Summary

Fast isn’t always best – solo leaders make quick calls, but risk narrow thinking and disengagement.
Strengths unlock success – collaborative leaders empower people by playing to what they do best.
Humility wins – listening and valuing different perspectives creates stronger, smarter teams.
Shared ownership drives results – accountability grows when responsibility is spread, not hoarded.
Future-proof leadership – in a world of uncertainty, collaboration beats command-and-control every time.

“We are living in a world of increasing uncertainty, characterised by a process of sudden, threatening change. One person can no longer comprehend everything or provide the direction that can cover all occasions.”

Dr Meredith Belbin | Team Roles at Work, 1993

The solo leader

A solo leader tends to:

Make decisions alone
Expect conformity
Project their own goals and vision onto the team

This approach can work in certain situations, particularly where speed is essential. However, relying solely on one person to guide a team or organisation often limits creativity, stifles engagement and increases the risk of errors.

The collaborative leader

In contrast, a collaborative leader:

Shares leadership responsibilities
Seeks out and develops talent
Values diversity and encourages different perspectives
Inspires a shared mission and collective ownership

Collaborative leadership doesn’t mean endless discussion or indecision. Instead, it harnesses the combined skills, insights and creativity of the team to achieve better outcomes.

The collaborative leader...

1. Plays to strengths and empowers others

Collaborative leaders recognise each individual’s unique abilities and assign responsibilities accordingly. By focusing on what people do best, they boost engagement, confidence and performance, turning the team into a cohesive, high-functioning unit.

2. Leads with humility

They understand they do not have all the answers. By actively listening, welcoming feedback and acknowledging their own limitations, they build trust and credibility. Humility in leadership is strongly linked to higher job satisfaction, stronger engagement and lower staff turnover.

3. Values diversity of thought

Rather than surrounding themselves with like-minded people, collaborative leaders seek out a range of perspectives. Diversity of thought stimulates creativity, reduces blind spots and leads to more balanced, informed decisions.

The Belbin Team report can help to ensure that teams have a rounded mix of thinking and behavioural styles.

4. Fosters ownership and accountability

Including team members in decision-making encourages shared responsibility. When challenges arise, the team works together to find solutions instead of placing blame on one individual. This shared accountability increases commitment and motivation.

5. Delegates strategically

Knowing the strengths and preferences of each team member allows leaders to assign tasks effectively. Strategic delegation builds trust, develops people’s capabilities and frees the leader to focus on strategic priorities rather than micromanaging.

6. Breaks free from hierarchical constraints

Collaborative leadership shifts focus from formal authority to actual contribution. By defining roles based on behaviour and strengths rather than job title, teams can operate more flexibly and efficiently, even within traditional organisational structures.

7. Is future-ready

In today’s fast-changing, complex environment, no single leader can anticipate every challenge. Collaborative approaches allow teams to respond more quickly, innovate continuously and build resilience. They also align with modern organisational culture, where inclusivity, empowerment and shared decision-making are highly valued.

“Leadership in a team setting is much less about command and control, and more about getting the most out of a diverse and experienced group of individuals.” - EY, 2013

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7 reasons why collaborative leadership beats solo leadership hands down