Is Leadership Still Worth It? Why More Managers Are Stepping Back
The leadership path was once the ultimate career milestone—but is it still worth it? A look at why so many managers are questioning the role and what the future of leadership could look like.
Why Leadership May Be Losing Its Appeal
Over the past few months, I’ve had dozens of conversations—with clients, former peers and colleagues, and even founders here in NYC—about the changing landscape of leadership. A theme keeps surfacing: Are we actually being guided to step into leadership? Or are we just being taught to manage?
For years, leadership was positioned as the ultimate career milestone—the sign that you had “made it.” It was a title to aspire to, a marker of influence, a step toward more impact. But lately, I’m seeing more and more people managers question whether leadership actually delivers on its promise. Many are stepping back—not because they don’t care about growth, but because the version of leadership they’ve been handed feels unsustainable.
When Leadership Stops Feeling Like a Privilege
In today’s workplace, leadership often comes with a level of stress that most aren’t prepared for. The pressure to hit aggressive targets, manage constant change, and take responsibility for a team’s success (and struggles) is overwhelming. And yet, despite the weight of the role, so many managers tell me the same thing: I feel like I’m on my own.
They’re given a title, a bigger workload, and a vague expectation to “lead,” but not the tools to actually do it well. No one tells you how to have difficult conversations, how to inspire a team that’s burning out, or how to balance your own career growth while carrying the emotional load of others. The reality? A lot of managers are thrown in without a playbook, and many are quietly wondering: Is this even worth it?
Why More Managers Are Walking Away
The shift away from leadership isn’t just about burnout—it’s about choice. More professionals are recognizing that stepping back can mean:
More control over outcomes – As an individual contributor, success is more in your hands. Less bureaucracy, more direct impact.
Higher earning potential – In many industries, top-performing individual contributors earn more than their managers.
Better work-life balance – Fewer meetings, less responsibility for others, and clearer priorities lead to a more sustainable lifestyle.
For some, this trade-off is worth it. And post-COVID, the priority shift is clear: Well-being over titles.
My Own Leadership Journey
As someone who LOVES this topic of leadership development, it was surprising to me when I came across my own struggle as a manager. I was laser-focused on becoming a people manager, fighting for the role as soon as I could. I sought out every opportunity to mentor, to lead, to prove I was ready. And when I finally stepped into leadership, I loved it—guiding a team, helping others grow, seeing the impact of my work beyond just my own results.
But there was another side to it. The constant stress. The migraines. I felt like I should have it all together, but instead, I often felt isolated and overwhelmed. Imposter syndrome crept in, even when I knew I was capable.
At some point, I had to pause and ask myself again: What do I actually want?
I cared deeply about developing people, about making an impact—but the version of leadership I had stepped into was all about force, metrics, and pressure. It didn’t align with how I wanted to lead—with empathy, human connection, and real support.
Can You Have It All as a Leader?
This is the question I keep coming back to in so many conversations. Can you lead in a way that prioritizes both results and well-being? Can leadership be more human-first without sacrificing success?
I strongly believe that it can. But it requires a shift. The way we define leadership needs to evolve. The next generation isn’t blindly accepting the outdated playbook—they’re asking for a different way. And that’s a good thing.
Leadership doesn’t have to mean burnout. It doesn’t have to mean sacrificing yourself in the name of performance. With the right tools, support, and mindset, it can be something greater—something that works for both the leader and the people they support.
If you’re a leader questioning where you stand, you’re not alone. There’s a way to do this differently. And I think we’re just getting started.
More to come.
Photo: My team as I stepped into my first official leadership role back in 2017 :) I’m so excited to be reunited with many of these amazing people next week in Sydney!
