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In coaching sessions with high-performing leaders, I often witness the same pattern. They talk about how they can sit with a team member who has made a mistake and help them notice what that person did well. They can help them see the lesson, articulate the growth opportunity, and walk out feeling supported rather than shamed. Yet the moment the leader makes a similar mistake themselves, the tone shifts. The generosity evaporates. The inner critic takes the microphone. Leader

A recent coaching session helped a leader explore their perception and response to conflict. I am referring here to a task-based conflict, which is a disagreement about ideas, strategies, or decisions. Not a relational conflict that can lead to tension and animosity in the workplace.   For this leader, conflict began to arise as their start-up business expanded, and departments and teams formed to manage the growing complexity of operating at scale.   When people disagree, le

Defensiveness shows up everywhere in leadership, but it’s especially common in fast-paced environments, where the stakes feel personal, and reputations can shift overnight. It isn’t a flaw in the person in front of you. It can be a sign that something in the conversation feels unsafe or high-risk, even for seasoned leaders and founders who are used to operating under pressure. People often tie their identity to their ideas, their creative instincts, or their strategic judgmen

Unhelpful or uncomfortable thoughts aren’t a sign that something is wrong with you as a leader. They’re simply part of being human — and, in fast-paced startup environments, they’re often part of the territory. When the stakes are high and uncertainty is constant, the mind naturally generates doubt, criticism, and worst-case scenarios. The problem isn’t that these thoughts appear; it’s what happens when we treat them as unquestionable truths. This is when we become so entangl

Want help switching off at the end of a busy day? A simple, research-backed habit can help—a daily reflective practice. This is not random ruminations on a challenging day. Instead, you choose structured and intentional reflection.

This post explores how leaders cultivate respect through the quality of daily interactions with their team.