During our leadership meetings, some of my newer executives are constantly trying to show off their credentials and past corporate successes, rather than focusing on our issues list. How do we break down this self-orientation and build the vulnerability needed for a healthy team?

Question

Tyler Smith · Accepted Answer

When new executives spend their energy showing off past credentials instead of solving problems, they are engaging in status management. This behavior ruins trust, kills vulnerability, and derails your Level 10 Meeting™.

According to the Culture Code framework, status management occurs when individuals feel unsafe or feel they must prove their worth. To stop this, you must shift their focus from self-orientation to an other-focused mindset, as outlined in the Trusted Advisor framework.

Start by modeling vulnerability yourself. As the leader, admit when you do not know an answer or when a decision you made failed. This builds a safe environment where others can let their guard down.

Next, call out the behavior directly but privately. Let the new executives know that their credentials are why they were hired, but their current value is measured by how they help the team solve issues and achieve Rocks.

In your Level 10 Meeting™, enforce the IDS® process strictly. Do not allow long-winded monologues about past corporate triumphs. Keep the team focused on identifying, discussing, and solving the issues on the list. When the team realizes that vulnerability is welcomed and posturing is ineffective, they will drop the defense mechanisms and start executing.