In the modern corporate world, the figure of the leader has undergone a significant evolution.

One of the most debated figures is that of the "hero leader", a concept that, although it may seem beneficial at first glance, carries with it a series of disadvantages for the work environment, especially with regard to teamwork.

What is a hero leader?

The hero leader is the one who takes responsibility for solving all problems, making all important decisions and, in many cases, carrying the weight of the team or organization on his shoulders.

Thus, this type of leader is often seen as the only person capable of guiding the team to success, an almost mythical figure who is always ready to "save the day."

So why is a hero leader not good for the team?

A hero leader is not good for the team, nor for himself. And here are the reasons:

• Overload and burnout: One of the main problems of the hero leader is the tendency to overload and burn out. By trying to do everything alone, this leader ends up not delegating tasks and responsibilities, which not only leads to eventual exhaustion, but also prevents the team from developing its own skills and confidence;
• Unhealthy dependence: The presence of a hero leader creates an unhealthy dependence on the team. Team members may feel less empowered to make decisions or solve problems on their own, waiting for the leader to intervene and offer solutions;
• Inhibition of creativity and innovation: When a hero leader dominates the decision-making process, there is little room for creativity and innovation among team members. So, there is a work culture where new ideas are suppressed, and the team's innovative potential is not fully explored;
• Lack of leadership development: in environments where the figure of the hero leader prevails, opportunities for the development of new leaders are limited. Thus, there may be a lack of diversity in leadership and difficulties in long-term leadership succession.

Real example of a hero leader

In the automotive industry, learn about Andressa's story, a heroic leader who micromanaged her team. read here.

How to step out of the role of hero leader?

It's not easy to put paper aside. Especially in a structure that until recently was prey to excessive control, perfection and centralization.

On the other hand, it is essential to work on this so that the team and the organization grow. And, of course, so that the overload does not impact the leader's health.

Therefore, promoting humanized leadership, which admits and accesses its own vulnerabilities, is inclusive and effective is the path to success for everyone.

And leadership like this stops at a few points, such as:

• Delegation is encouraged: leaders must delegate tasks and responsibilities, allowing team members to grow and develop their skills;
• Collaboration is prioritized: foster an environment where collaboration and teamwork are valued above individual heroism;
• Leadership development is focused: Invest in developing emerging leaders within the team to ensure a diversity of perspectives and leadership skills.

I agree that it's not simple to take off the hero's cape. We were born focusing on the possibility of one day wearing it. However, there are ways to remove it without causing so much suffering and frustration.

By moving away from the myth of the hero leader, we can create healthier, more productive and innovative work environments.

One of the ways is to develop the 5 behaviors of a cohesive team and humanized leadership. Read more about it:

• How The Five Behaviors of a Cohesive Team Program can help your team;
• Showcase: The 5 Behaviors of a Cohesive Team;
• Developing Soft Skills: the power of behavioral skills for leaders;
• The future of leadership lies in humanity;
• The challenges and benefits of humanized leadership.