Is it just me or do we too frequently deify senior management? I don’t care that Bob is the President of The national Audit practice and that I should be shaking my in my boots as he approaches me. He’s just a fucking dude to me, and it’s pathetic to see him as anything else.

The Misplaced Reverence for Senior Management: Let’s Shift the Narrative

In many workplace cultures, there exists an unsettling tendency to view senior management as infallible figures. The idea that we should hold an almost superhuman respect for individuals in leadership roles can lead to a toxic environment where authentic communication and collaboration suffer.

Take, for instance, the common response to encountering a senior leader: “Wow, do you realize you’re in the presence of the CFO of the firm?” This reaction, although often well-intentioned, reinforces an unhealthy hierarchy that undermines the potential for genuine dialogue.

To illustrate, consider a scenario where an employee feels compelled to act submissively around someone simply because of their title. It’s important to challenge this notion. Yes, titles denote levels of responsibility, but they do not confer superiority in human value or capability. At the end of the day, a leader is just that—a person, much like anyone else in the organization.

The reality is that respect should be reserved for actions, integrity, and contributions rather than titles alone. When conversing with colleagues or clients, it’s crucial to stay grounded. Our professional responsibilities demand that we lend our full attention to those relying on us, whether they are a direct report, a client, or yes, even a member of senior management.

However, it’s vital to demystify the figures at the top. They are not untouchable deities; they are individuals who have navigated their own paths, much like everyone else. It’s absolutely fine to engage with them on a human level without feeling intimidated by their position.

Instead of shaking in our boots, let’s promote a culture where all voices are valued equally. Leadership should be about fostering connections and empowering teams, not about creating an atmosphere of fear or reverence. By shifting our perspective, we can cultivate an organizational culture that thrives on mutual respect, open communication, and genuine collaboration.

Let’s embrace this change, recognizing leadership for what it truly is: a shared journey, not a solitary pedestal.