Can't people learn in a leader-follower structure?
Yes, people can learn in a Leader-Follower structure, but what they learn is limited. In this model, followers are told what to do, step by step. They might gain technical skills, like how to start a diesel engine, but they miss out on the bigger picture—like understanding when or why starting the diesel is the right decision.
In contrast, the Leader-Leader model focuses on everyone thinking, deciding, and acting as leaders. This approach builds both competence and confidence, creating a team where everyone takes ownership.
For example, in a Leader-Leader environment, instead of waiting for instructions, a team member might say, “I intend to start the diesel now because the weather conditions are changing, and we need to prepare.” This not only shows initiative but also fosters a deeper understanding of the situation and encourages collaboration.
When everyone leads, the organization benefits from more ideas, faster decision-making, and a stronger sense of accountability. The Leader-Leader model transforms teams into a collective force, where learning goes beyond tasks and includes decision-making, problem-solving, and taking responsibility.
That’s the real difference. Leader-Leader is about preparing everyone to think like a leader, not just follow directions.