Follow the leader... Or not

The outgoing Vice President of Nigeria, Professor Yemi Osinbajo, is often described as a man that always had his hands tied.

Most Nigerians believe he would have made an excellent administrator, considering his performance on the few occasions he was handed over to while the President was on [sick] leave. A lot of people however were simultaneously disappointed in his role (or lack of one) in the present administration's perceived ineffectiveness.

Record debt levels, highest inflation in a decade, record unemployment rates and overall rise in poverty levels have left most Nigerians disappointed with Osinbajo's run as Vice President and Chair of the National Economic Council in the largest economy in Africa.

Some individuals have made excuses for the mild-mannered VP, pointing out that he was being careful not to "outshine" his "boss". Unfortunately the country's poor economic condition will forever be a blight on the professor's reputation as a technocrat.

As much as I disagree with the idea that the Vice President lacked agency within the administration, I cannot help but notice how I have sometimes acted in a similar manner. Despite working in an organization that encourages boldness and employee empowerment, in trying not to "outshine the master", I sometimes still find myself holding back and simply "following the leader".

I have since learnt that this is not only a disservice to myself, it's not doing my boss (or the company) any favours either. In the famous words of Marianne Williamson, your playing small does not serve the world. As someone who is always eager to see my subordinates shine, I've come to realize that my manager also has the same desire: To have his mentee come fully into his own and demonstrate that he can be trusted with a lot more.

While this is not always the case in every organization, that should not be your primary concern. We must learn never to let the fear of outshining the master hold us back from fully expressing what we are truly capable of.