Managers Vs Leader

Leadership Lab with Simon Sinek – Key Takeaways Introduction: Sophia Chuhofska, VP of People Strategy, welcomes attendees to the first Leadership Lab and introduces guest speaker Simon Sinek alongside Tao Rabiu, VP of Engineering. Tao will interview Simon, incorporating personal experiences and opening the floor for Q&A.

Leadership vs. Management:

Tao shares an early career realization that leadership is more than just being nice—it requires study. Simon emphasizes that leadership is not about rank but responsibility. People don’t want to be managed; they want to be led. Management involves handling processes, while leadership is about fostering growth in people. Leadership as a Skill:

Leadership, like any other discipline, must be learned and practiced. Many professionals are trained for their jobs but receive little leadership training when promoted. Great leaders continuously study leadership through books, discussions, and reflection. Psychological Safety & Trust:

People thrive in environments where they feel safe to admit mistakes, ask for help, and share concerns without fear of retribution. Being “nice” isn’t enough—constructive feedback is essential for growth. Leaders must lead by example, demonstrating vulnerability by admitting mistakes and seeking help when needed. Building Psychological Safety:

Trust isn’t instant; it develops over time through consistent actions. Leaders set the tone—if they are defensive, dismissive, or authoritarian, they discourage openness. Encouraging feedback and open discussion helps create a culture of trust and accountability. Key Leadership Example – Peter Dimaggio:

Tao recalls a great leader, Peter, who never directly answered questions but instead pushed employees to think for themselves. This approach developed self-reliance and critical thinking while maintaining a supportive environment. Extinguishing Psychological Safety:

Leaders destroy psychological safety by: Ignoring or punishing vulnerability (e.g., dismissing concerns or ridiculing mistakes). Fostering fear-based leadership, where employees hesitate to speak up. Being inconsistent or unpredictable, leading to distrust. Conclusion: The session underscores that leadership is a responsibility, not a title, and must be actively cultivated. Psychological safety and trust are crucial to fostering innovation and engagement in teams. Leaders must set the example by embracing continuous learning, vulnerability, and open dialogue.