Leadership—Rank or Character?

The views expressed are those of the author and do not necessarily reflect the views of ASPA as an organization.

By Don Mason, Ygnacio “Nash” Flores and Tracy Rickman
November 8, 2024

Leadership is the driving topic of many books, articles and scholarly debates. It is hard to find an organization, business or agency without a person in charge of the entity, making leaders highly influential. Colloquialism calls these people with responsibilities leaders, managers and supervisors. People in charge who fail in their jobs get labeled incompetent, lackluster and other more demeaning terms which show disdain for how these people operate and perform. The opposing perspective of falling on the opposite end of the spectrum of governance is poor leadership. The differences in how people view leadership are presented in the abstract question of whether leadership rests on rank or character.

Rank delineates a specific standing within an organization that clarifies a unique hierarchical position, often related to specific levels of responsibility. In the military, enlisted and officer personnel are known by their ranks. Rank is closely associated with responsibility within a delineated chain of command. In civilian settings, rank is the office held and responsibilities related to the title. Anyone who has served in the military knows the difference between a person with the designated rank of sergeant who does not lead their subordinates and a sergeant who leads their people. Leadership in this context often means the person designated as a leader has an opportunity to develop into a leader and or grow in serving those they lead. Along with leadership is the concept of humility. Humility and compassion are critical indicators of success for those who lead, regardless of rank or position.

Character traits such as compassion and humility are essential indicators of effective leadership. Compassion involves sharing in the joys and sorrows of others, while humility means setting aside one’s ego for the greater good. It is essential to recognize that rank or position alone does not define a leader. Effective leadership is about holding authority and serving and supporting those you lead. Herein lies the crux of the debate on leadership being shaped by a person’s rank or character.

Focusing on character as a crucial element of leadership, it becomes clear that character distinguishes a leader from someone with just a title. Character defines leadership in individuals like Gunnery Sergeant John Malone, a recipient of the Medal of Honor in World War II, and General and later President Dwight D. Eisenhower. Individual experiences, value recognition, understanding of group dynamics and a transformational view tied to leading others are pertinent in exploring character. “It is not about me; it is about us” mentality, along with knowing the organization’s needs, the strengths and weaknesses of the team, and the tenacity tied to success lends itself to character.

What can rank offer versus character? Can character alone provide leadership when authority does not exist? This article does not denigrate rank in leadership; instead, it stresses the vulnerability of a person having rank and little character. The rank-based person in charge can lead. Rank-based people in charge must understand that while rank has provided a positional experience moving the group forward to a common goal or objective, the rank-based leader must perform. They are held accountable based on a chain of command structure within the organization’s hierarchy. In this position, the director, department head, manager, supervisor and alike have an opportunity to excel and grow the organization.

Does a person become a leader simply by rank or title, as if leadership were a contagious condition, or do they lead because others follow? If we explore the ability of an individual to influence, motivate, guide and concern others, then rank-based leadership can lend itself to exemplary success in the position. With character as part of the equation, the leadership modality can be one where others desire the leader’s presence to move the organization forward.

The question senior administrators need to ask is, what qualities distinguish a leader with a strong character from one with only rank? Quality leaders demonstrate authentic servant leadership, where the organization’s people are focal points in the leader’s actions and behavior. Senior administrators need to foster character development in their upcoming leaders. Pairing character with a person’s positional authority ensures people do not rely solely on the rank of a name on a badge or door. Senior administrators must seek ways to influence their people by valuing the qualities of character over the trappings of seeking and holding positions of rank alone.

Leading an organization entails significant responsibilities that influence its people and performance. Focusing on the character of those in charge must take precedence over a person seeking a title of rank at the expense of the organization’s growth or performance.

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Authors: Don Mason, Ygnacio Flores, and Tracy Rickman. Dr. Ygnacio “Nash” Flores and Don Mason are faculty at Rio Hondo College. Dr. Tracy Rickman is faculty at Tarleton State University.

 

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