Impact Consultants

Navigating Politics, When Leadership Masks Itself: Spotting the Subtle Narcissist I see you. The subtle gestures, the quiet manipulation, the calculated charm meant to disarm. You think no one’s noticed, that the siphoning of energy and ideas is just under the radar. But not anymore. For a long time, I thought I understood narcissistic behavior—spotting it from a mile away—a leader or mentor making everything about themselves, basking in the spotlight. But what happens when the narcissist is more subtle? More polished? Wolves don’t always bare their teeth—they often wear sheep’s clothing. In leadership politics, this game can be insidious. It’s not about questioning your worth. Fact is, you’ve been valuable from day one. But subtle narcissists operate by drawing you into their orbit, trying to make you believe their approval matters more than it actually does. Navigating this requires both strategy and strength. How do you confront the behavior without burning bridges or risking your reputation? First, recognize the pattern: ? Surface-level conversations that never get too insightful. ? Ideas mysteriously becoming theirs after you share them. ? A one-sided relationship where your energy is drained but rarely reciprocated. The challenge is stepping out of their shadow without causing collateral damage to your career. Here’s how: *Set firm boundaries. Narcissists thrive in environments where boundaries are weak. Keep the professional lines clear and avoid over-disclosure. *Protect your ideas. If you notice a pattern, be strategic about how and when you share your thinking. *Build alliances. Don’t allow this relationship to isolate you. Cultivate other connections to maintain your strength. *Exit with purpose. You don’t have to declare war. Quietly but confidently leave the situation, giving them no room to manipulate or twist the narrative. You’re not in place to be siphoned dry, but to lead, contribute, and grow. You are an Impact Player-Periodt! When someone tries to quietly dim your light, notice and carefully take action. Impact Consultants

Navigating Leadership Politics, Ageism in Disguise: How to Deflect with Class & Stay in Control It’s always subtle at first—those slick, crafty questions that are less about curiosity and more about calculation. “You took the stairs? Wow, I could never. How old are your kids again?” What does that have to do with anything? Exactly. But here’s the truth: when people can’t outright ask your age, they’ll find other ways to size you up. The challenge? Staying ahead of their game while protecting your professional standing. Ageism isn’t always in-your-face—it’s in the undercurrent of everyday conversations. And if you’re not careful, it can make you question your authority or even your presence in the room. Let me be clear: their curiosity doesn’t define you. Your expertise does. So, how do you navigate these politics? *Redirect with Purpose. Answer their slick question with a stronger one. Instead of feeding into the trap, pivot with something more relevant to the work at hand. Example: “My kids? Oh, they’re great! Speaking of, did you get a chance to review my latest report?” *Let Your Work Speak Louder. Age won’t matter when your results speak for themselves. Deliver excellence so undeniable that no one has time to wonder how old you are. *Own Your Space. Don’t be shaken by sly questions or subtle jabs. The fact that they’re curious only shows you’re a force. Control the narrative by exuding confidence in every answer. *Set Boundaries Without Breaking Bridges. Ageism is a form of bias that’s hard to call out directly, but you don’t need to tolerate it. Deflect with grace, then follow up with actions that clearly show you’re not playing their game. Bottom line: when they try to shrink your value to a number, show them the bigger picture—your Impact! Don’t let crafty questions control your narrative. Keep the focus where it belongs—on your expertise, your leadership, and your ability to thrive at every level. Stay sharp. Stay strong. Dont allow anyone to place you in a box, remind them that your value transcends labels. Impact Consultants

