LME 048 – Debunking 7 Leadership Myths That Hold You Back
Today, I want to talk about something that quietly shapes the way many managers lead—without them even realizing it.
We’re diving into seven common leadership myths that sound reasonable… but can seriously limit your effectiveness if you buy into them blindly.
Let’s get into it.
Myth #1: “You have to be authentic—always!”
Authenticity is important. No doubt. But it’s often misunderstood.
Some people take it to mean, “Just be yourself,” or “Don’t fake anything.”
So they show up to work in a hoodie when everyone else is in business casual. Or they let their anger show during a team meeting because—hey—that’s “being real,” right?
But that’s not the kind of authenticity we’re talking about.
True authenticity means knowing yourself – your values, your strengths, your blind spots – and showing up in a way that’s aligned with that.
It also means understanding the role you’re in and adjusting your behavior to fit the context, without betraying your core values.
Let’s say you’re naturally introverted but you’re leading a team meeting. You don’t need to suddenly become Tony Robbins – but you do need to lead in a way that connects with your team and gets the job done. That’s authentic too.
Bottom line:
Authenticity isn’t an excuse to be reactive or inappropriate. It’s about showing up as your best self in a way that fits the situation.
Myth #2: “You have to motivate your team!”
This one’s tricky.
Of course we want motivated employees. But the real question is: Can you actually motivate someone else?
If your team is doing repetitive, mind-numbing work, maybe you do need to keep the energy up. But in most modern workplaces, we hire people for their ideas, initiative, and problem-solving.
Those people are usually already motivated – on day one.
What kills that motivation? Micromanagement, bureaucracy, pointless meetings, and leaders who don’t trust their team.
So here’s a better way to look at it:
👉 Don’t focus on motivating your people. Focus on not demotivating them.
Create an environment where people can do meaningful work, take ownership, and get better at what they do. That’s where real motivation comes from.
Myth #3: “Trust is better than control.”
Trust is essential. Without it, you’re doomed to micromanage and burn out. But total hands-off trust can also go wrong.
Even if you trust someone completely, you still need to review results now and then. Not to micromanage – but to give feedback, stay aligned, and uphold accountability.
Let’s say you lead a remote marketing team. You don’t need to know when they start work each morning. But you do need to check if campaigns are on track and results are coming in.
Rule of thumb: Trust the process – check the outcomes.
Myth #4: “Always use the sandwich method when giving feedback.”
You’ve probably heard this before: Start with something positive, then deliver the criticism, and end with something nice.
Sounds good, right?
But here’s the problem: Most people can see right through it.
It can come across as fake, formulaic, or even manipulative. Worse, it often dilutes the actual feedback – so people walk away unsure what the real message was.
Instead, be direct and respectful. Focus on what needs to change and why it matters. You can – and should – be kind. But don’t hide your point in a soft bun of compliments.
Myth #5: “Never disagree with your boss in public.”
Generally, that’s good advice. No one wants to be called out in front of others—especially not your boss.
But there are two exceptions where you must break this rule:
- If your boss unfairly criticizes someone else publicly.
You need to step in and stand up for your team. Respectfully – but firmly. - If your boss is about to make a major, embarrassing mistake –
like giving incorrect info in a public presentation that could harm their credibility. If you can save them from that, they’ll thank you later.
Use tact, of course. But courage matters. Leadership isn’t about always playing it safe.
Myth #6: “Leaders must be serious to be respected.”
Here’s a belief I see way too often:
“If you laugh too much, people won’t take you seriously.”
That’s just not true.
Humor is one of the most powerful leadership tools you can use.
It builds connection, eases tension, and fosters creativity. Some of the best leaders I’ve met use humor to unlock their team’s best thinking.
Important note: I’m talking about healthy humor – not sarcasm or mocking people. Laugh at yourself. Bring some levity to the workday.
People will remember how you made them feel.
Leading with humor = leading with humanity.
Myth #7: “Great leaders are born, not made.”
Let’s bust this once and for all.
Leadership is a skill. And like any skill, it can be learned.
Sure, some people have natural charisma or confidence. But real leadership isn’t about traits – it’s about behavior.
You can learn how to give feedback. You can learn how to have hard conversations. You can learn how to align a team around a goal. It takes work – but it’s doable.
The real question isn’t can you lead? It’s do you want to?
