Balancing inquiry and advocacy is central to active listening—a cornerstone of effective leadership. This approach encourages listening with the intent to learn, not just to respond. It also helps teams and the individuals who lead them to avoid making assumptions by prompting them to stay grounded in evidence rather than personal biases or preconceived notions. This shift in perspective is powerful, allowing for meaningful interactions and more thoughtful, inclusive decision-making.

[. . .] As a new leader, this reaction was challenging. Some even questioned my competency because they felt personally offended by my assessment—despite acknowledging that their performance that day wasn’t up to their usual standard.

This situation highlights a common challenge in leadership: when evaluations are based on a rubric, the intent is to provide feedback on professional practice, not to judge personal identity. Yet, feedback is often perceived as a reflection of self-worth, especially when it touches on areas perceived as sensitive or triggering.