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 S-style managers sometimes make.

• It’s my job to keep my team happy at all times
• I shouldn’t upset people
• It’s rude to be too assertive
• If there is uncertainty, inaction is the best course
• If people are sorry, there don’t need to be any other consequences
• Direct, critical feedback should only be a last resort
• It’s better to give people what they want than keep fighting
• Slow and steady is better than unpredictability
• I shouldn’t inconvenience other people
• My needs are less important than other people’s
• I shouldn’t push people to push themselves
• You should always give people the benefit of the doubt
• I need buy-in from everyone before I finalise a decision

• Problematic behavior doesn’t get called out
• We don’t get the resources we need from upper management
• There’s no sense of urgency
• We don’t get the feedback we need to grow
• There’s no support for big changes
• Decisions take way too long