Podsters, today we’re talking about the perils of being "overly agreeable" (a.k.a. people-pleasing) in leadership. We've all been there, right? That moment when you nod along in a meeting, even when your gut is screaming, "Seriously?!" It’s called being "overly agreeable" (a nicer way to say people-pleasing), and while it sounds harmless, it’s about as useful as a screen door on a submarine when it comes to stepping up as a leader. And this applies to everyone Podsters, whether you're running the show, climbing the ladder, or running your own business; bending over backward to keep everyone happy can cause more chaos than it cures. Spoiler alert: it's not your job to be everyone's emotional support person. So, what's a recovering people-pleaser to do? Here are three ways to kick the overly agreeable habit to the curb: Keep It Real: Be Authentically You, Even When It’s Uncomfortable Know who you are and the kind of leader you want to be—then stick to it like glitter on a craft project. Someone on your team sending late-night emails like they're auditioning for a role in "Burnout: The Musical"? That doesn't mean you need to chime in at 2 AM. You get to set the tone for your team and you don’t have to let someone else's chaos become your status quo. Business Isn't Personal (Unless We're Talking Coffee Choices) Of course, you want a happy team - we all do! So let’s make sure you don’t let your quest for workplace harmony turn into a free pass for bad behavior. One of my clients made the mistake of being overly agreeable with a drama-inducing employee, which basically made the workplace a soap opera. The result? Delays, disarray, and a whole lot of "Why does this keep happening?" IT IS YOUR JOB to address the bad behavior, set clear expectations and then hold people accountable. Rip the Band-Aid Off: Address Issues Before They Get Weird Yes, those tough conversations are about as fun as a root canal, but avoiding them is like letting a leak drip until you're knee-deep in water. One of my clients learned this the hard way by avoiding a tricky employee. She was worried that calling out the behavior wouldn’t seem "respectful." The result? She lost credibility and contributed to the chaos on her team. Respect isn't about making everyone feel warm and fuzzy—sometimes it's about having the confidence to say, "This isn't working, and we need to fix it." At the end of the day, leadership isn't about making everyone like you. It’s about creating a space where the work, and your team can thrive! Private 1:1 Application: One-on-One Success Accelerator https://docs.google.com/forms/d/e/1FAIpQLSe_oMwAZ8y-bMZG_1LAlrynLEQqKulJH1gS4bokSJO2rNooJQ/viewform Connect with⁠⁠⁠ Nancy on Instagram @‌nancy_medoff⁠ https://www.instagram.com/nancy_medoff/ Connect with Nancy on LinkedIn https://www.linkedin.com/in/nancymedoff/ Manage Your Emotions and Elevate Your Brand When the Stakes are High with Bill Benjamin EP74 https://podcasters.spotify.com/pod/show/nancy-medoff/episodes/Manage-Your-Emotions-and-Elevate-Your-Brand-When-the-Stakes-are-High-with-Bill-Benjamin-EP74-e2b8ffb