Are you concerned about leaders in your organization who hold titles, but don’t actually lead?

It’s more common than most managers and employees realize. I learned this lesson the hard way myself back in high school.

When I didn’t have the leadership positions I wanted, I showed up with passion, energy, and collaboration and people naturally looked to me for guidance.

When I finally did get the titles, I coasted. I had the recognition, but I stopped pushing for impact. The organizations survived, but they didn’t thrive.

Fast forward: I see this same trap in companies, no matter the industry.
  - Leaders chasing titles for validation instead of focusing on influence.
  - Managers protecting their role instead of serving their team.
  - Team leads who dodge giving honest feedback because it’s uncomfortable, leaving problems to fester.
  - Executives thinking the position automatically earns trust.
  - Owners who keep context to themselves instead of over-communicating, so their employees operate in the dark.

Here’s the truth: a title can open doors, but it can’t inspire people to follow you. Trust, clarity, and consistent action do that. And when leaders forget, culture pays the price.

If you want stronger leaders in your organization, don’t just hand out titles. Titles don’t build culture. People do. Invest in the actions and habits that make others want to follow your leaders — and watch your teams thrive.