From Military Leadership to Montana’s Capital
Leadership Beyond Rank
Alana Lake did not set out to become the City Manager of Helena, Montana.
In fact, when people who knew her background first suggested she consider the position, her initial reaction was essentially: you’re crazy.
On paper, the move may not have seemed obvious. Lake came to the role with extensive military and executive leadership experience, including a career in counterintelligence, but she had not spent decades working her way through the traditional local government career ladder.
What she did understand was leadership.
And as she took a closer look at the job, that distinction became increasingly important.
Lake’s military experience shaped a fundamental belief about leadership: authority and leadership are not the same thing.
In a military environment, rank carries real authority. People may be required to follow an order because of the position someone holds.
But Lake points to a much harder test.
What happens when the rank comes off?
A title can require compliance. It cannot manufacture trust.
People may follow because organizational structure says they have to, but Lake believes teams perform at a much higher level when people follow because they trust and respect the person leading them.
That distinction matters in nearly every organization, but particularly in local government.
City managers lead organizations filled with professionals who possess expertise the manager may never have. They work with elected officials who establish policy, employees who deliver services, community organizations, businesses, residents and other governmental partners.
The ability to build relationships and create trust can be every bit as important as technical knowledge.
Leading Doesn’t Mean Knowing Everything
One of the most important realizations Lake had while considering the City Manager position was that she did not need to personally be the subject matter expert in every function of city government.
A city is an extraordinarily complex organization. Water and wastewater systems, public safety, parks, finance, infrastructure, planning, development and countless other functions each require specialized knowledge.
No single executive can know all of it.
That is not the job.
When Lake examined what Helena was actually looking for in its next City Manager, she saw something different. The role required someone who could communicate, collaborate, execute the policy direction of the City Commission and lead an executive team.
The technical experts were already there.
Her responsibility was to lead them.
That lesson extends well beyond city management. Leaders can sometimes feel pressure to prove their value by having every answer or demonstrating that they know more than the people around them.
Strong leadership often requires the opposite.
It means recognizing expertise, asking good questions, bringing the right people together and creating an environment where talented people can do their best work.
From Military Service to Local Government
Lake’s path also illustrates how leadership experience from outside traditional local government can translate into public service.
Her military career taught her about mission, accountability, teamwork and working with people from different backgrounds and areas of expertise.
But transitioning into civilian leadership required recognizing which lessons carried forward and which needed to evolve.
Local government leadership is inherently collaborative.
A city manager cannot simply issue orders and expect every challenge to disappear. Progress often depends on building consensus, navigating competing priorities, communicating with elected officials and residents, and helping multiple organizations work toward common goals.
For Lake, those skills turned out to be very familiar.
Why Helena Gives Her Optimism
When Lake talks about Helena, one theme repeatedly emerges: collaboration.
She describes a community where city employees, nonprofits, governmental partners, private organizations and small businesses are willing to work together.
That spirit has changed how she thinks about what the community can accomplish.
Rather than beginning with whether something is possible, the conversation can become about priorities, strategy and how to make it happen.
It is also one of the reasons Lake says she enjoys coming to work.
There is always another challenge to consider and another opportunity in front of the organization, but she sees a community with the relationships and willingness to tackle those issues together.
For a city manager, that may be one of the most valuable resources a community can possess.
A Different Definition of Expertise
Lake’s journey from military leadership to Montana’s capital offers a useful reminder for leaders at every level.
Leadership is not proving that you know more than everyone around you.
It is not the title on your business card, the insignia on your uniform or your position on an organizational chart.
It is the ability to earn trust, recognize the strengths of others, bring people together and move an organization toward a shared objective.
Sometimes the strongest leader in the room is the person comfortable enough to say, “I’m not the expert on this.”
Then they make sure the expert has a seat at the table.
That philosophy helped Alana Lake see herself differently when the opportunity to lead Helena came along.
And it may be a lesson worth considering for anyone wondering whether their experience translates to the next leadership opportunity.
About The Clear Voice Podcast
The Clear Voice is a dedicated platform for transparency and expert led dialogue within the professional and public sectors. The show serves as a vital resource for leaders who want to move past surface level discussions and dive into the real world mechanics of governance, management, and organizational growth. James Groom is the host of the program.
About Clear Career Professionals
Clear Career Professionals is a specialized recruitment and strategic consulting firm focused on the public sector. We believe that the strength of any municipality or school district lies in the quality of its leadership and the cohesion of its teams. Our team is comprised of former practitioners and retired executives who understand the nuances of public service. We provide organizations with more than just a list of candidates; we provide the strategic oversight and expertise necessary to navigate transitions, maximize taxpayer funds, and implement long term solutions.
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