Respect isn’t Transferable with a Promotion
“I have the feeling you don’t respect me as a leader. Is that right?”
“Correct. I don’t respect you as a leader because I don’t see you as a leader. I acknowledge you have a position of authority, but…” [interrupted]
“That’s not fair, I don’t micromanage you or…”
“You interrupting me as I tanswered your question demonstrates my point: you have authority but you are not a leader. Leaders…”
Interrupted again.
This conversation was not about defiance, but rather it was about precision. Beyond being a workplace squabble, this exchange reveals a perpetuating fallacy within organizations, conflating authority with leadership. This misjudgement exists across most every organization across industries, in classrooms and boardrooms alike, but authority and leadership are not synonymous.
Possessing a title of authority suggests oversight, responsibility, and decision making power, but does not instinctively confer the qualities of leadership. Leadership is attained through respect given to a person for the way they listen, carry themselves under pressure, respond to conflict, build trust, foster clarity and cohesion amidst complexities, and how they inspire and empower others to take action, not just comply with direction.
Leaders influence outcomes through consistent and principled behavior; where adherance to the direction of authority is mandated, following a leader is inspired. Examples of individuals with no formal authority who demonstrate leadership include:
students challenging assumption with graceful insight
interns asking the right questions
junior researchers advancing new ideas without clout
educators transforming learning beyond institutional constraints
analysts rallying teams through challenging sprints
Gazans without military parity achieving meaningful gains toward liberation from their occupier with extraordinary resolve and strategic execution
whistleblowers exposing systemic failure at personal risk
frontline workers innovating under pressure to safeguard others, and
mutual aid networks mobilizing resources outside of conventional structures
None of the aforementioned individuals possess titles of authority, yet they lead through influence, integrity, and action. Many people with impressive resume titles rely on their position within the hierarchical organizational chart to command compliance from their subordinates, failing to realize respect isn’t transferable with a promotion.
Leadership is a posture, not a position. It’s the ability to create psychological safety, to navigate ambiguity, to elevate others. It’s not about being the loudest or most persistant voice in the room, but about knowing when to speak and when to listen. It is essential for both experienced executives and emerging professionals to understand this distinction.
Authority is identified by an organizational chart, whereas leadership is a discipline founded on consistent and principled behavior. The question is not whether you have the title, but whether others choose to follow you. The answer doesn’t lie in your title, but in your behavior.
To Cite this Article in APA7:
Drost, A.R. (2025). Respect isn’t transferable with a promotion. The Braided Strategist. https://www.thebraidedstrategist.com/articles/respect-isnt-transferable-with-a-promotion
Discussion Questions:
Do you know anyone without a title of authority, who you consider a leader? what sets them apart, making others want to follow? what makes them a leader, and how do they do it?
Are you managing or leading? and, how do you know?
What are the spoken or unspoken repurcussions of a subordinate not doing as you direct them to?
When have you conflated authority with leadership? in others, and in yourself.
What are some methods those with titles of authority can use to orient themselves toward leadership rather than authoritarian oversight?
