In my work with executive teams, I’ve seen a pattern that quietly undermines trust and stifles the Fearless Conversations teams need to thrive.

It’s when one team member becomes overly protective – even defensive – of their people or their patch.

At first glance, it can seem admirable. A sign of loyalty… Of having your team’s back… But get the team talking openly and honestly and a different picture emerges.

When leaders close ranks too tightly around their own area, something else happens:

• Creative tension disappears.
• Candid feedback dries up.
• Trust across the team erodes.

And ironically, the very person trying to protect their team ends up being left out of the most important conversations. Because others stop engaging with them. They’re ‘too hard’, ‘too reactive’, ‘too quick to assume threat or blame’…

Fearless Leadership® means being able to hear the hard things – and trust your peers enough to sit with discomfort without needing to defend or deflect.

So if you notice defensiveness in yourself, pause and ask:

What am I really defending here?

Is this about protecting my people — or protecting my own confidence?

Am I afraid of appearing incompetent, out of the loop, or wrong?

These are hard questions… Important questions… Because listening and learning aren’t signs of weakness. They’re signs of maturity and strength.

If you want to build trust within your executive team, ask yourself: Am I creating space for courageous feedback — or shutting it down, even unintentionally?

Because the most powerful teams I work with aren’t made of perfect leaders.

They’re made of leaders willing to listen, to grow, and to stay in the loop – even when the conversation gets uncomfortable.

Go Fearlessly – Corrinne