The Bryce Young Paradox: What Leaders and Top Talent Should Consider My Perspective: When you think of top talent joining your team, what comes to mind? Excitement, pressure, or the hope they’ll transform your organization? Take Bryce Young—a college football phenom turned NFL 1st Round Draft pick quarterback. While not everyone follows football, his situation reflects a broader challenge: Are we setting up exceptional talent to thrive, or misaligning their strengths with our systems? This applies across industries, from sports to business. Here’s what I believe leaders should rethink: 1. Culture Readiness: Is your organization ready for star talent? Think about whether your current systems empower or limit them. What bottlenecks exist in your environment that could hold them back? 2. Role Clarity: High performers thrive with clearly defined roles. How specific are you in setting expectations? Vague roles can create confusion and delay success. 3. Emotional Support: Pressure weighs heavily on top talent. Have you built a support system that considers their emotional and mental well-being? Does your leadership style prioritize this enough? 4. Time to Adapt: No matter the talent, everyone needs time to adjust. Are you giving them room to find their footing, or pushing for instant results? 5. Real Feedback: Constructive feedback loops are crucial. Are you providing consistent, actionable feedback, or are you stuck admiring past achievements without offering real guidance for growth? Elite Talent: How to Evaluate an Organization If you’re the top talent, assessing an organization is just as important as them evaluating you. Before saying Yes, ask yourself: ? Does the leadership nurture talent or focus on maintaining the status quo? ? Is the culture adaptable, or will you be forced into a rigid structure? ? Are feedback systems in place, or will internal politics cloud your growth? Bryce Young’s experience highlights the mutual responsibility between talent and leadership. Whether you’re hiring or being hired, success comes from creating environments where talent can thrive. What strategies have you seen work for integrating top performers? Share your insights to help build spaces where talent shines. Impact Consultants

Navigating Politics- The Leadership Lie: Why Being Liked Isn’t the Same as Being Respected We’ve all been there—thinking if we could just be part of the “in crowd,” everything would fall into place. Promotions, opportunities, recognition. But here’s the truth no one talks about: chasing likability is one of the fastest ways to lose yourself, your leadership edge, and your credibility. Here’s why it’s a lie: Being liked and being respected are not the same thing. You can be well-liked without ever being truly valued. I like what Vusi Thembekwayo once said, “If you have to bend yourself to fit into someone else’s mold, you’ve already lost.” Real influence doesn’t come from agreeing with everyone or seeking approval. It comes from standing your ground, making tough decisions, and bringing something substantial to the table—whether that’s innovation, results, or a bold vision others haven’t considered yet. Leaders who chase likability often undermine their authority because they’re afraid of rocking the boat. Leaders who value being liked more than being respected will eventually find themselves caught in a web of compromise. The truth is, when you’re too focused on pleasing everyone, you lose sight of what’s most important—leading with integrity and purpose. The Pressure to Fit In In today’s fast-paced, highly networked world, the pressure to fit in is strong. But being in the “in crowd” might give you short-term wins at the cost of long-term success. You risk losing the respect of your peers, and more importantly, you start to lose respect for yourself. Marcia Reynolds speaks about “brave leadership,” where you must be willing to stand out for what’s right instead of what’s easy. It’s not about making everyone comfortable. It’s about being authentic. Respect, unlike likability, stands the test of time. The Point? Likability Fades, Respect Grows. Look around at the leaders you admire most. Do they always fit in, or do they standout because they are unafraid to challenge the norm? Chasing likability is a race with no finish line. But earning respect? That’s where true leadership is born. So What Should You Do Instead? *Show Up Authentically…Be honest about your values, and don’t water them down to fit in. Authenticity earns you real influence. *Make the Tough Calls…Don’t avoid tough decisions because they might make you unpopular. Real leaders earn respect by facing difficult choices head-on. *Invest in Real Relationships…built on mutual respect- more powerful than shallow connections based on flattery or convenience. People will follow you not because they like you, but because they believe in your vision. Finally… Leaders, stop chasing the myth of likability. It’s not your job to be everyone’s friend. Your job is to lead, inspire, and create lasting Impact. You don’t need the approval of the crowd when you’re standing in your own power! Impact Consultants

When the Highly Qualified Are Overlooked: Navigating the Frustration of Leadership Politics Let’s be real—there’s nothing more frustrating than watching someone less qualified get promoted over you. And to make it worse, you’re expected to mentor them, guiding them through a role you’re already overqualified to do. It’s infuriating. It erodes culture, breaks passion, and leaves you questioning your value. Here’s the truth: Your value isn’t defined by someone else’s inability to see it. It’s time to think beyond waiting for validation from those who don’t recognize your worth. Instead, consider when it’s time to step out. Sometimes, the greatest act of leadership is knowing when to walk away from a place that doesn’t champion you. Don’t be afraid to explore spaces where your strengths will be celebrated, not overlooked. Yes, it’s hard to mentor someone who was handed the role you’ve already earned. But the bigger lesson here is that you don’t have to keep proving yourself in spaces that don’t see your brilliance. Your growth and leadership might mean finding environments that invest in your potential rather than constantly asking you to prove it. True leaders know when it’s time to move on and build where they’re valued. If you’ve been passed over time and time again, start looking for sponsors who believe in your work—and aren’t afraid to back you somewhere new. Boldly take your next step, because waiting for someone else’s approval isn’t leadership—moving forward is. Impact Consultants

