Leaders need the grandeur or is size enough?
There's a silent undergrowth in companies. You don't see it right away. It doesn't make any noise. But if you spend enough time there, you sense it.
It is made up of grudges, petty grudges, invisible hierarchies, symbolic scepters that pass from hand to hand depending on who had the last word or the best KPI (Key Performance Indicators).
It's the parallel world of "remember when you passed me by," of "I haven't spoken to you since that meeting in 2019," of "ok, but if you're shining now, it's also thanks to me (even if I don't say it)."
And the point is: It's not evil. It's humanity.
It's just that no one ever taught us how to manage corporate wounds. The ones that don't bleed, but leave relational bruises.
Big numbers, tight hearts
There are companies where leadership, innovation, and collaboration are discussed… but meanwhile, the corridors are dominated by the closed-door, carbon-copy strategy.
Team where you work side by side but They still carry with them old unspoken phrases, small slights, undeclared rivalries.
And in this climate, "command" ends up in the hands of those who raise their voices the most, those who impose, those who insist.
He gets confused leadership with possession of the center of the table.
But there is no greatness there.
Just a role-playing game. With the usual masks.
True strength? Don't hold grudges.
(And don't use it as a lever of power)
True greatness today is not imposing oneself.
AND choosing not to react as expected.
It's the manager who could publicly humiliate a colleague for an oversight, and instead takes him aside and explains.
It is the colleague who receives an injustice and does not put on a show of passive-aggressive victimhood, but choose to understand, and then move on.
He is the one who has no need to complain, to keep score, to give back in his own coin.
Not out of weakness.
For clarity. For authority. For focus.
I know, it sounds like do-goodism. But it's not.
We're not talking about "making do with everything" or "putting your yoga face on in every storm."
We are talking about a higher level skill:
that of not turning someone else's mistake into a personal war.
That of not experiencing every disagreement as a personal affront.
That of not letting a past conflict dictate the rules of future relationships.
Why in the company People are not chosen, but we live with them.
And we often win together. Even with those we don't like.
Even with those who once disappointed us.
But what, really, is “grandeur”?
If greatness were a tone of voice, It wouldn't be the tallest. It would be the calmest..
If it were a gesture, It wouldn't be the fist on the table. But the hand that reaches out to close a circle..
If it were a symbol… It wouldn't be a scepter. It would be an open door..
At OSM we see it every day
At OSM we work with companies where leaders have stopped brandishing the scepter and started to really drive.
Where teams are not held together by force, but by choice.
And do you know what happens when someone decides to stop holding a grudge?
It happens that you breathe better.
That we work better.
That the "corporate climate" is no longer a survey topic, but an everyday reality that is good for everyone.
🎯 What is your idea of “greatness” in a company?
Have you ever chosen not to react? To close a circle instead of keeping it open indefinitely?
Let's talk about it in the comments.
Maybe it's the first step to change the climate, not just the organizational chart.
🚀 Do you want to continue the reflection?
👉 Read also The Hidden Cost of Success: When the Numbers Smile, But People Don't
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