🤥 9: "Minor issues and dysfunctions are just that, not big enough issues to address or spend time on."
🤥 10: "Leadership is about me knowing better than those I lead."

🤥 7: "Our retention and profit problems are because of our people and maybe the way they're managed."
🤥 8: "Difficult conversations are inherently uncomfortable and should be avoided."

🤥 5: "If something about another person annoys or frustrates me, it's because there's something going on with them that needs sorting."
🤥 6: "Talking about someone with a colleague is better than telling them what I want to their face, it's probably not important enough to address directly."

🤥 3: "Giving non-praising feedback isn't 'nice', hurts people's feelings, avoiding it avoids conflict and shows I care more about other people than me..."
🤥 4: "It's important that my team likes me, then they will respect me."

🤥 1: "I only need to performance manage when there are performance issues."
🤥 2: "Saying 'I apologize' instead of 'I'm sorry' is more professional, and I don't need to say sorry straight away, it can wait...maybe I wasn't even wrong..."