I want to take the word ‘POWER’ back.

I want to take my power back. People often flinch when I use that word—like it’s too much, too aggressive, too loaded. Maybe you feel that. Maybe you don’t. But if you’re serious about better leadership, we need to talk about it. This isn’t about being loud or dominant. It’s about being aligned and dare I use that overused word, ‘authentic’.

It’s about knowing what matters and making decisions that reflect it. It’s about recognizing when you’re shrinking, overcompensating, or checking out—and why. And it’s about learning to lead without stress being the cost of entry. If that hits, read on.

What Causes Leaders to Disconnect?

So what disrupts that compass, the inner knowing, the power? What causes a capable, talented leader to sit on insight, withhold a question, or nod in agreement while something essential inside them stays unspoken?

It’s the disconnect.

The moment your words diverge from your values.

The instant you feel something and say nothing.

The habit of editing your instincts to keep the peace, avoid the risk, or maintain your image.

These are the micro-moments where power leaks. Not because someone took it—but because you abandoned yourself to stay safe. It happens all the time. That doesn’t mean it’s normal, it means it’s common. And the cost is everything you DON’T want to happen in your organization.

How Your Inner Critics Silence Your Leadership

What drives this? Often, it’s a saboteur, a voice inside your head telling you to be on high alert. It could show up as timidity or overdrive and everywhere in between. Perfectionism, people-pleasing, control, avoidance, urgency, over-functioning. Sometimes it says, “Don’t rock the boat.” Other times, “Fix it now,” “Take over,” or “Prove your worth.”

These voices show up in social situations like they’re protecting you— They’ll do anything to avoid embarrassment, conflict, rejection. All in the name of your safety. They sound helpful. Strategic. Even noble. But they’re fueled by fear and they cause ALL of your stress. What if I told you that you could live a stress free life? Your saboteurs would tell me I am full of shit. I still invite you to test the idea with me. They rush, hide, perform, dominate—all to avoid discomfort. And every time they lead, your inner compass gets quieter.

But whose timeline are you on if not your own?

We follow orders. That’s not inherently wrong. Every system requires coordination. But when following becomes a pattern of self-silencing—when it starts to override your sense of what’s right or needed—you’re no longer collaborating. You’re complying. That’s the difference between contribution and disappearance.

The Cost of Shrinking to Fit In

And it doesn’t just affect you. This kind of disconnection breeds the very dysfunctions leaders say they want to fix—low trust, artificial harmony, unclear accountability. When leaders don’t speak from their values, it signals to everyone else that truth is negotiable. That safety is conditional. That voice is earned, not given.

Signs You’re Leaking Power

Start by noticing the moment you shrink. The quiet agreement when something feels ‘off’.

Examples of something feeling ‘off’:

• You jump in to fix a problem mid-sentence, and later realize no one asked you to.

• You take over a task “just to make sure it gets done right,” but resentment simmers.

• You feel rushed, urgent, like everything is on fire—even when it’s not.

• You dominate the conversation and leave wondering why no one engaged.

• You give advice instead of asking questions—and walk away disconnected.

• You feel frustrated they didn’t meet your high standard, but you never told them what it was.

• You leave a presentation where you “crushed it,” but you feel empty, unfulfilled.

• You say yes to leading again, even though you’re exhausted—because you don’t trust anyone else to handle it.

These aren’t just symptoms of overwork. They’re signs your saboteur has the wheel.

Power leaks look like this:

• Hesitation when your insight is clear
• Laughing to soften truth
• Nodding when you disagree
• Staying silent to avoid tension
• Over-explaining to seek approval
• Editing your voice to sound “reasonable”
• Offering help instead of setting a boundary
• Withholding feedback to protect their feelings
• Avoiding the hard conversation—again
• Dismissing your instincts as “too much”

Do these patterns sound familiar? Of course they do – it’s why I have a job. I can’t stress how quickly (once named within an organization) the patterns can shift into a more collaborative way.

Two Questions for Reclaiming Power

In those moments, ask yourself:

What am I trying to protect right now—and is it worth the cost?

If I trusted my voice in this moment, what would I say or do differently?

These aren’t abstract questions. They’re lifelines back to alignment.

