The perspective gap.

Reader,

The difference between being the decision-maker and a decision-maker is big. Bigger than I thought.

After years of being an entrepreneur and CEO, I joined a team where I had no formal leadership role or authority.

And what I learned completely reshaped my view of leadership.

This email is about those discoveries and the perspective gap that changed my mind.

The CEO’s perspective.

Let’s take a familiar scenario: The company is going through a major restructuring, and the stakes are high. The CEO needs the team to level up in a big way.

But a team member pushes back with (explicitly or implicitly):

How might a CEO interpret that?

• You’re not willing to work hard
• You’re not the right person for this role
• We’ve been too soft—now I need to challenge you
• You’re overwhelmed because you’re not working efficiently

How a CEO interprets that pushback depends on the mindset they believe is behind it.

Are you unwilling? Uncommitted? Ineffective? Burned out? Something else?

And once these questions are in play, the CEO might:

• Double down on explaining why change is critical
• Coach on how to manage time better
• Start making contingency plans in case this person just isn't the right fit

The rising leader’s perspective.

Rising leaders don’t usually connect statements like “We’re doing too much” to a lack of commitment. In fact, most feel fully committed and worried about the workload at the same time.

So how might a rising leader interpret a CEO’s push for restructuring and increased demand?

• I’m not sure you understand what it takes to deliver this
• It seems like you’re saying yes to everything
• Doing more could compromise what we're delivering to our current customers
• There’s no clear plan for doing more well

As a result, they might:

• Try to slow things down to get clearer
• Dive into the details to help their CEO understand what’s involved
• Worry about how they’re being perceived and over-communicate to prove their commitment

Your role changes your perspective.

In both roles, CEO and team member, I noticed something that surprised me:

I was missing a perspective. There was something I couldn't see because of the role I was in.

Why?

Because our roles inform what we think about, care about, see, and value. They impact what we're trying to accomplish and why. They influence what we know .

Have you ever felt certain someone's missing something important? And you don’t know how to help them see it.

The insight that changed everything.

Here’s the perspective that transformed my approach to leadership:

Yes, you can develop yourself and expand your ability to see from different vantage points.
And, you'll never be able to see absolutely everything.

That's what makes teams so magical!

We are choosing to work with others. We are elevated by others, and so is our work. And what we accomplish is far beyond what we could do alone.

Is it a growth issue?

Assuming someone else's perspective will surely change if they just grow more is a mistake.

Thinking our own view is right, better, more valuable is where resistance begins.

Every perspective has merit. It's information you need to be the best leader you can be.

The gift.

By embracing, instead of ignoring or dismissing, the "other" perspective:

• You'll become a better leader
• You'll have access to information you need
• You'll have a better strategy and find a better path
• And you'll experience the thrill of winning together

And isn't this what you're here to do?

So what’s more important?

Helping to change someone else’s perspective?
Or expanding your own to understand theirs?

Honestly, I think it’s both.

Perspective changes everything.

What perspectives at play in your organization are creating resistance, confusion, or conflict?

Send me a note if you want to share what you’re seeing or just want someone to reflect with.

Enjoy,
Sara

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