The Red Flags in Leadership

08 Aug The Red Flags in Leadership

Earlier this week, we talked about discomfort and how it can stretch, challenge, and invite us to see things differently.

Today, let’s lean into that discomfort again and talk about something we don’t always call out: 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝘃𝗲 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽.🚩

In today’s workplace, it’s not uncommon to hear leaders speak passionately about psychologicalsafety, inclusion, collaboration, and well-being. These sound great in corporate messages, thought leadership posts, or even town halls, but for many employees, the lived experience tells a very different story.

Many of these stories often point to the same root issue: performative leadership — when leaders say all the right things, but their actions (or inactions) tell another story. It’s not always overt. In fact, it’s often subtle — disguised by charm, surface-level initiatives, or polished internal messaging. But employees feel it: the inconsistency, the double standards, the erosion of trust.

𝗦𝗼 𝗵𝗼𝘄 𝗱𝗼 𝘆𝗼𝘂 𝗿𝗲𝗰𝗼𝗴𝗻𝗶𝘇𝗲 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝘃𝗲 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘄𝗵𝗲𝗻 𝗶𝘁’𝘀 𝘀𝗼 𝗰𝗮𝗿𝗲𝗳𝘂𝗹𝗹𝘆 𝗽𝗮𝗰𝗸𝗮𝗴𝗲𝗱?

Start by watching for the small signals, the ones that reveal what’s really happening beneath the surface.

🔍 Here’s how to spot the disconnect — the subtle contradictions between what’s said and what’s actually done:

🚩“We value open dialogue.” — but dismiss or silence feedback.

🚩“We lead with our values.” — but make decisions that contradict them.

🚩“Everyone has a voice.” — but only a select few are truly heard.

🚩“We hold people accountable.” — but only some, and not equally.

🚩“We welcome different views.” — but respond to challenge with defensiveness or quiet retaliation.

🚩“We support your growth.” — but block, delay, or redirect opportunities.

🚩“We care about wellness.” — but punish boundaries and reward burnout.

🚩“We believe in inclusion.” — but only show it in comms, not decisions.

🚩“We’re committed to transparency.” — but avoid the hard conversations.

If you’re navigating a culture like this:

1️⃣ Pay close attention to your experiences and patterns over time.

2️⃣ Build a circle of trusted allies.

3️⃣ Use official feedback channels strategically.

4️⃣ Set and protect your boundaries.

5️⃣ Know when to walk away — some change isn’t possible from within, and your growth may require leaving to protect your well-being.

𝗔𝗻𝗱 𝗱𝗼𝗻’𝘁 𝗳𝗼𝗿𝗴𝗲𝘁 … 𝗻𝗮𝗺𝗶𝗻𝗴 𝘄𝗵𝗮𝘁’𝘀 𝗻𝗼𝘁 𝘄𝗼𝗿𝗸𝗶𝗻𝗴 𝗶𝘀 𝗮 𝗽𝗼𝘄𝗲𝗿𝗳𝘂𝗹 𝗳𝗶𝗿𝘀𝘁 𝘀𝘁𝗲𝗽.

Not every #culture can be transformed from within. But some can … and often, it starts with one voice, one question, one act of courage that nudges the system. So whether you’re navigating these dynamics or leading within them:

🧭 Keep paying attention.

🧭 Keep challenging the disconnects.

🧭 Keep choosing integrity — even when it’s uncomfortable.

That’s how we build better workplaces.