Are you accidentally silencing your best people? 🤫 True leadership isn't about having the most information; it’s about making it safe for others to ask why. When a leader dismisses a public question as "stupid" or laughs at it because they have more context than the audience, even if it’s an unconscious reaction, the feedback loop is immediate: fall in line, or fall behind. Silence becomes a survival strategy. psychological safety evaporates, and innovation dies in the long run. You can hold as many "open forums" as you want, but if the leadership reaction is dismissive, the discussion is already dead. An inclusive culture isn't built on the speeches you give or the insider information you have—it's built on the questions you welcome.

Companies still stubbornly prioritize function-specific expertise as the desired quality in management hires. This means organizations tend to have experts of professional knowledge in management roles instead of true leaders with the right human skills.

Unlike computers, we cannot reboot ourselves that simply. In case of burn out, prevention is the key, not reaction. Treat your colleagues the way they cannot get to the edge.

Micromanagement is often a symptom of a manager who hasn't transitioned from doing to designing. When you step in to re-execute operative tasks, you aren't just duplicating effort—you are signaling a lack of trust that stunts the growth of your team. Real leadership value is created by optimizing the systems and structures that remove friction, allowing your operative layers to perform with autonomy and excellence.

Triangulation in the workplace creates a dangerous illusion of progress while actually entrenching conflict and eroding organizational trust. When you vent to a third party instead of engaging in a direct feedback loop, you bypass the only person capable of resolving the tension, effectively trading a solution for temporary emotional relief. High-performing cultures demand the courage to take debates directly to the source, ensuring that disagreements become catalysts for growth rather than fuel for office politics.