Why Chasing Charismatic Leaders Can Hurt—Turn Your Focus to Systems, Not Superstars

The founders of several enduring companies learned early that betting everything on a single charismatic leader is risky business. Take 3M, a now-famous innovation powerhouse. In its early days, few could even name its chief executive. Yet, decade after decade, 3M thrived—because its leaders focused less on self-promotion and more on building systems that allowed great ideas, and great people, to emerge from anywhere. By encouraging broad participation and documenting key practices, 3M made sure its talent pool remained deep, its culture resilient.

At Disney, employees didn't just rally behind Walt himself; rather, Walt created processes, such as Disney University, that deeply ingrain the Disney way in every 'cast member.' Even when Walt passed away, the company kept thriving because it could rely on shared values and widely taught methods to keep the 'magic' alive.

When organizations put superstars on a pedestal and ignore the importance of collective systems and knowledge-sharing, they become brittle and prone to crisis. It’s tempting to idolize a driven founder or a uniquely talented student, but science tells us sustainable success comes from processes that distribute knowledge and responsibility across a whole group. True leaders are architects, not just time-tellers—they build clocks that keep running for generations.

Spend fifteen minutes today listing any key activities or decisions that would collapse if you disappear for a week. Ask yourself who knows how to do these things besides you. If the answer is 'no one,' choose just one process to share or document this week, whether it’s your group’s way of prepping for exams or how Saturday chores get done. Try letting someone else take the lead the next time. Notice how the group adapts, and watch for new strengths and ideas emerging—you might even find hidden talents all around you.