I write a lot about the importance of great leaders. But what is a leader without followers? We don’t talk enough about them.

What about the people who come to work, do their job brilliantly, and then go home?

I want purpose, stability, respect, and peace.

There are a lot of them.  They are the backbone of many organisations, steady, capable, reliable. The people who quietly keep everything working.  And yet, too often, they are overlooked.

I had brilliant comment from Lisa Nunn on a post that I wrote celebrating people who are not focused on scaling the corporate ladder.  I cannot do better than quote her words:

“When I was in corporate I laboured this point a lot to my boss, and the other leaders when I was involved in people projects and they would only select the people they identified as 'aspiring leaders'. I believe people can still be 'ambitious' without wanting to climb the systemic corporate ladder.
We need to be holding space for different expressions of ambition: doing meaningful work with purpose, staying current through training, and showing up fully is all ambitious too. It can simply mean being fulfilled and doing what matters, well.  This needs to be included so the workplace is equitable for all.”

Yes, Lisa. Not all ambition looks the same. Not all careers need to climb. And not all value comes from visibility.

It’s time we talked more about this group. Recognised them. Valued them. And designed for them too.

“Please leave me in peace, I really don't want promotion.”

How often do you hear that? And more importantly, how do you respond?

We are conditioned to believe that developing people means pushing them to move up one more rung on the career ladder. Promotions, stretch assignments, leadership courses, all seen as the markers of success.

But not everyone wants that.

So, what does development look like for them?
How do we engage them without imposing our own ideas of success?

Perhaps development for them is about giving them the tools to make their job easier, the space to contribute ideas, or the flexibility to balance work and life on their terms. Not a course, not a title, just value.

Not everyone wants to be a leader. And that is not only okay – it is essential.

What would happen if we started celebrating those who stay, as much as those who climb?