Avoiding the dark side of leadership

Lucasfilm built an empire with its stories of “the dark side” and the heroes who fought against it. Joseph Campbell, in his influential book The Hero with a Thousand Faces, explored the idea of the Hero’s Journey—a narrative arc found in myths and legends throughout history. Central to this journey is the temptation that tries to pull the hero away from their mission. Today’s leaders, whether guiding teams, departments, or entire organizations, face their own real-world trials and temptations as they strive for success. Each of us is living our own story, and the choices we make shape our ending.

Jay A. Conger, in his work The Dark Side of Leadership, highlights three critical areas where leadership can go astray:

A leader’s vision should unite and inspire others—not serve their own ego. When a vision is genuinely about the team’s collective success, it creates emotional investment and shared purpose. But if the vision is self-serving, or if the leader seeks the spotlight at the expense of the team, people will quickly disengage. True leaders rally others around a cause that benefits everyone.

Leaders have the ability to motivate teams with their words. A well-timed speech can inspire people to push beyond their limits, much like Rocky Balboa’s iconic monologue in the film series. However, Conger warns that there’s a fine line: Are those words meant to empower the team, or are they just self-promotion? Leaders who gloss over challenges and only highlight the positives can set their teams up for disappointment when reality hits. Authenticity and transparency are essential—leaders must mean what they say and always keep the team’s best interests at heart.

Great leaders draw from a variety of styles, adapting as needed to support their teams. The practices they choose—collaborating, listening, making informed decisions—can make or break a team’s success. One of the most powerful practices a leader can adopt is building a succession plan: identifying and mentoring future leaders. This not only motivates individuals but ensures the long-term health of the organization. Neglecting this responsibility limits growth for everyone, including the leader.

The old adage “Leaders are born, not made” only tells part of the story. Everyone has the potential to lead, whether or not they hold a formal title. True leadership is about how we treat others, the example we set, and the way we resist the temptations of the “dark side”—selfishness, ego, and short-term thinking.

In the end, great leadership is about service, humility, and empowering others. The real legacy of a leader is measured by how they lift up those around them and help others become leaders in their own right.