Titles. Competence. And Brotherhood.

CEO. Manager. Supervisor. President. Director. Administrator. Team Leader. Or whatever level one may be in an organization, big or small — question is, do titles really make a difference? Should so — whether one is working for the government, non-profits or the corporate world.

Titles should be a reflection of responsibility.

Leaders, particularly those of higher rank, would even smirk about this in pride. In their minds, it’s just responsibility per se as how could they even have made their position in the first place? Then again, right, how did you get to your position anyway?

You applied and went through hassles like everyone else? C’mon. 

Especially for large organizations, it is not surprising that many leaders would actually find jobs through ‘brotherhood’, or say referrals from friends and associates — that others, who may be much more talented but are outside their circle, are automatically eliminated. Well, that’s somehow understandable, and that’s okay. The problem is if they could really do their job. Nah, this is more than just administrating. That’s easy. Also, this does not simply mean knowing your job description — but actually doing it, effectively. Not just for those who pay you or for those who could boost your career but especially for those who relies on you. Your subordinates. Your associates. Your customers. (Hmm. They are the real career boosters!)

That’s responsibility.

Certainly, these are the leaders who would take the blame for their team’s failure rather than take credit for the success of a project that he did not even start but just inherited from his predecessor. These are the leaders who care for even the lowest member of the organization, that he be treated fairly and rewarded handsomely. These are the leaders whom you could speak your mind, those who would not just concern himself with gender discrimination in the workplace (which, if you really think about it, is really simple) — but racial discrimination which is, in truth, the hindrance to real growth.

Unfortunately and more than ever, most leaders do not really care and are just dilly dallying — like, appearing busy or just on their phones looking for buddies to share some spare time with. On where to have a drink. On when to play another round of golf. See, while ‘networking’ is part of being a leader, hey, you can’t make it sound like some high school or college reunion where all you do is just laugh and boast. That’s, in fact, insecurity just hiding behind your title!

Responsibility begets reputation which is the result of productivity. 

And mind you, productivity is not necessarily the number of hours you spend in the office — which most traditional thinkers refer to as ‘experience’. Productivity comes when you move your tasks from point A to point B at a reasonable if not breakthrough speed — more so, with less resources.

Otherwise, your title only means ‘incompetence’ — the reason why many known leaders fall yet gets hired time and again simply because they are part of that brotherhood or are in that circle of ‘praise-hungry’ gatherings. Yet common sense tells us that if ‘failure’ got them that ticket then don’t you think every interested leader should have an equal shot for the post?

Hey, failure breeds familiarity but sadly these big-name leaders have learned nothing — but simply gets their egos inflated through name plates. And don’t bring up Edison’s thousand failures, he dealt with inventions not accounting! Thus, accept it or not, it’s the lesser knowns that’s really got a better chance of making goals than the hyped who keeps failing. After all, why would organizations even have huge blunders, breakdowns or file for bankruptcies? Tactic? Think about it.

In the end, real potentials could only be spotted by real forward thinkers. And titles.. are only titles.