Even if we’d never say them out loud, we all have unconscious assumptions that sometimes get us into trouble. Here are some common ones that C-style managers sometimes make.

• If I make a mistake, I’ll lose my credibility
• If people haven’t received negative feedback, they will assume they’re doing a good job
• We need all of the information before we make a big decision
• It’s undignified to show intense or tender emotions at work
• Time spent relationship building is largely frivolous
• My judgement is completely objective and unbiased because I use logic
• Emotions have no place in decision making
• There’s one best way of doing things
• If my feedback is objective and fair, I don’t need to cater to people’s feelings
• I need to consider all of the variables before I decide
• You should keep emotions to yourself
• If I make a bad decision for the group, it will never be forgotten
• I’ve thought this through and there’s no better way to see it

• We get bogged down in over-analysis
• There’s a lack of shared excitement for our work
• We don’t feel like our hard work is appreciated
• We miss opportunities because we’re too cautious
• Our processes are too rigid
• We don’t feel connected to our teammates