You will rarely hear me speak in absolutes, but this is one hill I will die on.

Leaders, should NEVER be divisive. 

No... I don't mean that everyone will agree with them. 

Your decisions or policies might create division.

But YOU cannot directly pit some of your folks against each other.

You would think this goes without saying, but apparently... it does not. 

When leaders create an "us versus them" environment, they're not just chipping away at morale—they're mathematically reducing organizational effectiveness.

A Harvard Business Review analysis showed that teams with high psychological safety are 50% more productive and significantly more innovative.

Psychological safety doesn't mean "being comfortable" — it means creating an environment where people can contribute fully without fear of ridicule or marginalization.

𝗧𝗵𝗲 𝗱𝗮𝘁𝗮 𝗶𝘀 𝗰𝗹𝗲𝗮𝗿: Leadership is fundamentally about coherence, not division. It's about building bridges, not walls. It's about creating systems where diverse perspectives aren't just tolerated, but actively valued. And it certainly isn't using fear or ridicule for control. 

𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗮𝗹 𝗖𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲: Audit your leadership approach. Are you creating spaces where:
1. Different perspectives are genuinely heard?
2. Dissent is seen as a pathway to better solutions?
3. Individual contributions are recognized?

♻️ Repost to help entrepreneurs.

#EntrepreneurshipTips #BusinessPsychology #DecisionSupport #Startupfounder #Entrepreneur 

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