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Most senior leaders dismiss self-compassion as softness. The research suggests they’re wrong, and that the inner critic they’ve relied on most may be making honest self-assessment harder, not easier.
There’s a kind of exhaustion that doesn’t show up in performance reviews. The leader is still delivering. From the inside, something is running out.
Most leaders who receive the same feedback across multiple review cycles aren’t lacking awareness or intention. They’re trying to change the output without reaching what’s driving it.
The promotion happened. The title is real. But the internal sense of yourself as a leader is still running an older script. Here is what is actually happening.
Many senior leaders in Asia are told they lack executive presence. The problem is often the standard they are being measured against, not the leader. A look at what presence actually demands.
What actually changes in executive coaching is not technique or knowledge. It is the internal pattern shaping how a leader reads a room, decides what something means, and chooses how to respond.
If you’re highly capable but a single piece of feedback can still knock you sideways, the issue isn’t competence. It’s the relationship between your sense of self and your results, and that’s something that can change.
Effective leadership in Singapore requires more than authority or technical expertise. It demands clear communication, sound judgment under pressure, and the ability to navigate cultural complexity. What those capabilities actually look like in practice.
Leadership storytelling is not a communication technique. It is a way of shaping meaning, building trust, and helping people make sense of change. Four truths that determine whether a story actually lands.
When feedback is not landing, the instinct is to improve how it is delivered. But resistance is usually less about the message and more about whether the environment feels safe enough to receive it.
