Leadership isn’t a promotion, it’s not a title, it’s not a reward for productivity, it’s a calling.

And yet, in today’s world, we’re still sold the idea that leadership is about climbing a ladder, managing performance, and attending one more training session that promises transformation in a PowerPoint deck.

Let’s be honest, that model is broken.

Traditional leadership equates success with hierarchy, control, and visibility. Modern leadership is rooted in purpose, connection, and impact.

What if leadership was about purpose, not pressure? What if resilience came from meaning, not metrics? What if leadership culture was something we co-created, not something handed down?

The Myth of the Career Leader

Many people are promoted because they’re technically excellent, not because they’re ready to lead. And that’s not their fault, it’s the system. We assume leadership is intuitive, but it’s not, it’s a skill, and more importantly, it’s a mindset.

Leadership (definition): A relational and purpose-driven practice of influencing others through authenticity, empathy, and shared vision. It is not a position, it is a way of being.

Old model:Leadership is earned through tenure and performance.

New model: Leadership is a conscious choice to serve, influence, and create change, regardless of title or position.

This shift isn’t just philosophical, it’s strategic. Organisations that continue to promote based on technical excellence alone risk stagnation. Those that cultivate purpose-driven leaders build cultures of innovation, trust, and long-term success.

This is a sigh of relief for those who don’t have a five-year career plan mapped out, who don’t see themselves as “leadership material,” but who care deeply about making a difference. If you’ve ever asked, “What can I do?” or “Where do I fit?”, this is for you.

Leadership is no longer reserved for the polished, the political, or the perpetually promoted. It’s for those who want to see change in the world and are willing to show up with courage and compassion.

And let’s be clear, there is nothing wrong with not wanting to be promoted. There is nothing wrong with being satisfied in your current role. That doesn’t make you unambitious. It makes you grounded. For many people, staying where they are is a conscious choice to serve, to lead from within, and to make a difference right where they are.

Leadership is not about climbing. It’s about contributing. It’s not about visibility. It’s about impact. It’s not about position. It’s about presence.

This is a clarion call for anyone who feels different and suffers from “imposter syndrome”, for those who have opted out of leadership because they believed it meant sacrificing their values, their wellbeing, or their work-life balance. It’s time to change that kind of leadership. It’s time to evolve.

In 2004, sociologist Shelley J. Correll introduced a powerful metaphor to describe gendered career aspirations. Her research found that men often approach their careers as ladders, linear, status-driven, and focused on upward mobility. Women, by contrast, tend to approach their careers as trees, branching into integrated roles that reflect purpose, relationships, and life values.

Twenty-one years later, this metaphor feels more relevant than ever. Today, many people, regardless of gender are seeking career paths that resemble trees, not ladders. They want flexibility, meaning, and growth in multiple directions. Yet most organisations are still structured like ladders, rewarding vertical movement and overlooking the value of lateral growth, purpose-driven roles, and relational leadership.

It’s time to redesign the system. To honour the tree like aspirations of today’s workforce, we must evolve our leadership models, career pathways, and organisational cultures.

Resilience Isn’t a Training Exercise

Resilience isn’t built in a workshop. It’s built in the quiet moments when you reconnect with your purpose. It’s built when you remember why you care, why you started, and why you continue. Resilience comes from purpose, not productivity, not perfection, not pretending to be okay when you’re not.

Resilience (definition): The capacity to recover, adapt, and grow through adversity, grounded in a sense of meaning and connection to one’s values.

Old view: Resilience is about pushing through and performing under pressure.

New view: RResilience is about reconnecting with meaning and leading from authenticity.

Leadership Culture Is Co-Created

Leadership culture isn’t the same as organisational or team culture. It’s not about policies or perks. It’s about how leaders behave, communicate, and make decisions. It’s the emotional tone they set. It’s the values they model. And it’s not created in isolation. It’s co-created, by women and men, by teams and communities, by people who dare to lead differently.

Leadership Culture (definition):The collective emotional and behavioural environment shaped by leaders’ actions, decisions, and relationships. It reflects the lived values of an organisation.

Relational Leadership (definition): A leadership approach that focuses on the quality of relationships between people, how trust, empathy, and shared purpose shape outcomes more than hierarchy or control.

Old culture: Leadership is top-down, shaped by a few.

New culture: Leadership is shared, shaped by many, and built on trust and transparency.

