Real leader or real miscast?

Many bosses are not leaders, and that is precisely the problem. That is why companies need to recognize the difference and take action.

When a company suffers from poor results, frustration in the team, or the exodus of talent, the cause is often not the strategy, the structures, or the markets. It’s at the top. Or rather: the wrong people in the management positions. Did you know that in most cases, the main reason for an employee leaving is due to an unsuitable manager? Many companies have a management problem. Not because there are no bosses, but because the wrong people occupy these positions.

„If you are a top professional, you can also lead!“
A mistake that costs companies dearly.

Why are the wrong people in the wrong positions in many companies? Because people still believe that anyone who has worked in a company long enough or is particularly good in their field will automatically become a good manager.

That is the reality:

• An excellent engineer does not automatically become a good department head.
• A brilliant salesperson can still be a miserable sales manager.
• Just because someone has the loudest voice in meetings doesn’t make them a leader.

What happens if you don’t take this into account? Incompetent management, frustration in the team, and a company that suffers from mediocrity and stands in its way.

Four inconvenient truths about wrong leaders that companies need to know

1. Wrong leader: Specialist knowledge does not make a leader

Hand on heart, how do you select your managers? Many employees are promoted because they are the best in their field. However, leadership is not a specialist area but a discipline in its own right.

Think about it: An IT specialist can be the best programmer in the team. But if he can’t deal with people, can’t delegate, or is only interested in details, he will fail as an IT manager. A salesperson can convince any customer, but if, as a sales manager, he only thinks about his deals instead of empowering his team, he will become a brake on growth.

What companies need to consider:

• Companies need to stop confusing specialist knowledge with leadership skills.
• Anyone who gets a management position must learn to lead people, not just processes or projects.
• Leadership is not a promotion, but a role that has to be developed.

2. Wrong leader: A manager without leadership skills ruins the best team

Bad bosses are not only inefficient—they poison the entire company. Employees are frustrated. A team with a bad boss is like a soccer team without a coach—pure chaos. Talented people leave. Good people don’t leave companies—they leave bad bosses. Mediocrity becomes the norm. Those who only manage instead of inspiring ensure that employees do the bare minimum.

Think about this as an entrepreneur:

• Managers don’t just have to deliver results, but motivate people to give their best.
• If you want to lead, you need empathy, decision-making power, and the ability to make others successful.
• You must regularly question whether a manager is leading or just managing.

3. Wrong leader: If you can’t lead, please don’t

Even if it is the next logical step in a company. Leadership is not a must. And that’s a good thing! Not everyone has to be a boss to be valuable. Companies and employees need to recognize this.

It is not a sign of weakness if someone would rather remain an expert than lead people.

Unfortunately, many managers only have their job for one reason: promotions in companies are the only way to the top.

This leads to absurd situations:
Top people are pushed into management roles they don’t even want.
Employees take on management positions because this is the only way to earn more. Companies promote hierarchies instead of retaining real experts in their field.

What companies need to change:

• Create career paths that are not just about management responsibility.
• Retain and value experts in their role – not everyone has to be a boss to be successful.
• Leadership must be a conscious decision. It should not be an automatic consequence of a promotion or a higher salary.

4. Wrong Leader: Companies lack the necessary courage to correct

The biggest taboos in the business world: failure, misjudgment, and mistakes. Companies often know very well that someone is wrongly appointed, but don’t act.

Nothing costs a company more than bad leadership.

Why don’t companies act? Because demotion is seen as a loss of face. Because nobody wants to admit mistakes. Because they hope that things will somehow work out. The truth is: it won’t settle down. The longer companies hesitate, the more expensive it will become, both humanly and economically.

What companies need to do:

• Identify bad managers – and act: no eternal grace periods, but clear consequences.
• Leadership must be a qualification, not a reward. Those who cannot lead must either learn or leave.
• Managers must be regularly put to the test. Not just once when they are promoted, but continuously.

Conclusion: Not every manager is a leader – recognize and act!

Not every manager is a leader. Companies need fewer administrative bosses and more real leaders. Leadership should not be a reward in any company – it is all about responsibility. A management position should not simply be awarded according to seniority, but consciously.

Those who lead badly today will lose the best minds tomorrow.

Leadership should be a top priority in companies and should be developed systematically. From my many years of experience with top companies worldwide, I know that leadership is not a career stage but a key role for corporate success. If you would like to find out more about how you can establish real leadership in your company, contact me.

Finding new paths together
Think boldly – dare to change
Alexander d’Huc