Strong leaders make unpopular decisions, give tough feedback, and engage in highly direct speech when necessary. They don’t duck what they believe is the best course of action because others may not like them or disagree with their actions. At the same time, they encourage others to push back respectfully. They value the ability for everyone to debate and disagree with a leader’s actions and choices, knowing it is paramount for creating an open and inclusive workplace where all performance can be discussed objectively and candidly.
I have the tendency to not give people who throw labels around so easily as much credit for why they are using them. I don't think there is a big awareness around the motive to silence people by labeling them. I've instead observed it as a self-protection reflex designed to let everyone else know "I'm not one of them!"
But the effect is something you observe is spot on with what I've seen.
It does shut down communication.
I agree with your point, but it is important to point out that the most common forms of silencing are not when people call out biases but when they lean into them. For instance, an assertive woman is labeled “aggressive” or “shrill” for displaying the same behavior as her male colleagues. A minority is labeled “hostile” for taking a principled stand and told to “stay in your lane.” And on and on. A good leader looks out for these much more prevalent and subtle forms of silencing aggressions as well. Otherwise such bigotry, no matter how disguised, will damage the team as well as individuals.
A great point!!
Whatever happened to us focusing on competence at work?
Thanks for your time.
We took 15 minutes to discuss this one further. It appears we got through the conversation without risking cancellation.
Only one person in This continent started to use all those destructive words?! And We let him use it every day ?! May God bless us with wisdom !
he is a living evil, please help or lock him up in the jail... to late to mend ?