Inclusive Leadership Is the Future

Inclusive leadership isn’t about shifting power from one group to another. It’s about expanding opportunity for everyone. It’s about creating workplaces where people feel valued, respected, and connected. Inclusive Leadership is a leadership approach that actively seeks to include diverse perspectives, foster equity, and create psychological safety for all individuals.

The old paradigm is that leadership is exclusive, competitive, and often homogeneous and the new paradigm is that leadership is inclusive, collaborative, and diverse.

Inclusive leadership isn’t just ethical, it’s effective. Research shows that diverse teams outperform homogeneous ones, and inclusive cultures drive innovation, retention, and reputation.

Purpose Is the Performance Driver

One of the most overlooked drivers of employee engagement and performance is a connection to organisational purpose, the reason the organisation exists. When employees understand how their work helps people, serves communities, or contributes to something bigger than themselves., they show up differently. They care more. They stay longer. They perform better. And this applies across all industries, even those not traditionally seen as purpose-driven.

Whether you’re in finance, logistics, manufacturing, or tech, every role has the potential to serve others. The key is helping people see that connection. The old assumptionis that purpose is reserved for charities, healthcare, or education. The new reality is that purpose is universal. Every organisation exists to solve a problem, meet a need, or improve lives.

Purpose-Driven Culture (definition): A workplace where employees understand and feel connected to the organisation’s mission, values, and impact, leading to higher engagement, loyalty, and performance.

From Profit Only to People, Profit, and Planet

For decades, many organisations have focused almost exclusively on reputation, earnings per share, and growth. This narrow definition of success is no longer sustainable. The future belongs to organisations that understand that financial performance and human wellbeing are not mutually exclusive. In fact, they are deeply interconnected. When people thrive, performance improves. When purpose is clear, engagement rises. When values are lived, trust is built. This is not idealism or something “touchy feely”, it’s strategy. The most successful organisations of the future will be those that lead with integrity, invest in people, and contribute to a better world.

Why This Is the Way Forward

This isn’t just a new way of thinking, it’s the way forward for people and organisations that want to be successful. Purpose-driven leadership builds trust and engagement. Resilience through meaning equips teams to thrive in uncertainty. Co-created culture fosters ownership and alignment. Inclusive leadership unlocks the full potential of diverse talent. Connection to purpose transforms performance from transactional to transformational. Triple-bottom-line thinking, people, profit, planet, ensures sustainable success And for those who never saw themselves as leaders, this is your invitation to lead differently and create a new generation of leaders.

Practical Takeaways for Leaders Today

Whether you’re a CEO, a teacher, a parent, or a new hire, if you feel called to lead, this is for you.

1. Reconnect with Your Purpose: Ask: What do I care about? What change do I want to lead?

2. Co-Create Culture: Ask: What tone do I set? What behaviours do I model? What does our team need?

3. Lead Relationally Ask: How do I show up in relationships? What trust am I building? What shared purpose are we creating?

4. Lead Inclusively: Ask: Whose voices are missing? How can I make space for others to lead?

5. Redefine Resilience: Ask: What gives me energy when I’m tired? What helps me stay grounded?

You Don’t Need to Be Ready, Just Present

Leadership isn’t about being perfect. It’s about being real. It’s about showing up with courage, clarity, and compassion.

Imagine a world where leadership is no longer a race to the top, but a movement toward meaning.

Imagine workplaces where people feel seen, heard, and valued, not just measured.

Imagine teams that thrive because they are built on trust, not fear.

Imagine leaders who lead with heart, not ego.

Imagine organisations that succeed because they care, for their people, their communities, and the planet.

This is not a dream, it’s a direction This is not a fantasy, it’s a future we can choose. Let’s imagine it. Let’s lead it Let’s build it together.

Sources and References

– Exploring Purpose-Driven Leadership: Theoretical Foundations

– MDPI Journal of Business- Leadership Effectiveness Through Coaching: Authentic and Change-Oriented Behaviours

– PLOS ONE- Leadership Insights for 2025 – Forbes

– The Future of Leadership Development – Harvard Business Review

– Inclusive Leadership in 2025: Building Teams That Thrive – Women Back to Work

– Research and Insights – Simmons University Institute for Inclusive Leadership

– A Field Guide to Leading Inclusively – Johns Hopkins Carey Business School

– Constraints into Preferences: Gender, Status, and Emerging Career Aspirations – Shelley J. Correll (2004