The Changing Face of Leadership: Balancing Empowerment and Accountability

Leadership today looks very different from when I started working over 30 years ago. Back then, it was top-down, often dictatorial, and far from collaborative. Leadership meant having power, giving orders, and expecting results with little room for discussion or debate. There were no peer leaders, influencers, or collaborative decision-making processes. You followed the hierarchy, and that was that.

Today, the landscape of leadership has shifted dramatically. We’ve moved away from the hero/villain dynamic where leaders were either celebrated for single-handedly saving the day or blamed for failures. Instead, leadership is now seen through a much broader lens, one that values collaboration, empowerment, and collective decision-making. Successful leaders today influence not by command but through facilitation, support, and the empowerment of their teams.

But with this new approach to leadership comes a delicate tension: how do we balance empowerment with the responsibility of ensuring that processes, policies, laws, and standards are followed? How do we remain “the boss” without stifling the collective voice of the team?

Leadership in Transition

The rise of collaborative leadership has empowered teams to take more ownership of their work, foster innovation, and build stronger connections. This shift has allowed for more diversity in leadership styles, making room for peer leaders, influencers, and those who lead without official titles. The traditional "command and control" style of leadership has fallen out of favor, giving way to approaches that emphasise listening, mentoring, and inclusiveness.

However, there is a challenge in this transition. While empowerment is vital, too much autonomy can sometimes lead to paralysis in decision-making. Teams can become directionless, with no clear guiding light. In this era of distributed leadership, finding the balance between individualism and collectivism is key.

The Tension Between Boss and Team Player

A great leader once told me, “Friendly, not friends.” A simple mantra that sums up the fine line between being approachable, responsive and supportive while still maintaining a necessary professional distance.

It’s easy to fall into the trap of wanting to be everyone’s friend, but leadership requires accountability. Leaders must ensure that all aspects of the business—whether it’s legal compliance, adherence to standards, or upholding company policies—are taken seriously. At the same time, they need to foster a culture where team members feel heard, empowered, and able to contribute to decision-making.

Balancing these tensions, knowing when to step in to provide direction, enforce boundaries, or make the final call is a skill that can take time to develop.

Finding Balance: Empowerment with Accountability

Empowerment does not need to mean an absence of structure. Successful leadership is about striking the balance between being supportive and holding the team accountable. Empowering a team to take initiative, drive projects, and make decisions doesn't mean giving up your role as the leader; rather, it means guiding them within a framework that ensures the organisation’s goals and values are met.

Leadership is not about being authoritarian, nor is it about being hands-off to the point of passivity. It’s about being a constant, reliable presence—available when needed, providing clarity when decisions stall, and ensuring that everything aligns with the broader organisational purpose.

Want to move into Leadership? how to get started

Getting into leadership requires a combination of developing key skills, seeking out opportunities, and demonstrating a proactive mindset. Start by honing your communication, decision-making, and problem-solving abilities, as these are essential for guiding teams and driving success.

Actively seek out leadership opportunities, even small ones, such as leading a work-stream, a project or mentoring colleagues. If this isn’t an option take initiative in your current role by proposing new ideas or improving existing processes—leaders are often those who identify and act on ways to make a positive impact. Test your own capability and model behaviour that is inclusive, supportive and objective.

Remember, leadership is more about influence than title, so focus on inspiring, motivating, and leading by example. Finding a coach to help you build these skills or a mentor to guide and support you through your development can make a significant difference in your leadership journey.

ITP members can sign up for a mentor or to become a mentor here.