The persistent myth about leadership: the louder you are, the more control you have. It’s the belief that yelling at your team or constantly pointing out what they’re doing wrong is the hallmark of authority. Shouting isn’t strength; it’s a lack of skill.

Now before I lose you, let me be clear: I’m not saying you can’t get frustrated, or that being assertive or showing seriousness is wrong. Those moments are important, and holding your team accountable is essential. But here’s the catch—you can’t hold your team accountable without also figuring out where you need to step up as a leader.

Reevaluate: Were your instructions given clearly? Are your SOPs in order? Is the vision for the team clear? Do you have the right people in the right seats?

These questions ultimately land on you as the leader, as the CEO. Leadership isn’t just about holding others accountable; it’s about identifying issues, understanding their root causes, reinforcing your employee’s value, and guiding them to avoid future mistakes. If they don’t walk away feeling motivated to self-reflect and turn the conversation into a learning opportunity, then either they’re not the right fit, or you haven’t done your job.

The truth is, anyone can bark orders or criticize when things go south. That doesn’t make you strong; it makes you a liability. Leadership isn’t about how loud you can be—it’s about how effective you are at getting results. And nothing drives results like a team that’s motivated, confident, and supported.

I learned this the hard way. My first real lessons in leadership came during my early jobs, including a stint in the service industry and later in financial services. At Tim Hortons, my manager seemed to believe that authority was best established through criticism. The team rarely heard positive feedback—mistakes were called out quickly, but successes were met with silence. It created an environment where showing up felt like surviving.

Fast forward to one of my first roles in the financial services industry, things didn’t feel much different. I consistently exceeded my performance targets, but my manager fixated on what she perceived as shortcomings—critiquing everything from my wardrobe (you can’t make this up) to the number of bathroom breaks I took. Want to know the fastest way to demotivate someone? Focus on the rare moments they show up a couple of minutes late while completely ignoring where the results speak for themselves.

At the time, I thought this was just how leadership worked—that leaders had to be “tough” to keep things moving. But looking back, it’s clear that wasn’t toughness; it was ineffective leadership. If you’re in this position and your manager believes leadership means yelling, giving the cold shoulder, or constantly pointing out faults, it might be time to consider your options and start planning your exit strategy. You will never thrive in this environment. Criticism without direction or support doesn’t inspire people—it disengages them. That kind of management doesn’t drive results; it drives turnover.

Shouting, criticizing, and nitpicking aren’t leadership strategies. They’re shortcuts. They’re what people do when they lack the skills to develop their team, drive performance, and lead by example. Building people up is harder than tearing them down—and that's not ‘fluff’, it's what separates real leaders from a wannabe operating with an ego. 

Throughout my career, I’ve seen how weak leadership stifles growth—not just for individuals but for entire teams. People don’t leave companies because they can’t handle the work. They leave because their leaders fail to give them the tools and environment to succeed.

Leadership is about building—not just businesses but people—by creating an environment where your team is motivated to win because their success matters. True leaders don’t yell, belittle, or break people down; they inspire and cultivate an atmosphere where success feels inevitable, not because it’s demanded, but because it’s ingrained in the team’s culture. If you think yelling makes you powerful, it doesn’t—it makes you replaceable. Real power lies in creating, not controlling. Stop shouting and start learning, because anything less isn’t leadership—it’s just noise.