Why actions speak louder than titles in leadership How many of you have felt the frustration of seeing people who have been assigned a title without any experience? How many of those people do their work diligently, leaving us questioning the validity of their titles? Have you ever seen people doing extraordinary work without any titles? These individuals inspire us, showing that their actions, not titles, truly define our impact. Society’s unsung heroes are natural leaders who lead by example. They are not the ones who are assigned titles; they do what needs to be done. Let’s recognize and appreciate these leaders, regardless of their titles. “Leadership is not about titles, positions or flowcharts. It is about one life influencing another.”― John Maxwell The disconnect between titles and actions Every organization has a hierarchy that defines the roles of people. This is done to maintain proper communication between all people. A group of people are assigned to one person, and the person is given a title so that he is different from others. But sometimes, it backfires unless precaution is taken. Titles are often bestowed upon individuals regardless of their capabilities or behaviour, leading to chaos. An inexperienced person is allowed to do a task he has never faced in his life. For example, a newly hired employee might be called a “team leader” without demonstrating leadership skills. People will lose trust in the organization when they see how people are given power. If an inexperienced person manages a team of experienced people, the trust between the team will not be built. The growth required in a team will not happen. When the sites don’t match the people's abilities, it creates havoc. Organizations must maintain a proper way to see to whom titles are given and whether their abilities match. The importance of attitude in leadership Effective leadership requires various things and an attitude that never lets people down. Here are some things a leader needs to do for his people. Create a safe space


Listen more than talk


Lead with vulnerability


Celebrate small wins


Encourage risk-taking


Provide growth opportunities


Put people first, always On the other hand, people who are given the title of leader need to integrate the above into their attitudes and lives. You cannot lead without these qualities. A person’s attitude defines how his team will perform or how he will lead. Hiring a person with a good rather than a bad attitude is always good. Attitude plays a crucial role. If a person’s attitude is not good, the team’s morale will be down. People’s productivity declines daily, and soon, it becomes so bad that you must fire someone. To become a better leader, you must follow the traits mentioned above. If you do that, there will be no need for any title whatsoever. You can also lead without it. A person’s attitude and behaviour are more indicative of their leadership qualities than any formal title. For example, an experienced team member who consistently supports and guides colleagues may be seen as a leader by their peers, even without an official leadership role. Characteristics of natural leaders Great leaders always work for others. Here are some traits you need to have to become a great leader. I read somewhere about these and included them here so all readers can benefit. Empowerment: Great leaders uplift their team, giving them the confidence and tools to succeed.


Vision: Leadership is about setting a clear direction and communicating clearly to ensure others see the bigger picture.


Service: At its core, leadership is about serving others and ensuring their growth and well-being come first.


Collaboration: It’s about working with your team, not above them. The best leaders value input and diverse perspectives.


Adaptability: Leadership is being open to change and guiding your team through uncertainty.


Trust-Building: True leaders develop an environment of trust, transparency, and mutual respect.


