Sous stress non régulé, tu ne décides plus. Tu réagis. ↓ Et plus tu es « performant(e) » et plus c’est dangereux. Sous pression, chaque force devient une caricature. Un talent devient une inadaptation au réel : → l’exigence devient rigidité → la rapidité devient précipitation → l’empathie devient complaisance Et aussi : → la créativité devient dispersion → la rigueur devient contrôle → l’énergie devient agitation Le stress non régulé ne supprime pas la compétence. Il en modifie la trajectoire décisionnelle. Concrètement, dans le quotidien d’un dirigeant: -> décisions défensives -> vision stratégique qui se rétrécit -> relations qui se tendent C’est exactement ce que décrit le modèle 6SL : https://lnkd.in/eQDgsEKq Sous stress, nous basculons tous vers des automatismes prévisibles, liés à notre style de leadership dominant. => Le problème n’est donc pas ton style. => Le problème, c’est ce qu’il devient quand le stress prend le dessus. L’infographie ci-dessous montre l’autre versant : le chemin de régulation pour chaque style de leadership. Pas pour devenir quelqu’un d’autre, mais pour : → rééquilibrer tes forces → développer les compétences manquantes sous pression → décider juste, même quand ça chauffe Un leadership décisif ne se joue pas sur la volonté. Il se joue sur la lucidité et la régulation de l’état interne. Question simple : Aujourd’hui, ton stress renforce-t-il ton leadership… ou commence-t-il à en faire une caricature ? Si tu veux une lecture claire et structurée de ton style de leadership sous stress : → écris-moi “6SL+” en message privé.

Your team does well: 99% credit to them. Your team sucks: 99% your fault. Sounds unfair? Well, welcome to the world of leadership. I got an advice early on in my career that served me well throughout my 20years journey leading to VP/C-level position: It’s not about you. Read this again: leading is not about you. When you understand this, you start leading. OK, I explain: As you move up the ladder, and as smart as you are, very quickly will you realize that your team is much better equipped to do the work than you will ever be. It feels uncomfortable at first. But hang in there. Here is the trick: Your team members don’t expect their senior leader to be an expert in their own individual domains of expertise. What they expect from you is different: 1/ They want you to know them, deeply, and build trust and psychological safety through the process. 2/ They want you lead with a vision that inspires. 3/ They want you to lead with values. Always and especially when times get tough. 4/ They want you to clarify, simplify, cut through the noise. Especially when things get complex. 5/ They want you to create a culture where feedback is seen as a fuel for growth, not a free criticism. 6/ They want you to celebrate the progresses made, and the learnings taken with courage and pride. 7/ They want you to lead by example, driving a sustainable performance routine anchored in well being practices. 8/ They want you to represent them and their work to the rest of the company and the rest of the world, because great work, like love, is to be spread. You see, you don’t have to be the smartest in the room to shine. But you do have to create an environment where your people can show how brilliant they are. And when they’ll win: 99% credit shall go to them. When they don’t: It's on you. Repeat stage 1 to 8 until it gets better. And if you'd appreciate a little boost… That's our job to help, and we excel at it. In fact, those steps are all covered by our proprietary Performance Infinite Cycle (PIC)® methodology. Hit me up in DM and I'll share more. — Michael MUNOZ Founder, The Corporate Athlete Group We transcend corporate leaders’ performance by applying the methods and mindsets of elite athletes. NB: click the 🔔 under my profile not to miss my next posts where I’ll describe each steps in more details (and the direct feedbacks from our clients’ experiences!)