Leadership Should Be Earned, Not Just Assigned

The Harsh Truth About Leadership

Imagine this: You walk into work, excited about your job, your team, and the mission. But there’s one problem—you don’t trust your manager. Maybe they don’t communicate well, maybe they play favorites, or maybe they simply don’t inspire you. Yet, they are in charge, and you have no say in the matter.

Sound familiar?

This is the reality for millions of employees worldwide. Leadership is assigned, not earned, and employees are expected to follow, regardless of whether they trust or respect their leader. But what if we flipped the script? What if leadership was something people had to earn, not just something handed out based on seniority or office politics?

The Leadership Crisis in Numbers

If you think this is just a minor issue, think again. The numbers paint a grim picture:

• 82% of employees don’t trust their boss to tell the truth (Edelman Trust Barometer).
• 57% of employees have left a job because of a bad manager (Dale Carnegie Training).
• Only 21% of employees strongly agree that their leaders communicate effectively (Gallup).
• Companies with disengaged employees see 37% higher absenteeism and 18% lower productivity (Gallup).

The biggest leadership crisis today isn’t a skills gap—it’s a trust gap.

The Problem With Leadership Assignments

1. Toxic Leaders Keep Getting Promoted

The corporate world is filled with stories of managers who climb the ladder not because they are great leaders, but because they know how to play the game. They focus on managing up, pleasing executives, and making themselves look good on paper—all while their teams suffer.

Take the infamous case of Elizabeth Holmes at Theranos—a leader who inspired investors but was ultimately unfit to lead. Her employees were scared to speak up, and the toxic culture led to disaster.

2. Employees Get Stuck Under Bad Leadership

Employees don’t get to choose their managers, yet they are the ones most affected by leadership decisions. A bad leader can kill motivation, stifle innovation, and push great employees out the door.

3. Trust and Engagement Plummet

When employees feel that leadership is arbitrary or undeserved, they disengage. Disengagement costs U.S. businesses $450–$550 billion annually in lost productivity (Gallup).

What If Leadership Was Earned?

Imagine a workplace where:

✅ Leadership wasn’t based on office politics but on trust and influence.

✅ Teams had a real say in who leads them.

✅ Promotions were based on leadership impact, not tenure.

Some companies are already experimenting with employee-driven leadership selection:

• Bridgewater Associates uses radical transparency and meritocracy to ensure the best ideas (and leaders) rise.
• Valve, a gaming company, allows employees to choose their projects and informal leaders emerge naturally.

Would Leadership Be Stronger If Employees Had a Vote?

Some might argue that giving employees a say in leadership could create chaos, but consider this:

• Peer-selected leaders are often more respected.
• Employee-driven leadership fosters accountability.
• Trust between leaders and teams would increase.

Companies need to rethink their leadership models. Instead of making leadership a corporate decision, they should make it a team decision.

The Future of Leadership: A Hybrid Approach

A potential solution? A hybrid model where leadership promotions consider both executive evaluations and employee feedback.

This could work through:

• 360-degree reviews where employees rate leaders.
• Leadership trials where employees can “test” leaders before final decisions.
• Transparent leadership criteria so everyone knows what it takes to be a leader.

Your Turn: Should Employees Have a Say in Leadership?

Would workplaces be better if leadership was earned, not assigned? Should employees have a say in who leads them? Let’s spark the conversation!

Drop your thoughts below. 👇