Inspiration: Leadership is about motivating others to be their best, not by words alone, but through example. Have you heard of the term ‘servant leadership’? It is called that for a reason. It’s a leadership style that emphasizes the leader’s role as a servant to their team, focusing on their growth and well-being. When you work for people, you will automatically be uplifted. Influential leaders often possess empathy, active listening, and the ability to provide guidance. For example, a coworker who trains new employees and addresses their concerns might naturally emerge as a respected figure in the workplace. The superficiality of titles When someone is assigned a title, some responsibility is attached to it. The bearer and other people have to respect that title. The pressure to decide to assign a title is more on the bearer. He has to prove to himself and others that giving him a title is the right decision. Some people misuse the title assigned, which creates a hostile environment. People do all kinds of things in the shadow of the powers delegated to them. In today’s age, titles are superficial. I have seen people with one year of experience have the title of CTO. I laugh sometimes when I see how titles are losing their value. Assigning someone a title does not make him that person. You cannot become a CEO just because you started your own company. You may not even know the roles of the CEO. Titles are labels that do not necessarily reflect a person’s abilities or impact. For example, a manager with an impressive title who fails to inspire or motivate their team may need help to gain respect despite their position. Earning recognition through actions When someone gains trust without any required title, he is doing something right. Helping others when in need, sharing ideas, and taking initiative will make you stand out. You have to lead by example if you want to earn that respect and recognition. Authentic leadership and respect are earned through consistent positive actions and behaviours rather than being automatically granted a title. For example, an entry-level employee who consistently goes above and beyond, proposing innovative solutions and helping colleagues, may gain more influence and respect than a higher-ranking but less engaged manager. Organizations must understand that recognizing such people will increase their trust among people, and they will come forward to do the same. Feedback should be introduced in the organization to learn about such people. The company should recognize such people monthly or quarterly through emails, awards and widespread appreciation. People love to come forward to become leaders and do their work more diligently. To conclude, any person can be given a title. It does not mean he will act like one. You can provide a fresher with the title of a leader. Does that matter? No, titles are just badges. A person’s attitude tells us about his personality. A person can also act as a leader without a title. For example, people love someone who empathizes with them, listens to them, and guides them. It does not matter if he has the title of leader. Titles are only name badges, nothing more than that. If you are doing things that people love, and that too without any title, you are real. Titles do not make any person better. Instead, we have to earn that title. Book a FREE one-on-one call with me My ebook on building authority through writing. Why actions speak louder than titles in leadership How many of you have felt the frustration of seeing people who have been assigned a title without any experience? How many of those people do their work diligently, leaving us questioning the validity of their titles? How many of you have felt the frustration of seeing people who have been assigned a title without any experience? How many of those people do their work diligently, leaving us questioning the validity of their titles? Have you ever seen people doing extraordinary work without any titles? These individuals inspire us, showing that their actions, not titles, truly define our impact. Have you ever seen people doing extraordinary work without any titles? Society’s unsung heroes are natural leaders who lead by example. They are not the ones who are assigned titles; they do what needs to be done. Let’s recognize and appreciate these leaders, regardless of their titles. “Leadership is not about titles, positions or flowcharts. It is about one life influencing another.”― John Maxwell “Leadership is not about titles, positions or flowcharts. It is about one life influencing another.”― John Maxwell John Maxwell The disconnect between titles and actions Every organization has a hierarchy that defines the roles of people. This is done to maintain proper communication between all people. A group of people are assigned to one person, and the person is given a title so that he is different from others. But sometimes, it backfires unless precaution is taken. Titles are often bestowed upon individuals regardless of their capabilities or behaviour, leading to chaos. An inexperienced person is allowed to do a task he has never faced in his life. For example, a newly hired employee might be called a “team leader” without demonstrating leadership skills. a newly hired employee might be called a “team leader” without demonstrating leadership skills. People will lose trust in the organization when they see how people are given power. If an inexperienced person manages a team of experienced people, the trust between the team will not be built. The growth required in a team will not happen. When the sites don’t match the people's abilities, it creates havoc. Organizations must maintain a proper way to see to whom titles are given and whether their abilities match. The importance of attitude in leadership Effective leadership requires various things and an attitude that never lets people down. Here are some things a leader needs to do for his people. Create a safe space Listen more than talk Lead with vulnerability Celebrate small wins Encourage risk-taking Provide growth opportunities Put people first, always Create a safe space Create a safe space Listen more than talk Listen more than talk Lead with vulnerability Lead with vulnerability Celebrate small wins Celebrate small wins Encourage risk-taking Encourage risk-taking Provide growth opportunities Provide growth opportunities Put people first, always Put people first, always On the other hand, people who are given the title of leader need to integrate the above into their attitudes and lives. You cannot lead without these qualities. A person’s attitude defines how his team will perform or how he will lead. Hiring a person with a good rather than a bad attitude is always good. Attitude plays a crucial role. If a person’s attitude is not good, the team’s morale will be down. People’s productivity declines daily, and soon, it becomes so bad that you must fire someone. To become a better leader, you must follow the traits mentioned above. If you do that, there will be no need for any title whatsoever. You