Weak Leadership

  In the past, managers wielded power by monopolizing information not accessible to general staff. Their authority stemmed not from competence but from exclusive access to information. In such times, a leader's value lay in leveraging this exclusive information to coordinate with departments, secure budgets, and advocate for their division. Pretending to know more than they did was easy when subordinates had significantly less information, allowing managers to bluff, feign knowledge, or maintain dignity even when forgetful. However, at least in my company, the times have changed. Managers who keep information are no longer valued. Instead, leaders who actively share information and collaborate are recognized and can achieve results.


Even as a president or executive, there are many things one may not know or understand. By honestly acknowledging these gaps and consulting with subordinates or the team for ideas, progress can be made. Often, subordinates may have better ideas.

By admitting one's weaknesses and not hiding them, growth is inevitable. However, concealing weaknesses only turns one into a clown, desperately trying to maintain an image, despite others' awareness.

I believe that "weak leadership" is acceptable in this era. It's okay not to be the best, to not know everything, or to not be able to do everything. Actually there is no perfect human. Acknowledging this and working with a supportive team to achieve results is what leadership needs today. In my view, what we consider "weak leadership" is actually the strongest form of leadership in the modern age.

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