Why Kissing Up is a Career Killer (And What to Do Instead) Have you witness colleagues demonstrate this behavior? Ever feel like the only way to get ahead is to kiss up? It might seem like the easy route, but don’t fall into the trap of chasing temporary approval. Gen Z and Millennials are flipping the script, valuing real respect and credibility over surface-level praise. Here’s the truth: Lasting success isn’t built by bending over backwards for someone’s ego. It’s earned through owning your value, standing on your skills, and bringing something real to the table. Jack Welch always emphasized the power of authenticity: “Face reality as it is, not as it was or as you wish it to be.” Ass-kissing might feel like a shortcut, but it’s a dead end. People can see through the flattery, and over time, it chips away at your reputation. True influence doesn’t come from pleasing others, but from adding value. So instead, lean into your authenticity and let your work speak louder than empty compliments. Here’s your takeaway: Don’t sacrifice your growth for short-lived praise. Build your career on respect for your talent, not by catering to others’ egos. Real leaders value substance over flattery every time. Impact Consultants Deloitte’s Global Millennial Survey: https://lnkd.in/g3GzWmwb

A discussion with over 30 Teachers from across the country about feedback was very insightful. I opened the meeting with this question: "How often did you receive feedback from any member of your campus leadership team last year?" Here are the responses that stood out: *Usually twice a year. *Not at all because I get good scores. *No. I don't have any behavior issues like other teachers. *I got emails scheduling a meeting, but it never happens. According to Harvard Business Review, 50% of employees feel they do not receive adequate feedback. This gap not only hampers individual growth but affects team performance, communication, and academic outcomes. For our schools, where teachers and staff are expected to perform at their best, the absence of regular, clear, and actionable feedback creates significant challenges. Caution: When feedback is infrequent, unclear, or inconsistent, it impedes staff development and leads to confusion. Without a structured approach to feedback, employees will struggle to understand expectations, which can result in stagnant performance and missed opportunities for improvement. Additionally, inconsistent feedback from different leaders can create confusion and undermine trust. Here’s How We Can Improve: 1. Regular Feedback Sessions: Implement frequent check-ins to provide timely, actionable feedback. Regular interactions keep staff aligned with goals and address issues before they escalate. 2. Clear & Constructive Feedback: Ensure feedback is specific, actionable, and documented. Clear guidelines help staff understand how to improve and what success looks like. 3. Calibrate Feedback Among Leadership: Establish a feedback calibration process within your leadership team. This ensures consistency in the messages delivered and reduces confusion among staff. Regular meetings to align on feedback standards and expectations can enhance clarity and fairness. 4. Follow-Through and Support: Provide ongoing support to help staff act on feedback. Regular follow-up shows commitment to their development and reinforces accountability. 5. Professional Development: Use feedback to identify and address professional development needs. Investing in training and resources supports continuous growth and demonstrates commitment to staff advancement. Why This Matters: Consistent, clear, and calibrated feedback is vital for professional growth and overall school success. It enhances communication, reduces confusion, and drives better academic outcomes. Prioritizing structured & aligned feedback will increase gains!

