Heroic Leaders and Passive Followers
As leaders, if we take too much control and do not encourage others to take responsibility, we set ourselves and others up for failure.
Roger Martin calls it the responsibility virus and it always begins with the germ of fear. “This vacillation between over- and under-responsibility is an endless loop. Fear of failure drives them into an initial extreme position. The extreme positions of over- and under-responsibility drive them into failure. Failure causes them to flip into the other extreme. And so on.”
He adds that “Advising leaders to stop being heroic and exhorting passive followers to become more aggressive doesn’t get the job done. Heroic leaders and passive followers are pursuing what they feel, at that time and place, to be the optimal course of action.” But it is destructive. Yet we see it played out all the time in organizations, in part because we have a hard time wrapping our minds around the true function of leadership.
Martin explains that, “Take-charge leadership is the stuff of Hollywood and history books, deeply ingrained in our consciousness.” A heroic leader is one who takes on more responsibility than they can handle. And it undermines rather than builds followers.
In an article for the Stanford Innovation Review, Martin writes:
“Take-charge leadership misapplied not only fails to inspire and engage, it produces passivity and alienation.
“When leaders assume ‘heroic’ responsibility for making critical choices, when their reaction to problems is to go it alone, work harder, and do more – with no collaboration or sharing of leadership – their ‘heroism’ is often their undoing.
“Such action often leads to an organizational affliction I have dubbed the ‘responsibility virus.’ A leader senses a subordinate flinch under pressure and responds by taking a disproportionate share of responsibility, prompting the subordinate to hesitate and become passive. The heroic leader reacts by leaping to fill the void. The passive employee retreats further, abdicating more responsibility, becoming distant, cynical, and lethargic. The leader, unable to cope with an impossible workload, becomes contemptuous and angry. A once-promising project becomes rudderless and spirals toward failure.”
Are you acting over-responsibly?
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