Hello Leaders (and Non-Leaders),

Let’s talk about something we don’t hear often enough:

Not everyone wants to be a leader…

...and that’s okay.

In fast-paced companies, the path to growth can start to feel narrow. If you’re good at your job, the next step often looks like management. Lead a team. Run a department. Carry the title. But what if that’s not what you want?

You’re not alone. Research shows that only 38% of employees are interested in people management roles (Visier). And it’s not because they lack ambition. It’s because leadership, especially in its traditional form, isn't for everyone.

So what should you do when leadership isn’t your goal?

The truth is, you can be high-performing, ambitious, and growth-oriented without leading people. And companies that recognize this retain their top talent longer.

So what should happen when someone doesn’t want to lead?

For the Employee: How to Grow Without a Title

1. Redefine What Success Means to You
Leadership is just one form of growth. You can be a deep expert, an innovator, a problem solver, or a mentor without ever managing a team.

2. Talk to Your Manager
Be honest about your goals. Let them know you want to grow, but not through traditional leadership. Suggest ways your impact can scale without people management.

3. Find Alternate Growth Paths
Look for projects that stretch your skills. Share your knowledge. Influence culture. Advocate for career tracks that reward contribution, not just hierarchy.

4. Lead by Example
Leadership isn’t always positional. People notice those who raise standards, build trust, and help others succeed. You can lead from wherever you are.

For the Company: How to Support Non-Manager Growth

1. Expand Your Definition of Growth
Don’t assume leadership is the only way to reward high performers. Build clear paths for technical, creative, and operational excellence.

2. Reward Influence, Not Just Titles
Recognize the people who mentor others, share ideas, and elevate the team regardless of their org chart position.

3. Build Dual Career Ladders
Offer parallel growth tracks: one for managers, one for individual contributors. Both should come with growth opportunities, recognition, and compensation.

4. Don’t Push Leadership as a Default
Not everyone wants to manage, and not everyone should. Misaligned promotions often lead to burnout, disengagement, and turnover.

How Instill Can Help

At Instill, we help organizations recognize leadership in all its forms, not just the formal ones.

With Instill, you can:

• Identify employees who lead through behavior, not just title

• Track how influence and impact show up across teams

• Create recognition systems that reward contribution at every level

• Help managers support individual contributors without pushing them into the wrong roles

When culture supports different types of growth, everyone wins.

Final Thought

Not everyone wants to be a leader. That doesn’t mean they aren’t one. Make space for excellence without expectation. And build a culture where people can grow in ways that actually fit them.

Want to support every kind of growth? Try Instill.

Cheers,
The Instill Team