The Perfect Leader Fallacy
For decades, the belief has persisted that a true leader is one who delivers top results, regardless of how they achieve them. However, modern leadership focuses on efficiency and stepping out of one’s comfort zone to improve situations. This requires discomfort.
Mario Elsner, a leadership expert and founder of Business Game Changers, explains that leaders may feel pressured to maintain the idea of being perfect. This pressure, however, only leads to cracks and eventually a critical breaking point.
The Leader’s Fracture
When a leader aims to project invincibility and claim to know everything, the long-term consequences become apparent as they remain under constant pressure, seeking positive results to please others.
Elsner uses the analogy of a lake’s ice forming throughout the year, with small cracks gradually appearing until eventually, one crack leads to a break.
“No matter how much you can carry, you gradually fracture, and silently break down because there’s no one to talk to, often feeling isolated,” Elsner adds.
Unaware of these fractures due to high ego levels, leaders face health issues like gastritis, anxiety, and even family or friendship problems.
The Impact Leader’s Curve
Before reaching the leader’s fracture or breakdown, it’s possible to shift focus. “Today, it’s about creating the maximum impact by multiplying efforts without breaking ourselves.”
Discomfort plays a crucial role in becoming an impactful leader, composed of four types:
- 1. The Imposter Leader: Believes they can handle everything to achieve perfection, avoids sharing accomplishments and teamwork, and has high ego levels, focusing only on maintaining a good image.
- 2. The Fractured Leader: Starts to perceive consequences from trying to stand out among others. They may exhibit physical and mental distress, along with social environment issues but ignore these warning signs.
- 3. The Uncomfortable Leader: Seeks to change the situation and focus, questioning their approach and exploring alternative team management methods, even if team members or the organization aren’t comfortable.
- 4. The Impactful Leader: After self-questioning, they design systems, aim to create a legacy, and lead authentically.
Mario Elsner advises leaders to accept their true nature and avoid hiding behind a perfect persona.
