In today’s evolving corporate landscape, leadership is no longer about one person at the top making all the decisions. Instead, it’s about creating depth—developing layers of capable leaders at every level of an organization. This concept, known as Layered Leadership, was championed and practiced by Larry Armstrong, the former CEO and current chairman of Ware Malcomb, an architecture and design firm known not only for its business success but also its strong leadership culture.
This blog explores Larry Armstrong’s take on Layered Leadership, why it works, and how you can apply it to build a resilient, empowered, and future-proof organization.
What Is Layered Leadership?
Layered Leadership is a model where leadership is not concentrated at the top, but instead is cultivated across multiple levels of a company. In this approach, every employee is seen as a potential leader—with the right support, tools, and vision.
Unlike traditional leadership that relies heavily on hierarchy, Layered Leadership values:
- Distributed decision-making
- Transparent communication
- Empowerment over control
- Ongoing mentorship
This leadership style creates a self-sustaining system—leaders who are empowered to lead others, mentor teams, and carry the company’s culture forward.
Larry Armstrong: The Architect of Leadership Layers
Larry Armstrong spent over 25 years leading Ware Malcomb through impressive growth. But what made his tenure stand out wasn’t just business results—it was the culture of leadership he embedded throughout the company.
Key Traits of Armstrong’s Leadership Model:
- Shared Vision
Larry believed in aligning everyone—not just executives—around a clear, shared purpose. This meant that team leads, project managers, and junior staff all understood the “why” behind their work. - Mentorship at Every Level
At Ware Malcomb, mentorship wasn’t limited to formal programs. Larry encouraged informal coaching moments, cross-level collaboration, and leadership development embedded into day-to-day operations. - Succession Planning as a Daily Practice
Armstrong didn’t wait for people to leave before thinking about replacements. He made sure leadership training was proactive, not reactive. Future leaders were identified early and nurtured consistently. - Flattened Hierarchies for Real Communication
Larry was known for his approachability and honest communication. By reducing unnecessary hierarchies, he created space for conversations that sparked innovation and trust.
Why Layered Leadership Works in 2025 and Beyond
Here’s why Armstrong’s model is more relevant than ever:
1. Organizations Can’t Wait for Top-Down Solutions
In fast-moving markets, waiting for leadership at the top to make every decision is a bottleneck. Layered leadership speeds up action at the operational level without losing alignment.
2. It Builds a Culture of Ownership
When leadership is shared, so is accountability. Teams feel responsible for outcomes, not just tasks. This shift in mindset improves performance and retention.
3. Prepares for Growth and Succession
One of the biggest risks companies face is leadership gaps. Layered leadership fills the pipeline naturally—you’re always training the next generation.
4. Drives Innovation
When people across the company are empowered to lead and contribute ideas, you get diverse perspectives and faster problem-solving.
How to Implement Layered Leadership: A Practical Guide
Inspired by Larry Armstrong’s legacy, here’s how your organization can begin building leadership at every layer:
1. Start with Clarity
- Define what leadership looks like at different levels.
- Ensure everyone knows the company vision and how their role connects to it.
2. Build a Mentorship Culture
- Encourage leaders to mentor across departments and experience levels.
- Make mentorship a core KPI, not an afterthought.
3. Empower Middle Management
- Train team leads and managers not just in operations, but in coaching, communication, and conflict resolution.
- Give them real decision-making power.
4. Create Feedback Loops
- Let feedback flow both ways. Senior leaders should be open to insights from newer employees.
- Implement tools and check-ins that encourage upward and cross-functional feedback.
5. Identify and Develop Rising Leaders Early
- Don’t wait until someone asks for a promotion.
- Look for curiosity, emotional intelligence, and initiative—and offer growth paths accordingly.
6. Lead by Example
- Leadership at the top should model the behavior they want to see at every level.
- Larry Armstrong was known for being deeply involved, approachable, and passionate. That behavior set the tone for others to lead in the same way.
Final Thoughts: Leadership Is a Team Sport
Larry Armstrong version of leadership wasn’t about ego—it was about building something bigger than any one person. Through layered leadership, he created a culture where leadership was everyone’s responsibility.
In a world where agility, innovation, and trust matter more than ever, this model offers a powerful solution. Whether you're leading a startup, a growing firm, or a well-established organization, adopting layered leadership could be the best investment you make in your people and your future.
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