The transition from hierarchical to shared leadership leads through rugged terrain. As founders and long-standing leaders relinquish central control of „their“ organization—be it voluntarily or involuntarily—the sight of the abandoned throne often sparks the call for a post-heroic episode. No one shall step into the shoes of the former hero, no one shall take center stage as a leader. History cannot roll back… power to none, freedom for all!

In this it is often overlooked that self-organization does not rely on less leadership but rather on a different, more decentralized and dynamic kind of leadership. If we define the hero moment as the act of showing up in a way that transcends the ordinary—stepping up with a „superpower“ to take responsibility —then shared leadership requires not fewer but more heroes.

Instead of a post-heroic appproach, a pan-heroic understanding might be more helpful: everyone is a hero (in their own unique way). A team that sees itself as a superpower collective can cultivate, harness, and showcase the special strengths and competencies of its members. It can empower individuals to develop their superpowers and take the stage when needed—at any given moment, though never permanently. If this works out, power is not neutralized or divided but gets multiplied and becomes available to the organization in various shapes and faces.

Of course, pan-heroism brings new challenges as well: mastering the fluid transition between situational leadership and situational followership must be learned. Alignment in a polycentric system can be tricky. Tension management also requires special skills—where there is space for strong personalities, there is also space for strong friction.

But what would life be without learning curves and moments of tension? Where the post-heroic world can sometimes feel sluggish and gray, the pan-heroic world is as vibrant as an Avengers movie. It can be challenging at times, but it definitely brings passion and movement into play. The hero is gone, long live the heroes!