Seven misconceptions about leadership

There are quite a few misconceptions about the role and contribution of leaders in change processes. Clearing up these misconceptions can help you develop your own leadership style and take the initiative in changing organizations. The first misconception is that leaders are heroes who save a company. The second misconception is that the agents of change are those who hold senior positions. The third misconception is that one can only really start leading if one has the formal power to make decisions. The fourth misconception is that there are leaders and there are followers. The fifth misconception is that managers and leaders are different kinds of people, living in different worlds, with managers doing things the right way and leaders doing the right things. The sixth misconception is that change is only possible under pressure.The seventh misconception is that leadership is leading others. In fact, one mainly leads oneself. Leaders are not heroes who save companies and leaders are not found just at the top level of an organization. Anyone in an organization can take the initiative, give meaning to events or initiate innovation. It is an illusion to think that one can only lead from the heights. The distinction between leaders and followers also turns out to be fictitious. People in operational positions can take the lead in innovation processes and formal leaders can follow these up. Leaders and managers are not different types of people for they strive towards common corporate goals. Urgency is not a prerequisite for change but an inspiring vision of the future is, as is an unwavering commitment to self-improvement.