In many businesses, leadership is seen as something that happens in boardrooms or during quarterly reviews – a responsibility held by the few. But for small and medium-sized enterprises (SMEs) facing fast-changing markets, staffing pressures and rising customer expectations, that top-down model simply doesn’t hold up.
Instead, leadership must be shared. Whether it’s a customer-facing technician solving a problem on the spot, or an administrator improving a clunky process, leadership can – and should – happen everywhere. When it does, the results are powerful: greater engagement, better problem-solving, and a culture of accountability that drives growth from within.
This mindset shift isn’t just aspirational – it’s actionable. And more than ever, SMEs need to unlock the leadership potential across their teams.
Leadership Is a Mindset, Not a Job Title
The Chartered Management Institute (CMI) found that 82% of managers enter their roles without any formal management or leadership training – a striking figure that highlights how many are expected to lead without the tools to succeed. For SMEs in particular, this presents both a challenge and an opportunity: with flatter structures and greater flexibility, smaller businesses are well placed to develop leadership behaviours across teams – not just at the top.
At Chubb Fire & Security, a global organisation operating across diverse markets, this idea is deeply embedded in our culture. Our philosophy is simple: Everyone is a Leader. Whether it’s engineers in the field or office-based support teams, leadership is viewed as a mindset – one grounded in ownership, integrity and stepping up for others. While this approach reflects the values that guide us at Chubb, it’s a principle that can be adopted by businesses of all sizes and sectors. Because when leadership is lived at every level, it doesn’t just elevate individuals – it strengthens entire organisations.
This belief is anchored in Chubb’s enduring purpose: Building Great Leaders. It’s more than a slogan – it’s part of its DNA and the foundation for how the business develops its people and drives performance. Innovation may fuel Chubb’s success, but it’s people who make innovation possible. That’s why leadership is nurtured across every role, not reserved for the few. By equipping individuals to thrive – and ensuring everyone has access to a great leader – Chubb creates a ripple effect that empowers teams, builds trust and strengthens resilience from the inside out.
Three Ways SMEs Can Nurture Leadership at Every Level
Give People Permission to Lead
Leadership begins when people feel trusted. That might mean encouraging newer employees to make decisions, share improvement ideas or take the lead on small projects. These are not “extra” tasks – they are the foundations of leadership in action.
At Chubb, employees are called Leaders – not as a title, but to reinforce the belief that everyone contributes to business performance and people-first impact. It’s an approach any SME can adopt by reinforcing initiative, not hierarchy.
Practical tip: Start asking, “Who else could lead this?” It’s a subtle but powerful shift in meetings and planning.
Make Career Paths Transparent and Inspiring
Internal progression is one of the strongest motivators for leadership behaviour – but it only works if people can see a path forward. Chubb’s Career Path Model and mentoring programmes provide clarity and support to help employees grow in any direction: upwards, sideways or into new teams.
SMEs may not have formal HR departments, but they can still build simple frameworks that show how skills and responsibilities evolve. Whether it’s job shadowing, buddy schemes or informal career conversations, the message is clear: you don’t need to leave to grow.
Practical tip: Hold quarterly development chats with all staff – not just managers – focused on aspirations, not appraisals.
Coach, Don’t Command
Traditional command-and-control styles block leadership from flourishing. Instead, coach-like managers who listen, guide and challenge, create the conditions where others can lead.
Coaching-style leadership brings results. CIPD‑supported research shows that leadership development programmes blending coaching techniques with structured manager support led to better employee engagement and adaptability – benefits that SMEs, with their leaner structures, are ideally placed to achieve.
Chubb’s “Leader Labs” and continuous learning programmes show that this shift isn’t about training courses – it’s about day-to-day behaviours. Managers don’t need to have all the answers; they just need to help others find theirs.
Build Culture, Not Just Capability
Embedding leadership at all levels takes more than training – it takes cultural reinforcement. One way Chubb sustains this is through consistent employee appreciation. Through Chubb Cheers eCards, BRAVO and Superstars Awards, the company acknowledges employees not just for results, but for how they embody leadership behaviours like collaboration, resilience and innovation.
Practical tip: Celebrate leadership moments, not just milestones – spotlight small examples of people stepping up.
When leadership becomes part of how people see themselves, it fuels long-term agility. Especially in SMEs, where every person makes a visible impact, this cultural alignment matters.
The Bottom Line
Leadership isn’t confined to titles – it’s embedded in how people show up, solve problems and support one another. For SMEs, cultivating leadership across every role is not a luxury; it’s a competitive advantage.
As businesses face increasing complexity, the most resilient are those where everyone feels empowered to lead. That starts with trust, continues with development and is sustained through culture. Leadership is everyone’s business – and it’s time to act like it.
