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July 4th, 2023

READ TIME: 2 minutes & 58 seconds

When I started my leadership journey, I was young and wasn’t given a great deal of guidance.

As I looked back, I thought about all the ways I could have handled things differently. I also picked up valuable traits from successful leaders that I had the opportunity to work with.

One thing in particular that I learned that changed the trajectory of how I approached my leadership was being taught the difference between managing and leading.

Studies have proven that employees typically leave their jobs for one main reason: the quality of management.

Poor management can lead to employee dissatisfaction, which will result in poor performance and resignation.

What happens when the leadership within a company leads with honesty, compassion, and an encouraging attitude?

Employee performance improves and productivity increases.

One of the greatest leaders in our time said it perfectly.

You see that was just the difference I learned. If I wanted to be a better leader I was going to have to focus on actually leading my people versus managing them.

No one wants to be managed, right? But to be led is an inspiring thing.

There was one very simple way to demonstrate how managing vs. leading takes form in the workplace and that’s what I want to share with you today.

I want to change your perspective about something that has been viewed as ‘unchangeable’ in the lens of corporate America.

The org chart.

The Org Chart Is Outdated

The problem with org charts is that they don’t really serve the same purpose that they used to serve.

In the early corporate America days of leadership, they were one clear leader that told everybody else what to do and it wasn’t really up for debate on whether you did that or not.

Times have changed and people want to be a part of organizations where they know the work they are doing will contribute to making a significant difference.

Not only that, they want to know that they are valued by the person who is responsible for telling them what to do.

So my biggest issue with the org chart today is that it discourages this.

By clearly placing a leader at the top, above everyone else, you are making it known that “You are all under me and what I say goes.”

And this version of an org chart is really reflective of how some leaders lead their teams.

“No, you can't do that.”

“Just follow the rules.”

“I call the shots.”

This is what poorly managing looks like.

As Steve Jobs said, if we’re going to inspire people to do things that they never thought that they could, then we’re going to have to symbolically change the way we look at the org chart and really start leading.

Here are 3 ways I look at the org chart other than with the leader on top.

3 ways to view an org chart

There is no one way of viewing an org chart that works for the purpose of leading at all times.

Sometimes you will be required to lead fearlessly from the front while other times you may be called to lead from the back and support your team along the way.

So let’s break down the three different ways that you could potentially look at an org chart to fit the needs of your team at that time.

Leading from the bottom

This is what I call ‘Leading from the bottom.’

This way of viewing your org chart takes a foundational approach to lift up your team and providing them with the resources that they need to succeed and make a difference.

What does this look like in real life?

• Providing actionable and clear feedback with follow-up.

• Asking for your team’s input on critical decisions.

• Working to establish autonomy amongst your team members.

Leading from the front

This is when you take your org chart and you spin it to the left.

When you do so, you’ll be in the front of your team, not on top. Everything flows from left to right and rather than being the only person at the top, you’re all on the same level.

This is what true leadership looks like and there may be times when you being in the front is necessary. It tells your team that you will truly lead them and that you need their support as well.

What does this look like in real life?

• Leading fearlessly through uncertain times.

• Take risks with your team at your side and their input.

• Being the example of what you want to see in your team.

Leading from the back

This one is one of the most important. When you take the org chart and you spin it to the right.

Now you’ve got your teams back.

You’ve been working on a big project and you’re on the edge of celebrating a big victory and you’re ready to take all the credit. Don’t. Put yourself in the back and let your team reap the benefits before you do.

As a leader, it’s really not about getting praise for big wins. The best leaders want to see their teams celebrate and get praise. Your recognition will get to you, but not before the rest of your team is recognized.

What does this look like in real life?

• Recognizing team members for the great work that they’ve done.

• Not making it about you.

• Having your team’s back when trying something new.

Go Deeper on This Topic

📰 Forbes Article, Smart leaders purposely put themselves at the bottom.

📚 Greg Slamowitz, ‘Flip The Pyramid.’

📲 John Cutler’s tweet about flipping the org chart.

I hope this helps you or a leader in your circle.

Until next time,

Pierre Inspires

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I hope this helps you or a leader in your circle.

Until next time, PierreInspires

P.S. If you have any questions, thoughts, or additional stories to share, please don't hesitate to reach out. Let's support and learn from each other as we strive to become the best leaders we can be.