Leadership myths still cast leaders as heroic saviors, but this view ignores power, context, and critical reflection. By questioning these assumptions, we can move beyond outdated narratives and cultivate more inclusive, equitable communities where leadership is shared and adaptive.
Cognitive dissonance tempts us to rationalize mistakes instead of learning from them. By embracing accountability, support, and a growth mindset, we can transform discomfort into resilience—turning even workplace errors into opportunities for growth and stronger team culture.
Emotional intelligence (EI) is a powerful, morally neutral tool—capable of deep connection or subtle manipulation. Drawing on my experiences and reflections, I examine EI’s “dark side,” the roles of authority and influence, and the safeguards leaders and teams can build to stay resonant—not coercive.
Negative thinking traps individuals in cycles of self-doubt and failure, reinforced by self-fulfilling prophecies and isolation. By combining insights from social psychology with practical strategies from habit-building, it’s possible to shift identity, celebrate small wins, and create lasting change toward resilience and growth.
Traditional theory seeks to describe and explain the world as it is, while critical theory asks whether the world should be that way. Drawing on my reflections, I explore how critique, praxis, and self-directed learning reveal contradictions, challenge assumptions, and open pathways for meaningful organizational change.
Tribal thinking creates invisible barriers within organizations, from Slack channels to cross-department stereotypes. Rooted in priming and mental shortcuts, these biases erode trust and collaboration. By fostering cross-team connections and focusing on positive last impressions, leaders can break the cycle and build a more inclusive culture.
Cognitive dissonance is the discomfort we feel when beliefs and actions collide. We ease it either rationally—by updating our choices—or defensively—by inventing justifications. This post shows how to spot dissonance in real time, avoid self-deception, and turn mistakes into momentum
Global teams demand cultural competence. When leaders impose one-size-fits-all practices, they risk misreading silence, eroding morale, and losing talent. This post examines how adapting leadership styles to local contexts builds trust and long-term collaboration.
Seniority doesn’t always equal success. Teams thrive not just on technical expertise but on empathy, adaptability, and collaboration. This post unpacks why emotional intelligence is often a stronger predictor of team cohesion than impressive titles or resumes.
When leaders make decisions from afar—geographically and culturally—their teams pay the price. Drawing on a case from Mexico’s tech sector, this post explores how leadership misalignment erodes trust, fuels turnover, and weakens performance—and what leaders can do to reconnect.
