In my 12 years as a leader, I have seen countless individuals not growing in their professional lives simply because they fear the added duties and accountabilities that come with taking that next step in their careers. Some also doubt their leadership capabilities. In reality, they’re not only robbing themselves of the opportunity to grow and achieve their full potential — they’re also denying their organizations the possibility of further flourishing with elevated leadership.
Some people don’t like to lead because leadership comes with added responsibilities and stress. You have to look out for your team, ensure they’re engaged and productive, and be accountable for them. Some people also dislike always being in the spotlight, vulnerable to criticism and scrutiny.
Let’s take a closer look at some of the reasons why some people who are capable of leading choose not to. We’ll discuss why the added responsibilities, stress, and sense of accountability may turn some people off. We’ll also tap into the possibility that some people just don’t appreciate the idea of being in charge of a team.
Why Do People Not Like To Lead?
Every now and then, you might bump into people who seem so well put together, responsible, efficient, skilled, and experienced, and you find yourself wondering, “Why aren’t they growing professionally?” These people may be holding the same position at their companies for years already, and you might understandably assume they’re being overlooked by management.
However, you may be surprised to find out that there are a lot of people who say no to leadership roles even if they are highly suitable and perhaps ideal for the position. Some people choose to stay put simply because they don’t like to lead.
At Sancus Leadership, we acknowledge that leaders can make a huge difference in a business’ trajectory. If you’re one of those currently on the fence about pursuing your leadership goals, schedule a free leadership call so we can help you find the best part forward. A strong, efficient leader can take a company to new heights, and you just might be the one your company has been waiting for.
Here are some of the most popular reasons why some people steer clear of leadership roles:
1. They Don’t Want Added Responsibility
When you take on a leadership role, you’re expected to establish your team’s goals, map out a route to get there, make sound decisions, handle conflicts, and ensure that your team members are engaged, productive, and in sync with the rest of the group. All the pressure that comes with being a leader can be too overwhelming for some people.
Decision-making, in particular, is a huge responsibility that comes with leadership. A good decision that results in favorable scenarios for the team will paint you as an efficient, reliable leader, capable of leading the team toward success. On the other hand, a bad decision that leads to disastrous consequences will depict you as an unreliable, incompetent leader who might lead your team straight to failure.
2. They Don’t Like Being in the Spotlight
When you’re leading and managing a team, expect to almost always be in the limelight. Whatever behaviors, decisions, and strategies you exhibit, all these will be met with either applause or disapproval. Expect others, especially your peers and higher management, to be extremely vocal about their thoughts and feedback.
As a leader, you must be ready and capable of absorbing scrutiny and criticism without letting these affect you personally. Some people may never be comfortable with such scenarios and may find them immensely taxing and stressful.
3. They Don’t Want To Take Responsibility for Other People
Managing a group of people calls for you to be responsible for their actions and decisions. This means you’ll be accountable for their triumphs as well as their failures. Some people find this idea daunting and would much rather take ownership just of their own work.
This calls to mind the story a friend shared about her coworker, Ben, who was offered a leadership position in their firm but instantly declined because the mere thought of leading his own team “made his hands clammy and his heart pound.”
Ben was always the highest sales performer on the team, so it came as no surprise to anyone that he was offered the promotion. However, everyone was shocked when he declined. Ben reasoned that an experience with a previous boss made him practically vow to himself that he’d never take on a leadership role.
Ben shared that he got stuck for 5 extra days in Batanes, an island in the Philippines, when a storm hit and all flights were canceled. Since he couldn’t make it in time for an important client meeting, his boss stood in for him. To cut the long story short, the client’s and Ben’s boss’ personalities completely clashed, and the client walked out that day saying he’ll look for better partnership opportunities elsewhere.
Upper management didn’t like what happened because landing that deal with this big client was practically a done deal. They put all the blame on Ben’s boss and gave him a hard time about it for months. The boss eventually left the company because of the intense and unnecessary pressure he was experiencing.
Like Ben, many people don’t want to be accountable for other people’s shortcomings, mistakes, and in this case, bad luck. They’re happier and content with just taking responsibility for their own decisions, actions, and faults.
4. They Don’t Have the Patience To Deal With Others
When you’re a leader, you’re expected to motivate your team and ensure that they stay engaged, cooperative, and productive. When your team members lose the drive to perform and excel, it is your responsibility to get them back on track.
You’re also expected to efficiently handle disputes and not let them escalate into full-blown dilemmas. As well, you have to be reliable in leading your team through crises so your team comes out of them stronger and eager to get back into the game.
Some people simply don’t have the courage (and willingness) to deal with other people’s quirks, idiosyncrasies, and moods. They don’t have the patience to address others’ needs and consider aspects outside of work that may be affecting them, such as personal issues, health conditions, or family matters. They may also lack the confidence to mentor and coach others, a necessary trait in an effective leader.
5. They Don’t Want To Be the Proverbial Bad Guy
Some people associate leaders with being pushy, dominating, and aggressive. This is why this same group of people typically shy away from leadership roles. They simply don’t want to be the bad guy.
There is a certain level of risk to your social relationships when you become a leader. You can’t do favors for your friends because this might be considered inappropriate. You have to be fair with your criticisms when giving sanctions for bad behavior, even if these concern your previous teammates in the company. You cannot share privileged information with your friends because certain matters must strictly be kept confidential and available only to management.
Some people might find it hard to transition from being the “all-around good guy” at work into being an efficient, resolute, and committed leader.
6. The Job Is Just Too Stressful
Some people really aren’t cut out for a leadership role even if they exhibit most of the competencies that say they do. Some are intent on keeping a healthy work-life balance, and they know that being a leader will force them to make certain sacrifices in their personal lives.
A leadership role demands a lot of time and focus. As you go deeper into your role, you might find yourself spending quite a number of late nights at work instead of enjoying dinner with your family at home. You might be working on resolving conflicts at the workplace on a weekend instead of going on that long-awaited fishing trip with your buddies.
In this 2009 study involving teachers in Arkansas who didn’t want to pursue careers in school administration, particularly to eventually become principals at their schools, it was found that 91% identified stress and 86% pointed at the necessity to clock in more time at work as the main deterrents for pursuing a promotion.
The same can be said for qualified employees in an organizational business setting. Some people are just not willing to sacrifice their family, vacation, recreation, and vacation time for a more prestigious yet much more taxing and grueling leadership role at work.
