For years, we have repeated the idea that “a leader is someone you immediately notice when they enter a room”.

After partnering with leaders and teams across industries, I know that leadership is not an innate quality. It is a practice you learn, cultivate and embody.

Some people feel more comfortable taking space or speaking up, but most leadership skills are developed through reflection, feedback and experience.

Leadership is not the automatic next step.

Many organizations still promote experts into management roles because they equate growth with becoming a manager. This mindset creates frustration. Talented experts feel trapped. Teams end up led by people who never wanted the role. And overall performance suffers.

A career can evolve in many directions. When someone steps into leadership, the organization has a responsibility to train and support them. No one becomes a leader without guidance.

What truly defines a leader.

Recently, an experienced woman told me she “didn’t want to be a leader”. Her reference point was a manager who only coordinated tasks. If that is the model, it’s no surprise that many resist the role.

Leadership is not task coordination. It is a human responsibility.

A leader creates clarity, builds trust, cultivate collaboration and understands individual aspirations.

The role of the leader is to develop people. Yes this is as well to manage tensions and difficult conversations. 

Today, these human skills are not optional. They are strategic.

Leading is demanding. No one should carry it alone.

Between business pressure, team expectations and the pace of change, managers often feel isolated.

Yet leadership becomes more impactful when leaders have access to the right support. A space to step back. Tools and rituals to guide their actions. A sparring partner who challenges them with care and clarity.