
As someone who works with organisations to implement Holacracy, Leading Beyond Hierarchy and creating clarity through role mapping, I’m deeply inspired by examples of leadership that reject the allure of power for power’s sake.
In January 2023, Jacinda Ardern’s resignation as Prime Minister of New Zealand brought this concept into sharp focus. Her leadership style serves as a beacon for a new era—one where service, authenticity, and empathy take precedence over control and dominance.
In this blog, I’ll explore how leaders like Ardern challenge traditional notions of power and what this means for leadership in Holacracy organisations.
Leadership Without Addiction To Power
Jacinda Ardern’s decision to step down while still widely admired sent a powerful message: leadership doesn’t have to be about clinging to power. As a Channel 4 News reporter put it, “Ardern is a rare individual who became a successful politician without getting addicted to power.” This distinction is rare but essential.
Ardern’s legacy shows us that great leaders prioritise service over control. Instead of asserting authority for validation, she fostered a culture of collaboration and empathy. According to studies on servant leadership, such as those by Dr. Robert Greenleaf, this approach strengthens trust and loyalty within teams, leading to more sustainable success.
In a Holacracy context, this mindset is crucial. Leaders must relinquish the traditional hierarchies of power and instead focus on enabling their teams to thrive in a distributed governance model.
The Role Of Representation In Leadership Models
Representation matters in reshaping cultural expectations of leadership. Ardern’s tenure demonstrated that leaders can be empathetic without being weak, decisive without being domineering.
In the business world, we need more visible examples of leaders who embrace balanced, purpose-driven approaches. Studies from the Harvard Business Review reveal that organisations with empathetic leaders report 20% higher levels of innovation and collaboration. This is particularly relevant in self-managed organisations where leadership is defined less by titles and more by actions.
Holacracy offers an opportunity to redefine leadership norms. Through role mapping, we can create clear, purpose-driven roles that allow individuals to lead within their scope of accountability, without relying on the traditional trappings of power.
Transforming Leadership Norms In Business ~ Can Holacracy Help?
Jacinda Ardern’s example offers valuable lessons for business leaders. She reminds us that authentic leadership comes from connection—to self, to purpose, and to others. Here are some ways to integrate these principles into the workplace:
1. Build Organisations Around Purpose, Not Control
In a Holacracy-powered organisation, purpose is the north star. Leaders must communicate a clear vision and ensure that every role aligns with it. Role mapping plays a key part in clarifying responsibilities, empowering teams to act without micromanagement.
2. Emphasise Empathy In Leadership Development
Empathy isn’t a soft skill—it’s a leadership superpower. Providing space for open dialogue and modelling empathetic behaviours can transform organisational culture.
3. Create Structures for Empowerment
Holacracy’s distributed power model challenges the notion of top-down authority. By focusing on role clarity and accountability, businesses can create an environment where leadership is shared and everyone has a voice.
If you’d like support in transforming your leadership model or implementing role mapping, I invite you to explore working together with me.
The Value of Shifting Leadership Perspectives
The lessons from leaders like Jacinda Ardern are clear: we need to disentangle leadership from power. When organisations focus on service, authenticity, and connection, they build healthier, more resilient cultures.
This transformation requires open conversations about leadership and power, and I’d love to support you on this journey. Testimonials from organisations I’ve worked with to see how I’ve helped others navigate this shift.
True leadership isn’t about holding power—it’s about sharing it, and that’s where real progress begins.
If this resonates with you, let’s start a conversation. Contact me today to explore how we can build a better leadership framework together.
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