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Leading Greats #153
Conscious Leadership. Conscious Culture. Part 1:
Ronnie Kinsey, MBA
February 24, 2026
Welcome to Leading Greats, my Tuesday weekly newsletter.
Here I offer actionable leadership, business, and personal development insights and tools from my decades of experience as a learner, leader, and high-performance coach.
It’s been a priceless accumulation. I am pleased to share this with you.
Most workplace culture problems are leadership blind spots.
Not incompetence.
Not bad intent.
Blind spots.
I have sat in executive rooms where everyone agreed publicly and disagreed privately.
The strategy was sound.
The silence was expensive.
No one felt safe challenging the CEO’s early opinion.
So they waited.
Performance drifted.
The leader thought alignment meant progress.
It meant compliance.
Conscious leadership begins when you study your own impact, not just your outcomes.
Do people bring you bad news early?
Or only when it is too late to repair?
That single pattern tells you more about your culture than any engagement survey.
I worked with a founder who prided himself on high standards.
He also corrected people mid-sentence.
He believed he was sharpening thinking.
The team experienced it as exposure.
Over time, fewer ideas surfaced.
Not because the team lacked creativity.
Because the risk felt personal.
Your tone trains courage.
Your timing trains confidence.
Your reactions train transparency.
Culture becomes cautious long before it becomes dysfunctional.
Here is the uncomfortable truth.
If you are the most powerful voice in the room, you are also the loudest emotional signal.
People calibrate around you.
If your frustration leaks, candor shrinks.
If your composure holds under strain, trust compounds.
Conscious culture is not about being agreeable.
It is about being predictable in standards and measured in response.
You can demand excellence.
You can insist on ownership.
You can move fast.
But if people feel smaller in your presence, you are eroding capacity while chasing output.
The strongest leaders I know audit one thing relentlessly.
“What is it like to work for me when something goes wrong?”
Not when everything is winning.
When something breaks.
Because culture is revealed in strain.
If mistakes become lessons, growth accelerates.
If mistakes become humiliation, performance narrows.
This is pattern recognition.
Conscious leadership requires disciplined self-observation.
Not once a year.
In the moment.
If you want a conscious culture, start here.
What are you teaching people through your reactions this week?
I am spending intensive time with some of the brightest minds in Conscious Leadership this week. This issue, Part 1 is written before we gather.
Our next issue, Part 2 - Leading Greats #154, will reflect on what we covered during that time.
See you here next week!
Thanks for reading!
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