can also lead without it. A person’s attitude and behaviour are more indicative of their leadership qualities than any formal title. For example, an experienced team member who consistently supports and guides colleagues may be seen as a leader by their peers, even without an official leadership role. an experienced team member who consistently supports and guides colleagues may be seen as a leader by their peers, even without an official leadership role. Characteristics of natural leaders Great leaders always work for others. Here are some traits you need to have to become a great leader. I read somewhere about these and included them here so all readers can benefit. Empowerment: Great leaders uplift their team, giving them the confidence and tools to succeed. Vision: Leadership is about setting a clear direction and communicating clearly to ensure others see the bigger picture. Service: At its core, leadership is about serving others and ensuring their growth and well-being come first. Collaboration: It’s about working with your team, not above them. The best leaders value input and diverse perspectives. Adaptability: Leadership is being open to change and guiding your team through uncertainty. Trust-Building: True leaders develop an environment of trust, transparency, and mutual respect. Inspiration: Leadership is about motivating others to be their best, not by words alone, but through example. Empowerment: Great leaders uplift their team, giving them the confidence and tools to succeed. Empowerment : Great leaders uplift their team, giving them the confidence and tools to succeed. Empowerment Vision: Leadership is about setting a clear direction and communicating clearly to ensure others see the bigger picture. Vision : Leadership is about setting a clear direction and communicating clearly to ensure others see the bigger picture. Vision Service: At its core, leadership is about serving others and ensuring their growth and well-being come first. Service : At its core, leadership is about serving others and ensuring their growth and well-being come first. Service Collaboration: It’s about working with your team, not above them. The best leaders value input and diverse perspectives. Collaboration : It’s about working with your team, not above them. The best leaders value input and diverse perspectives. Collaboration Adaptability: Leadership is being open to change and guiding your team through uncertainty. Adaptability : Leadership is being open to change and guiding your team through uncertainty. Adaptability Trust-Building: True leaders develop an environment of trust, transparency, and mutual respect. Trust-Building : True leaders develop an environment of trust, transparency, and mutual respect. Trust-Building Inspiration: Leadership is about motivating others to be their best, not by words alone, but through example. Inspiration : Leadership is about motivating others to be their best, not by words alone, but through example. Inspiration Have you heard of the term ‘servant leadership’? It is called that for a reason. It’s a leadership style that emphasizes the leader’s role as a servant to their team, focusing on their growth and well-being. When you work for people, you will automatically be uplifted. Have you heard of the term ‘ servant leadership ’? servant leadership Influential leaders often possess empathy, active listening, and the ability to provide guidance. For example, a coworker who trains new employees and addresses their concerns might naturally emerge as a respected figure in the workplace. a coworker who trains new employees and addresses their concerns might naturally emerge as a respected figure in the workplace. The superficiality of titles When someone is assigned a title, some responsibility is attached to it. The bearer and other people have to respect that title. The pressure to decide to assign a title is more on the bearer. He has to prove to himself and others that giving him a title is the right decision. Some people misuse the title assigned, which creates a hostile environment. People do all kinds of things in the shadow of the powers delegated to them. In today’s age, titles are superficial. I have seen people with one year of experience have the title of CTO. I laugh sometimes when I see how titles are losing their value. Assigning someone a title does not make him that person. You cannot become a CEO just because you started your own company. You may not even know the roles of the CEO. Titles are labels that do not necessarily reflect a person’s abilities or impact. For example, a manager with an impressive title who fails to inspire or motivate their team may need help to gain respect despite their position. a manager with an impressive title who fails to inspire or motivate their team may need help to gain respect despite their position. Earning recognition through actions When someone gains trust without any required title, he is doing something right. Helping others when in need, sharing ideas, and taking initiative will make you stand out. You have to lead by example if you want to earn that respect and recognition. Authentic leadership and respect are earned through consistent positive actions and behaviours rather than being automatically granted a title. For example, an entry-level employee who consistently goes above and beyond, proposing innovative solutions and helping colleagues, may gain more influence and respect than a higher-ranking but less engaged manager. an entry-level employee who consistently goes above and beyond, proposing innovative solutions and helping colleagues, may gain more influence and respect than a higher-ranking but less engaged manager. Organizations must understand that recognizing such people will increase their trust among people, and they will come forward to do the same. Feedback should be introduced in the organization to learn about such people. The company should recognize such people monthly or quarterly through emails, awards and widespread appreciation. People love to come forward to become leaders and do their work more diligently. To conclude, any person can be given a title. It does not mean he will act like one. You can provide a fresher with the title of a leader. Does that matter? No, titles are just badges. Does that matter? A person’s attitude tells us about his personality. A person can also act as a leader without a title. For example, people love someone who empathizes with them, listens to them, and guides them. It does not matter if he has the title of leader. Titles are only name badges, nothing more than that. If you are doing things that people love, and that too without any title, you are real. Titles do not make any person better. Instead, we have to earn that title. Book a FREE one-on-one call with me Book a FREE Book a FREE My ebook on building authority through writing. My ebook My ebook

The is an opinion piece based on the author’s POV and does not necessarily reflect the views of HackerNoon.

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