Stop Blaming Bad Leadership - Start Questioning Good Leadership

We’ve all heard it: “Culture starts at the top.” And when things go wrong—low morale, disengaged teams, poor customer service—the finger instinctively points upward. Leaders are told to be more self-aware, more humble, more human. And yes, there’s truth in that.

But what if the deeper issue isn’t bad leadership?

What if it’s good leadership—as we currently define it?

The Contrarian Take: False Leadership Isn’t Just a Flaw—It’s the System Working as Designed

In today’s workplace, “good leadership” often means being visible, polished, strategic, and well-spoken. We train leaders to perform. We promote those who manage perceptions, not necessarily those who cultivate trust. So when the culture starts to decay, it’s not always because a leader is failing—it’s often because they’re succeeding by the wrong metrics.

False leadership thrives in systems that reward appearance over alignment.

• The leader who “inspires” through keynote talks but won’t have a real conversation with their team.

• The executive who posts about mental health on LinkedIn but punishes employees for using sick leave.

• The manager who praises innovation while micromanaging every step.

  
  

These aren’t bad leaders in the traditional sense—they’re exactly what the system asked for.

The Mirror Isn’t Lying. It’s Cracked.

Conventional advice tells leaders to “look in the mirror.” But here’s the catch: if the mirror is warped—by ego, by corporate politics, by performative leadership training—then all the self-reflection in the world won’t fix the culture.

The real issue? We’ve taught leaders to reflect on themselves rather than with their teams.

The Real Solution: Smash the Mirror. Build a Window.

If you want to transform culture, don’t polish your leadership brand. Dismantle it.

• Stop being the smartest person in the room. Be the most curious instead.

• Stop asking for feedback in anonymous surveys. Earn it face-to-face.

• Stop mentoring people to lead like you. Equip them to lead like themselves.

  
  

The future of leadership isn’t charismatic. It’s connective. It doesn’t seek admiration—it invites honest conversation.

And it doesn’t start in the mirror. It starts in the hallway. In the spontaneous conversations. In the places where trust is either built or broken—day by day.

Final Thought: The Culture Isn’t Sick. It’s Speaking.

If your team seems quiet, resistant, or disengaged—don’t assume they’re the problem. Maybe they’re the only ones being honest.

What we call a “culture problem” is often just a leadership feedback loop gone unchallenged.

So don’t just look in the mirror. Ask yourself: What if the mirror was never meant to show you the truth—just what you wanted to see?

Now go build a window—and look through it with your team.