There’s a photo above of me beside Nelson’s Column in London—standing tall (though not quite that tall!) in a space that’s all about legacy and recognition. 🇬🇧 And it got me thinking: is this how we’ll continue to recognise leadership in the future? Big titles, big statues… or are we shifting to something more connected, more collaborative, more human?
Because workplace structures are changing. The old-school top-down hierarchy is being replaced by flexible networks, project teams, and peer-led influence. So—how do we lead when the org chart no longer tells the full story? Are you recognising leadership by impact, not just job title? Who really leads in your business—and do they even realise it?
Here are five ways HR can support this structural shift:
🌐 1. Map influence, not just authority – Who’s making things happen across departments? Who do people naturally go to for advice or support? That’s leadership.
👥 2. Empower project-based teams – Cross-functional teams solve problems fast. Give them room to thrive.
📣 3. Celebrate quiet leaders – Not all leadership is loud. Shine a light on those who guide through listening, coaching, and consistency.
📊 4. Redesign appraisals – Move away from manager-only reviews. 360° feedback helps identify leadership from all angles.
🧠 5. Train for influence, not just control – Help emerging leaders build trust, communication, and collaboration skills.
👉 If you’re ready to move from hierarchy to high-impact networks, we’d love to help. The People Vision team can support your shift—one conversation at a time. 💬