Leadership is a difficult and often thankless job, and even the most well-intentioned leaders can find themselves falling short. Part of the problem is the persistence of leadership myths, which can distort our understanding of what it means to be a good leader. To succeed as a leader, it is essential to have internal certainty in who you are, where you’re going, and how you’re getting there. However, it is all too easy for new and seasoned leaders alike to internalize these myths, which can limit their performance and damage their mindset.

The COVID-19 pandemic has made the demands of leadership even harder, making it more likely that people will adopt performance-limiting assumptions and damaging mindsets when they are promoted. If these unrealistic ideals go unchecked, it can create a disconnect between what people believe makes them a leader and what it truly means to be one, particularly in a post-pandemic world.

To counteract these myths, leaders should focus on putting their team members front and center. By doing so, they can feel secure in the value they add to the organization and create an environment where leaders at all levels know that their credibility is not dependent on how loud their voice is or whether they hold all the answers.

There are three leadership myths that need to be dispelled. The first is the belief that management and leadership are the same thing. While the words may be used interchangeably, management and leadership have different functions. Leaders determine strategic direction, while managers implement processes. The second myth is that leaders should always be optimistic. This can inadvertently shut down others, and leaders should seek to understand and show sincere interest instead. The third myth is that leaders should not be vulnerable. Showing vulnerability, fallibility, and the ability to own and learn from mistakes is essential to inspiring trust and respect among team members.

In conclusion, leadership is not a one-size-fits-all approach, and there is no playbook to follow. However, by dispelling these leadership myths and putting team members front and center, leaders can create a more positive and effective work environment. Senior leadership has a responsibility to create a workplace atmosphere that fosters recognition and lets leaders at all levels know that their credibility is not dependent on how loud their voice is or whether they hold all the answers. By promoting an inclusive and collaborative approach, leaders can empower their teams to achieve greater success and foster a culture of continuous improvement.