized by Feedspot as the leading Executive Coaching Podcast worldwide. The podcast's acclaim is based on an evaluation of numerous factors, including web traffic, social media followers, and timeliness.
