The Myth of Senior Management: Why We Shouldn’t Deify Leadership

In many workplaces, there’s a pervasive culture of reverence towards senior management that often feels exaggerated and unnecessary. Have you ever found yourself in a situation where a colleague’s impressive title makes their presence feel intimidating? It’s time to question this hierarchy and the ideals we attach to it.

Take, for example, the frequent promotion of leaders to near-mythical status. There’s a tendency to overemphasize the importance of their titles and positions. Whether it’s Bob, the President of the National Audit Practice, or Mark, the CFO of the firm, the palpable respect often bestowed upon them can create an unhealthy dynamic. But in reality, they are just individuals—flawed, human beings like the rest of us.

The truth is, I struggle to share in the awe surrounding senior management. It’s not that I don’t understand their roles; I just believe it’s unnecessary to treat them with undue reverence. Their titles don’t define their worth or our interactions. To me, they are just people doing a job—nothing more, nothing less.

The only time my focus shifts is during interactions with clients or those directly reporting to me. In these situations, a sense of responsibility compels me to be fully engaged. Supporting those who rely on me feels essential, driven by a moral obligation to foster genuine connections. In contrast, the notion of feeling intimidated by senior leadership is an attitude I refuse to adopt.

It’s time to rethink our approach to leadership. Rather than placing individuals on pedestals, we should prioritize collaboration and genuine communication across all levels of an organization. Only then can we foster a work culture based on mutual respect, authenticity, and the simple truth that we are all part of the same team—titles aside.