Silence isn’t neutral — for most employees, it quickly turns into “something must be wrong.”

I came across Irina Stanescu’s insights on why people start doubting themselves at work, and it’s a powerful checklist for any manager.

Managers often think they’re helping when they jump in to fix things or constantly “course-correct”. But in reality:

• Micromanaging chips away at trust.
• Silence leaves space the mind quickly fills with doubt.
• Stepping in too quickly blocks learning.
• Moving the goalposts kills momentum.

Leadership isn’t just about delivering results — it’s about creating the psychological safety that makes those results possible.

Which one of these do you find the hardest to avoid?

I’d love to hear what you think about this. Drop a comment on the related LinkedIn post or reach out directly.