Navigating Leadership Politics, Ageism in Disguise: How to Deflect with Class & Stay in Control It’s always subtle at first—those slick, crafty questions that are less about curiosity and more about calculation. “You took the stairs? Wow, I could never. How old are your kids again?” What does that have to do with anything? Exactly. But here’s the truth: when people can’t outright ask your age, they’ll find other ways to size you up. The challenge? Staying ahead of their game while protecting your professional standing. Ageism isn’t always in-your-face—it’s in the undercurrent of everyday conversations. And if you’re not careful, it can make you question your authority or even your presence in the room. Let me be clear: their curiosity doesn’t define you. Your expertise does. So, how do you navigate these politics? *Redirect with Purpose. Answer their slick question with a stronger one. Instead of feeding into the trap, pivot with something more relevant to the work at hand. Example: “My kids? Oh, they’re great! Speaking of, did you get a chance to review my latest report?” *Let Your Work Speak Louder. Age won’t matter when your results speak for themselves. Deliver excellence so undeniable that no one has time to wonder how old you are. *Own Your Space. Don’t be shaken by sly questions or subtle jabs. The fact that they’re curious only shows you’re a force. Control the narrative by exuding confidence in every answer. *Set Boundaries Without Breaking Bridges. Ageism is a form of bias that’s hard to call out directly, but you don’t need to tolerate it. Deflect with grace, then follow up with actions that clearly show you’re not playing their game. Bottom line: when they try to shrink your value to a number, show them the bigger picture—your Impact! Don’t let crafty questions control your narrative. Keep the focus where it belongs—on your expertise, your leadership, and your ability to thrive at every level. Stay sharp. Stay strong. Dont allow anyone to place you in a box, remind them that your value transcends labels. Impact Consultants

Navigating Politics, When Leadership Masks Itself: Spotting the Subtle Narcissist I see you. The subtle gestures, the quiet manipulation, the calculated charm meant to disarm. You think no one’s noticed, that the siphoning of energy and ideas is just under the radar. But not anymore. For a long time, I thought I understood narcissistic behavior—spotting it from a mile away—a leader or mentor making everything about themselves, basking in the spotlight. But what happens when the narcissist is more subtle? More polished? Wolves don’t always bare their teeth—they often wear sheep’s clothing. In leadership politics, this game can be insidious. It’s not about questioning your worth. Fact is, you’ve been valuable from day one. But subtle narcissists operate by drawing you into their orbit, trying to make you believe their approval matters more than it actually does. Navigating this requires both strategy and strength. How do you confront the behavior without burning bridges or risking your reputation? First, recognize the pattern: ? Surface-level conversations that never get too insightful. ? Ideas mysteriously becoming theirs after you share them. ? A one-sided relationship where your energy is drained but rarely reciprocated. The challenge is stepping out of their shadow without causing collateral damage to your career. Here’s how: *Set firm boundaries. Narcissists thrive in environments where boundaries are weak. Keep the professional lines clear and avoid over-disclosure. *Protect your ideas. If you notice a pattern, be strategic about how and when you share your thinking. *Build alliances. Don’t allow this relationship to isolate you. Cultivate other connections to maintain your strength. *Exit with purpose. You don’t have to declare war. Quietly but confidently leave the situation, giving them no room to manipulate or twist the narrative. You’re not in place to be siphoned dry, but to lead, contribute, and grow. You are an Impact Player-Periodt! When someone tries to quietly dim your light, notice and carefully take action. Impact Consultants

Navigating Leadership Politics: Performance Alone Won’t Get You Promoted “Success is more than just being great at what you do—it’s about being seen, being known, and being respected where it matters most.” – Vusi Thembekwayo In leadership, especially in Education, many believe that hard work and results naturally lead to promotion. Yet, countless leaders find themselves stuck despite their performance. The truth? Leadership politics is REAL and impacts career advancement. Whether you’re a principal, district leader, Superintendent promotion isn’t just about performance—it’s about managing your image and your exposure. Vusi Thembekwayo, global entrepreneur and leadership expert, emphasizes the importance of positioning yourself among the right people. His philosophy aligns with the PIE method: Performance, Image, and Exposure. He stresses that performance alone won’t secure a seat at the table. Leaders must be intentional about their image and visibility to decision-makers. As Vusi often says, “You cannot be a giant in a jungle of dwarfs and expect to be recognized.” Excelling within your department isn’t enough. Your network and reputation in the broader context matter just as much. Call to Action… If you’re feeling stuck in your career, remember: navigating leadership politics is as important as delivering results. Build relationships, manage your image, and ensure the right people see you. This is just the start—Stay Tuned in for more insights in this 5 part series on Navigating Leadership Politics. Impact Consultants