Top 10 Leadership Myths – Debunked
- Nancy Maher
- Sep 10
- 8 min read
👻 Zombie leadership is still haunting our workplaces!
CMI reported that UK workers with “ineffective” bosses are 50% more likely to be job-hunting.
A 2024 study - brilliantly titled Zombie leadership: Dead ideas that still walk among us - got me thinking about the tired leadership myths that NEARLY kept me from stepping into leadership.
The word "leadership" conjures up different things for all of us and can be shrouded in hype and persistent myths, like the notion that leaders are born, not made, or that your title alone makes you a great leader.
The reality?
Persistent "zombie" leadership myths create workplaces that suck.
They tell us that only certain "types" belong at the top, that titles equal authority, and that leaders must have all the answers, all the time. But here’s the truth: Great leadership is learnable, human, and rooted in how you show up – not in your job title.
In this article, I debunk our top 10 leadership myths that I believe both undermine team morale and scare off potential great leaders.
Contents
Leadership Myth 1: Leaders Must Have All the Answers
This is the widely held belief that effective leaders must always know what to do, possess the right solution for every problem, and rarely – if ever – admit uncertainty or seek input from others. This misconception is rooted in traditional, top-down images of leadership, where the person in charge is expected to be the all-knowing heroine who saves the day, never showing vulnerability or needing advice.
The reality? It’s the opposite. The best leaders are expert question-askers, not know-it-alls.
A study of over 1,000 employees in 90 teams found that leaders involving teams in decision-making and problem-solving significantly boosted team effectiveness and individual engagement.
Their real job is creating space for others to share, contribute, and shine. Building a coaching culture or adopting a coaching style leadership can help unlock real innovation and help your team grow. Leadership isn’t about hogging the spotlight; it’s about lighting the stage for others.
Leadership Myth 2: Leadership Is About a Title
Think being called "manager" or "director" makes you a leader? Uhm...no.
The reality? Leadership has far more to do with how you behave and the impact you have, than the words on your email signature.
Some of the most influential leaders I've worked with have had no official authority, but they've shaped workplaces through their contributions and the trust they built with others. When leading large-scale digital change initiatives in the tech industry, it was the informal leaders within the engineering teams who were key to driving the big changes at a grassroots level.
Leadership Myth 3: Leaders Are Born, Not Made
This one is persistent, but nonsense.
It claims that leadership is an innate quality – that certain people are simply born with the traits and abilities required to lead, while others are not. And if you don’t have those qualities…well…
The reality? Leadership is learnable.
If you had told my 21-year-old self that I was going to be a director of a global organisation, I would've laughed you out of the room. I was an incredibly shy working-class kid with aspirations to have a good career, but did not consider I could be a leader. That was something more confident and charismatic people did.
While some people might be confident from an early age that they are born leaders, the most effective leadership emerges through learning, personal development, and real-world experience of both crappy and great leadership.
Leadership soft skills – such as communication, handling feedback, empathy, emotional intelligence, adaptability, and strategic thinking – can be cultivated over time through practice, as well as support from mentoring and leadership coaching.
You aren’t either "born with it" or not. Anyone can build leadership skills with support, practice, feedback, and a good dose of self-reflection.
Leadership Myth 4: Leaders Aspire To Lead
This is an interesting one. Society often paints leadership as a universal ambition – that deep down, everyone wants to be a leader. This myth also suggests that all leaders are driven by a personal ambition to take charge or be at the forefront.
The reality? Not everyone dreams of leading, and plenty feel out of their depth when handed the reins.
In fact, many people (including myself) can find themselves in leadership by accident. According to the UK Chartered Management Institute, 82% of managers entering a management position have not had any formal management or leadership training and are considered "accidental managers".
Effective leadership development acknowledges that many leaders are made, not selected. And need support, mentoring, opportunities and not just a new job title.
Leadership Myth 5: Leaders Are Innate Geniuses
This is the belief that great leaders are born with exceptional qualities – like extraordinary intelligence and decisiveness – that set them apart from everyone else right from the start.
So, if you picture leaders as lone geniuses with endless flashes of insight and knowing what to do, think again.
The reality? Good leaders experiment, try, fail – and learn.
It’s in the messy cycle of missteps and reflection where breakthroughs and innovation actually happen. Leadership isn’t about being right; it’s about being open to learning and finding ways to harness and reward the talented humans around you.
