The Dual Face of Leadership: Gatekeepers of Rules with Selective Outrage

· Balanced Leadership,Organizational Integrity,Leadership Accountability,Leadership Ethics,Double Standard Leadership

In any organization, leaders are often seen as the custodians of rules and standards, responsible for upholding the values and principles that guide the collective effort towards success. However, a closer look sometimes reveals a disconcerting reality: some leaders appear to be exempt from the very rules they enforce upon their subordinates. This phenomenon, combined with the presence of selective outrage in response to rule violations, can erode trust, breed resentment, and undermine the very fabric of the organization.

The Gatekeeper Paradox: Rules for Thee, but Not for Me

Leadership is a position of authority that comes with a unique set of responsibilities, including enforcing and upholding the rules and guidelines that ensure fairness, equity, and a level playing field for everyone involved. These rules are designed to create an environment where every member can contribute, learn, and thrive without undue advantage or disadvantage.

However, it's not uncommon to witness instances where certain leaders seem to live by a different set of rules. This could manifest as blatant disregard for protocols, privileges that aren't extended to the rank and file, or even overt violations that would lead to disciplinary action for others. This behavior sends a contradictory message about the importance of the rules and can foster a culture of hypocrisy.

The implications of this paradox are profound. When leaders appear immune to the consequences of rule-breaking, it can breed a sense of resentment among the workforce. The perception that some individuals are above the rules can erode morale and create an "us versus them" mentality, which ultimately hampers collaboration and productivity.

Selective Outrage: A Test of Loyalty

Another concerning aspect of this phenomenon is selective outrage—a response where the severity of consequences for rule violations depends not on the nature of the violation itself, but rather on the personal feelings leaders harbor toward the rule-breaker. When certain individuals receive a slap on the wrist for the same offense that would lead to severe reprimand or termination for others, it highlights a deeply unfair double standard.

Leaders who engage in selective outrage risk diminishing their credibility and damaging their relationships with their team. The perception that loyalty or personal favoritism holds more weight than consistent enforcement of rules can undermine trust, making it difficult for employees to take leadership seriously. Such an environment can foster feelings of injustice and powerlessness, ultimately driving talented individuals away from the organization.

The Path to Rectification

Addressing the dual face of leadership and the presence of selective outrage requires a multi-faceted approach. Organizations must prioritize transparency and accountability at all levels. Clear channels for reporting violations and expressing concerns should be established, assuring employees that their voices will be heard without fear of retribution.

Regular training and development opportunities should be provided for leaders to reinforce the importance of leading by example and treating all team members fairly. In addition, mechanisms for evaluating leadership effectiveness based on adherence to organizational values and rules can serve as powerful checks and balances.

Organizational culture plays a vital role in shaping these behaviors. Companies that cultivate a culture of fairness, open communication, and equal treatment are more likely to hold leaders accountable for their actions. Creating an environment where constructive feedback is welcomed can help leaders understand the impact of their actions and make necessary adjustments.


Leadership is a position of influence, and with that influence comes a responsibility to exemplify the values and standards of the organization. The double standards evident when some leaders act as gatekeepers of rules while avoiding accountability for their own actions, and the manifestation of selective outrage, can be corrosive forces that undermine an organization's unity and success.

To build a healthy and thriving organization, it's essential to ensure that leaders are held to the same standards as their subordinates and that rules are consistently applied. By addressing these issues head-on and fostering a culture of integrity and fairness, organizations can pave the way for greater trust, collaboration, and sustained success.

At Nicole L. Turner Consulting, we transform organizations by helping them create people-centered workplaces. Visit or email to learn more about how we can support you and your organization.