How great managers and monarchs run their kingdoms

by Janice Allen
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Nuala WalshCEO mind equity, a behavioral scientist and TEDx speaker, holds advisory board positions in business, sports, and non-profit organizations.

Imagine a world where the traditions of royalty reflect corporate leadership.

If more than twenty million people worldwide saw the coronation of King Charles III, complete with pomp and circumstance, I was struck by how strangely similar management and monarchy are. While today’s leaders may not fly the flag or allow horse parades, they have more in common with a monarch and his traditions than meets the eye.

This unexpected bond may inspire you to think differently and rethink the practices used in your business kingdom. Why? Because your decisions matter. As business leaders, you are royalty to employees, scrutinizing every move.

A common leadership platform

Of course, a corporation revolves around commercial interests, while a monarchy revolves around national interests. Anyway, monarchs and managers share similar operating platforms and symbols. Let’s take a look at the similarities that manifest themselves:

• Hierarchy and structure: Both monarchy and management rely on formal hierarchy for effective governance, but neither has free rein as both are accountable to stakeholders. Power is centralized in the monarch and courtiers, just as it is concentrated in the CEO and executive team. However, it is much easier for a CEO to restructure an organization than for a monarch. For example, on Elon Musk’s first day on Twitter, he reorganized within hours. Smart leaders view their governance structures and latitude with built-in flexibility.

• Decision-making authority: A monarch wields ultimate power and makes decisions that affect an entire kingdom, just as a CEO’s decisions affect entire organizations and their constituents. Both usually delegate and consult with advisors. Just as citizens pledge “God Save the King,” employees pledge allegiance to their bosses and endorse the code of conduct and company values. Leaders should view these commitments as sacred to sustainable buy-in and loyalty.

• Succession Planning: Succession planning is a critical executive responsibility, but it is implemented differently than a monarchy. Patiently cared for from childhood, King Charles III succeeded as heir to the throne in one predetermined transition. In organizations, succession means that leaders identify and develop internal or external talent. In family businesses, the transition is similar. But in both cases, politics is inevitable as leaders cling to keep their crown. Are you making sure your business is in capable hands or are you inadvertently putting it off?

• Legacy and reputation: Brand reputation and financial stability are shared concerns. While monarchs and managers rely on their constituents to prevent misconduct, both are forced to confront scandals and negative feedback head-on. King Charles’ son embarrassed the family with his autobiography, while Dominion sued Fox News for libel. Leaders must build in an open culture of speaking to mitigate reputational risk.

The similarities extend beyond formal mechanisms and delve into leadership symbols and practices.

The regalia and symbols of leadership

Compared to a royal coronation, organizations use symbols to convey grandeur, tradition and authority. It is the business equivalent of titles, robes, coats of arms, crowns, thrones and even palaces. To think like a king, smart leaders manage these tools for optimal impact.

• Palaces and thrones: Just as Buckingham Palace, the Pyramids or the Palace of Versailles symbolize prestige and power, the commercial equivalent is corporate headquarters – and the bigger, the better. Banks look for luxury properties on Wall Street, in London or Hong Kong. Luxury brands dominate Paris and Fifth Avenue. Smaller businesses enjoy WeWork open pods or converted warehouses. Within this property is the prestigious corner office and throne, the reigning seat of power. I have seen many use the ceremonial chair as a decorative item in lobbies to represent grandeur. In my experience, modern leaders need to consider the appropriateness of such statements and symbols in an era of rising costs and social awareness.

• Weapons and mottos: Where brands have ionic slogans like Nike’s “Just do it”, monarchs have mottos reflected in a personalized coat of arms. Of course, organizations, sports clubs and universities also design crest logos to convey longevity and prestige. Some leaders personalize a monogrammed briefcase, pen, or shirt. Great leaders make sure their motto is differentiated enough to stand the test of time.

• Titles and Crowns: The commercial counterpart of the HRH title is the corporate title that communicates position and rank, from lady to director to doctor. Royals wear crowns to enhance their image and convey authority, while judges wear wigs. In traditional Japanese entities, clergy, military and senior executives wear a “kanmuri” hat. Choose your crown carefully to make sure it matches your story. Remember that all crowns are inevitably passed on to the next generation of leaders.

• Robes and Power: Just as employees dress mightily to radiate authority through suits, stilettos or shoulder pads, monarchs don robes and regalia during coronations. Uniforms express formality in hospitality, nursing and aviation contexts. However, modern workplaces are adopting more casual dress as overt symbols of hierarchy are now increasingly frowned upon. Leaders need to adjust their appearance to resonate with their audience.

During the coronation, one ceremonial object caught my attention: the glove. It represents how force should be used gently by its wearer. Plus, it’s a reminder not to abuse your office’s authority – a lesson FTX and Theranos learned the hard way.

These symbols are not mere decoration, they are communication tools that determine the perception of both employees and customers.

Shaping your leadership heritage

Traditional management and monarchy practices provide stability, define brand identity, and inspire leaders to look to the past to guide the future. While a monarchy reflects an ancient heritage, some institutions rely too much on history. Being too tied to tradition prevents adaptation, leading to disruption in entertainment, travel and music, among others. Relying too much on the past also risks alienating forward-looking millennials.

Wisely embrace the commonalities of management and monarchy. Run your business kingdom like a leader, inspired by the traditions of the past, yet agile enough to shape the future.

Unlike King Charles III, as a leader you may not have 67 million people in your kingdom, but you still bear responsibility for the well-being of everyone in your realm: customers, employees, and investors.

Managed effectively, that is a mantle of power that will define your legacy of leadership for generations to come.


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