Social media has become a playground for empty motivational bullshit. Every day, it's the same recycled clichés and reverse-philosophy nonsense that sounds profound but leads to absolutely nothing. Here's a wake-up call: the majority of you don't even understand your responsibilities at work, let alone what it takes to lead effectively or run a business. It's time to cut the crap and face reality.
You are not as skilled or knowledgeable as you think
Here's the harsh truth: your understanding has limits. Your skills, knowledge, and experience? They have limits too. And that's fine — but pretending otherwise is a waste of everyone's time and energy. The Dunning-Kruger effect, where people overestimate their abilities and downplay their ignorance, is a very real phenomenon. And, yes, it applies to you too.
Accepting that your abilities are finite doesn't make you weak; it makes you self-aware. Business would be so much simpler, more effective, and more honest if more people owned up to their limitations. Instead of inflating your ego and pretending you're the next revolutionary leader, focus on what you actually know and can contribute.
Leadership is an attitude, not a title
Leadership can't be learned in a course or a book. Sure, those things might give you frameworks, but leadership is an attitude. It's the ability to observe, anticipate, and navigate complex dynamics. It's not about shouting orders or trying to "inspire" people with overused catchphrases. It's about showing up with a clear vision, the courage to make tough decisions, and the wisdom to understand when to step back.
True leadership is psychology to the 10th degree.
True leaders aren't obsessed with titles or tenure. They don't aim to sit in a CEO chair for 20 years. Their goal is to build something valuable, stabilize it, and then move on. Leaders create structures and frameworks that allow others to thrive long after they're gone. They're architects, not permanent caretakers.
In essence, it always comes down to people, and that remains the most complex part of any organization. Understanding human behavior, balancing egos, and guiding teams through uncertainty are what separate leaders from the rest.
The misunderstood role of managers
Once the structure is in place, the leader's role shifts. What the organization needs then isn't more leadership — it's better management. Managers keep the systems running, ensure processes are followed, and maintain the stability that leadership created.
And let's be clear: managing is not a second-rate job. In fact, it's arguably more difficult. Keeping a business stable, efficient, and profitable requires an entirely different set of skills than starting or reinventing it. The problem is, far too many people confuse the roles of leaders and managers.
So, here's the deal: if you're running a stable organization, don't waste time trying to "lead" your way into more chaos. Focus on managing what's already working.
When leadership is necessary
There are only two scenarios when leadership is truly critical:
Building something new
Leaders thrive in chaos, in environments where everything is uncertain, and they're creating something from nothing.Rebalancing what's broken
When a business loses its way, leaders step in to recalibrate, make tough decisions, and steer the ship back to stability.
This is where interim leaders shine. These individuals aren't here for the long haul; they're here to make the tough calls, take on blame, and do the dirty work no one else is willing to do — nor capable of doing. They're like the firefighters of the business world — there when needed, gone when the job is done.
And yes, interim leaders are often misunderstood, even hated. Their job is thankless because they're not interested in pleasing anyone — they're focused on results. They'll shake up the status quo, stir the pot, and upset people along the way, all in the name of restoring balance. Believe it or not, in the end, everyone will come out better for it.
The ego problem
Here's the real issue: most people can't let go of their egos. Executives, managers, and employees alike are so focused on protecting their image and avoiding blame that they forget their actual responsibilities. And when an interim leader shows up, they're seen as a threat instead of the solution they truly are.
The first pill to swallow is your pride. When you hire someone to fix your mess, let them do their job. They're not here to steal your role or stick around longer than necessary. Use them as the scapegoat if you must — they're prepared for that — but don't let your ego stop you from fixing what's broken.
Stop complaining and do your job
Finally, let's address this ridiculous trend of intertwining work and personal life. Your job is not your therapy session. Work and life are separate — keep them that way. When you show up to work, your responsibility is to be good at what you do, own your role, and contribute to the organization's success.
We don't need more people pretending to be leaders. We need people who are competent, self-aware, and accountable. Whether you're a leader, a manager, or a frontline employee, the message is the same: do your damn job.
Enough with the fluff, the excuses, and the ego-driven bullshit. Business isn't about looking good on social media. It's about getting results. Step up, or step aside.
— Wout
If you ever feel stuck in your life or career, know that clarity is always within reach. Sometimes, all it takes is a new perspective to unlock the next step forward. Don't hesitate to connect — whether it's for advice, a conversation, or simply to gain insight. Take care, and remember: the real answers often lie beneath the surface.
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