The question I would like to open today is the one that deals with judgement and what lies behind it. How can we, as leaders and individuals, transform it into something more constructive?
Judgment often has roots in unmet needs and insecurities and when we judge others, we may unconsciously project our own fears. On the other hand, judgment can serve as a shield, protecting us from vulnerability or self-examination.
When we see only one side of a situation, the one that irritates or frustrates us, we lose the opportunity to understand the big picture. In leadership, this view can harm relationships, prevent growth and create a culture of criticism rather than collaboration.
To deal with this, we need to widen our horizons. Here are three steps to practice:
- Practice acceptance – Accepting doesn’t mean tolerating bad behavior. It means acknowledging the reality of people and situations. Resistance to what’s outside our control only creates tension. Acceptance, on the other hand, fosters peace and clarity, allowing us to focus on what we can influence.
- See both sides – Ask yourself, what do I not see here? Consider the context behind someone’s actions. What pressures, fears or intentions cause their behavior? Understanding opens the door to compassion.
- Choose constructive criticism – Efficient feedback is essential for growth. Replace “You’re not good at this” with “I see potential here, and here’s how we can develop it.”
As leaders, how we see and treat others sets the tone for teams and communities. Understanding and constructive feedback create a foundation for growth. Leadership isn’t about perfection – it’s about connection. And connection starts with seeing strengths and struggles of others without judging.
So, before judging – pause, reflect on what’s driving that reaction and shift focus from critique to curiosity. That will not only transform your relationships with others but also improve your own growth as a leader.
