"Your leadership identity is the way you see yourself as a leader and the way you believe others see you. It shapes: What you think you are allowed to do or say How much space you take up in conversations and decisions Which opportunities you put yourself forward for How you respond when things are difficult or uncertain For example, you might see yourself as the reliable executor, the bridge builder, the expert, the calm organiser, or the strategic leader."
"When your role evolves but your inner identity does not, you feel the gap. You may work harder instead of leading differently. You may doubt yourself or wait for external validation before you own your authority. This post is about closing that gap. It will help you get clear on who you are becoming at work in 2026, and what needs to shift so that your leadership identity matches the level you are ready for."
Leadership identity is the internal view of oneself as a leader and the perceived view from others, shaping actions, voice, opportunities, and responses to uncertainty. When job roles expand without a corresponding shift in identity, leaders can compensate by doing more hands-on work, seeking external validation, or avoiding visible strategic responsibility. Signs of an outdated leadership identity include managing delivery instead of making strategic decisions, waiting to be invited into conversations, and discomfort describing oneself as a leader despite increased responsibility. Closing the gap requires clarifying who one wants to become, shifting behaviors toward visible strategic leadership, and owning authority.
Read at Psychology Today
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