In Brazilian leadership contexts, people are loyal to their boss, their mentor, their leader—the person—more than to the organization or institution. When a respected leader moves on, their people may follow or at least feel that something has been lost that a replacement cannot provide. This personal loyalty cuts both ways: followers owe loyalty to leaders who have earned it, and leaders owe loyalty to followers who have given it.
If you’re building a team, understand that you’re building relationships that are personally yours—not organizational resources you happen to manage. If your leader leaves, the transition won’t be seamless; the relationship can’t simply transfer to whoever takes over. New leaders must earn personal loyalty through relationship, not expect it from position.
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