Leadership Myth 6: Leaders Can't Be Human
This myth suggests that being human and expressing emotions – especially vulnerability, empathy, or uncertainty – undermines a leader’s authority and signals weakness or lack of control. This long-standing belief is rooted in traditional corporate cultures that equate strong leadership with stoicism, logic, and invulnerability, encouraging leaders to "lead with the head, not the heart".
Many leaders fear that showing emotion will make them appear irrational, unprofessional, or less competent. And this pressure is often even greater for woman leaders and especially for women of colour, as it can reinforce negative stereotypes. As a result, leaders may suppress their humanness, avoid displaying empathy, or shield their teams from any sign of personal struggle.
In reality? Newsflash: Leaders are human. Emotional intelligence and vulnerability are essential components of strong, effective leadership.
The hardest leadership skills to learn are the soft skills: Empathy, kindness, and compassion. A good example of this is Jacinda Ardern, former New Zealand Prime Minister. Rather than hiding vulnerability or empathy, she made them hallmarks of her leadership and was widely recognised for prioritising kindness as a cornerstone of her administration.
Leadership Myth 7: Leadership Means Being Superhuman
It claims that true leaders are infallible, tireless, all-knowing, and possess extraordinary qualities far beyond those of ordinary people. This myth paints leaders as omniscient heroes who must always have the right answers, appear invincible, and shoulder all responsibility alone. This expectation sets up leaders for inevitable failure and burnout.
In reality? Newsflash (again): Leaders are human.
They get tired, make mistakes and – yes – burn out. No individual can manage the complexity and pressure of modern leadership single-handedly. Jacinda Ardern’s resignation due to her "tank" being empty was a powerful public lesson in the value of recognising our limits, setting boundaries, and stepping back when needed.
In fact, compared to those not in leadership positions, despite being more likely to be engaged and thriving in life generally, leaders are also more likely to be stressed, angry, sad and lonely. According to Gallup, leaders tend to experience higher levels of negative emotions comparatively.
Leadership Myth 8: Leaders Must Be Charismatic
This myth says that effective leaders must RIZZ.
Think magnetic personality or natural charm that inspires and motivates others simply by walking into a room. The myth suggests that those who possess this mystical quality – charisma – are suited for leadership roles. Implying that introverts or those with quieter styles can’t lead effectively.
In reality? Charisma (or Rizz) is neither required nor sufficient for good leadership.
Reinforcing this myth is the “babble effect” – a phenomenon where the most talkative person in a group is often perceived as the leader, regardless of the substance or quality of their contributions. Often, those who are most vocal and outwardly confident are promoted to leaders, rather than those who demonstrate true leadership qualities such as empathy, listening, and the ability to bring out the best in others.
Confidence and charisma can help, but trust and empathy matter more. Leaders need to instil trust in others and have empathy – that’s when people follow. Great leaders are listeners, collaborators, and nudgers who build trust through authentic relationships – not showpersonship.
Leadership Myth 9: Leaders Must Command and Control
You've probably all experienced this one...the boss who likes to make every decision and micro-manage every move you make. The myth is that great leadership requires a top-down, command-and-control approach in which decision-making, information, and authority flow from the highest ranks down to the rest of us. This assumes leaders possess superior knowledge, and an unquestioned right to direct followers. Everyone else is expected to listen, obey, and refrain from challenging or contributing.
The reality? Great leaders build strong teams, listen hard, and build a culture where everyone’s voice contributes.
It’s not about being a lone saviour; it’s about harnessing collective intelligence. The best work happens when a team is empowered – not micromanaged. The old "command-and-control" model is out (despite what you are witnessing on the world stage). Most people dislike working under a dictatorship.
Leadership Myth 10: Leadership is One-Size-Fits-All
This false belief says that a single leadership style, set of traits, or approach is universally effective in every situation, across all teams and individuals. According to this myth, once a person adopts a particular way of leading – whether it's being highly directive, democratic, or motivational – they can apply it to any group or challenge with equal success.
In reality? There are no templates and no formulas in leadership.
Leadership is as individual as you are. It’s about adapting your unique style to the needs of the people and context. What works in one situation might flop in another – adaptability is key. It means actively listening, building trust and developing emotional intelligence.
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In Closing
So, there you have it – 10 of our biggest leadership myths…debunked.
If you’ve been told that you need a title, or a magnetic personality to be a leader, ignore it. Leadership isn’t about being a superhuman or powerful, or bossing everyone around because you have "manager" in your job title.
It’s about being human.
So if you’ve ever thought, "I don’t fit the mould", it’s probably a good sign...
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