Let’s get real. There is nothing empowering or strategic about “leaders” who knowingly or unknowingly nurture silos within their organization. It is not just a poor leadership trait. It is a silent productivity killer, a breeding ground for internal distrust, and a direct path to high turnover and low morale.

Recognition is a powerful tool, but only when it’s done right. Many leaders, eager to appear engaged or connected to their staff, rush to publicly acknowledge employees without doing the necessary due diligence. In theory, recognizing employees is a positive gesture. But in practice, surface-level praise can cause more harm than good, especially when it’s directed at individuals who haven’t genuinely earned it.

Let’s be honest. Leadership isn’t neat. It’s not a perfectly organized to-do list, a quiet inbox, or a steady, uninterrupted flow of tasks you can tick off one by one. Most days, it’s the opposite. You’re fielding back-to-back meetings, responding to urgent emails, answering last-minute calls, and jumping in to put out fires. You're supporting your team, guiding your organization, and trying to maintain focus amidst the noise.

So yes, mistakes happen. Miscommunications occur. Things fall through the cracks. And that’s not a reflection of incompetence. It’s a reflection of reality.

The best leaders know that real power is not found in titles or offices. It lives at the table, the space where people are invited, seen, heard, and valued.

Bringing everyone to the table is not just about sharing meals. It is about creating an atmosphere of inclusion, presence, and purpose. Whether during a team meeting, a casual lunch, or a meaningful conversation, the table becomes a symbol of unity, respect, and shared experience. Great leaders understand that connection begins when people feel like they belong.

As leaders, we’ve all encountered individuals who tear others down, often with subtle jabs cloaked in professionalism or overt displays of arrogance masked as authority. But let’s call it what it is: projection.

At the heart of leadership is emotional intelligence, and emotionally intelligent leaders recognize a fundamental truth. People who genuinely feel good about themselves do not feel the need to make others feel bad about themselves. It is not in their nature because true confidence is quiet, secure, and inclusive.