Leading Through Quiet Conviction
๐๐ก๐ ๐๐๐ญ๐๐ฅ ๐๐ฅ๐๐ฐ ๐จ๐ ๐ฅ๐๐๐๐๐ซ๐ฌ๐ก๐ข๐ฉ ๐ฉ๐ซ๐จ๐ ๐ซ๐๐ฆ๐ฌ? ๐๐ซ๐๐๐ญ๐ข๐ง๐ ๐๐๐๐ข๐ฅ๐ข๐ญ๐๐ญ๐จ๐ซ๐ฌ ๐๐ฌ ๐ฅ๐๐๐๐๐ซ๐ฌ ๐จ๐ซ ๐ ๐ฎ๐ข๐๐๐ฌ, ๐ฐ๐ก๐๐ง ๐ฌ๐๐๐ฌ๐จ๐ง๐๐ ๐๐ฑ๐๐๐ฎ๐ญ๐ข๐ฏ๐๐ฌ ๐ง๐๐๐ ๐ฌ๐ฉ๐๐๐ ๐ญ๐จ ๐ฅ๐๐๐ ๐ญ๐ก๐๐ฆ๐ฌ๐๐ฅ๐ฏ๐๐ฌ.
Senior executives donโt need another โleaderโ in the room; they need space to exchange insights, explore openly, and challenge each other without someone steering the way.
Thatโs where โRadically Empowering Presenceโ comes inโa break with the old model, replacing control with trust in the teamโs own wisdom and strength.
The need for this break become clear in tense momentsโwhen disagreements surface, silence falls heavy, or momentum stalls. These are the times facilitators feel the pressure to take charge, but itโs precisely when they should resist.
I remember one such moment. An executive team was deep in their execution plan when mistrust surfaced. Some worried that committing to a plan would make them too accountable; others questioned the workshopโs value. The energy grew tense. The HR leader pushed me to step in, saying the team was โstuckโ and โlosing focus.โ Even the CEO glanced my way, waiting for me to take control.
I could have asked guiding questions or initiated a sharing round to ease the tension. But I knew that intervening would undo the internal work theyโd already done. In that moment, I had to confront my own beliefs: Did I truly trust this team to work through their own roadblocks?
The pressure to โrescueโ a tense room can be overwhelming. Clients expect us to โfixโ things, with an unspoken belief that if conflict lingers, weโve somehow failed.
Thatโs when we slip into trainer modeโdirecting the conversation, giving answers, or structuring exercises to โadd value.โ But each time we step in, weโre sending a subtle message: we donโt trust you to handle this on your own.
The solution to this dilemma is to root out all instances of facilitation being in any way a form of leadership or guidance.
Senior, midlife executives donโt need facilitators to lead and guide them. They can do that themselves. Weโre simply hosts, creating a space that sets the stage for their experience and wisdom to emergeโa space where leaders bring their full selves to the forefront.
Where traditional facilitation reinforces control, Radically Empowering Presence releases authorityโa shift from managing the group to trusting fully in their ability to lead themselves.
Next time youโre with a team of senior executives, can you find the courage to step back and trust themโespecially when the room feels on the brink of chaos?
When tension mounts and every instinct urges you to intervene, will you hold back and let them find their own path?
That choice could mean the difference between real growth and reinforcing dependence.