A Personal Example: My Values vs. My Saboteurs

For me, I am aligned when I feel vitality within me and the organization and when I can be innovative, which takes a lot of trust and creativity with my team. Vitality isn’t just energy—it’s my inner fire to stay alive in the moment, to bring full presence to the table, especially when the stakes are high. Innovation drives me to disrupt, to challenge stale assumptions, to leave any room clearer and happier than I found it.

But here’s the rub: my saboteurs don’t care about my values. My Controller says, “Don’t let them fumble. Take over.” My Hyper-Achiever whispers, “Be impressive. Win fast.” That’s when I know I’m about to disconnect. When vitality becomes drive without presence. When innovation turns into chaos masked as brilliance.

So I slow down. I name the saboteur. Sometimes out loud. “This is my Controller speaking.” That alone disrupts the trance. Then I breathe into my values. Vitality says, “Be here.” Innovation says, “There’s another way.” Only then do I speak—not to perform, but to shift the room.

What It Looks Like for Others

I’ve seen how different saboteurs hijack others, too.

One colleague—sharp, loyal, deeply kind—runs a strong Pleaser pattern. In meetings, he hesitates to share disagreement until it’s too late. Afterwards, he’ll circle back privately and say, “I had a hunch that wouldn’t work.” His power leaks not in content, but in timing. His values? Courage and Contribution. She gained tool articulate—trusting that disagreement isn’t disloyalty, it’s integrity.

Another team member carried the Victim saboteur. Brilliant mind, but when things went sideways, his energy turned to resignation. “Why does this always happen to me?” he’d say. In truth, his values were Responsibility and Impact. But they were trapped under stories of powerlessness. The shift came when he began saying, “Here’s what I see. Here’s what I propose.” Not waiting to be rescued. Not blaming. Just creating.

And then there’s James, my favorite introvert. Quiet, methodical, not a disruptor like me. But when our team hit a crossroads on a major decision, it was James who said, “We’re missing something. I think we’ve been solving the wrong problem.” He didn’t say it loudly. But he said it clearly. And it changed everything. That was James’s power—stillness, insight, timing. He trusted it. He used it.

Why Alignment Matters

Because without alignment, you’re just performing. There’s no heart.
You’re checking boxes, meeting expectations, chasing outcomes—while something essential in you fades.

Alignment gives you:

– Clarity: Faster decisions. Less second-guessing.
– Trust: Others can feel when you mean it. They follow you.
– Resilience: Less burnout. More bounce back.
– Consistency: Fewer swings between overdrive and shutdown.
– Presence: You actually show up, not just go through motions.
– Influence: People hear you differently when you’re clear inside.

Humans need alignment because it’s the only place we stop pretending. And when we stop pretending, we start leading. We create environments where people speak truth, own choices, and act with purpose. That’s what alignment unlocks.

The Real ROI of Leading with Alignment

…and when we start leading, things change.

Not just how it feels—but what it delivers.

Alignment creates traction:

– Decisions get made faster because you’re not managing politics or second-guessing.
– Teams execute better because direction is clear and values are shared.
– Meetings are shorter because people speak up earlier and more honestly.
– Engagement goes up because people feel seen and know their work matters.
– Retention improves because culture isn’t just talked about—it’s lived.
– Revenue grows because clarity reduces friction and builds momentum.

That’s not fluff. That’s ROI.
Alignment isn’t idealism. It’s how things get done—on purpose, with less waste.

Because when you’re aligned, you don’t just go faster.
You go in the right direction.

And that’s the kind of power that lasts.

Do you want this for your organization?

Less drama. More traction. Clearer voices. Aligned leadership. Real results.

Sign up for a call with me.
I believe in this work.
I know what is possible for your team.

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Want to see what this looks like in real life? Read how David Sloan applied this kind of leadership in action: From Frame to Finish: David Sloan’s Leadership Blueprint

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Want to go further?

Explore tools, conversations, and insights that will rock your leadership from the inside out.

Start with Brené Brown’s podcast series—a powerhouse resource on courage, connection, and leading with heart.

Kate Galt Primal Leadership Business Coaching

Kate Galt coaches and challenges leaders at all levels— from entrepreneurs to seasoned executives— to sharpen their vision, articulate key messages so they connect and inspire, and make decisive, strategic moves that drive real business growth. Based in Boulder, Colorado, she works with individuals and teams to strengthen leadership, improve team dynamics, and achieve measurable results.

Her coaching is rooted in Primal Leadership—because the strongest leaders move with instinct, command presence without force, and create unshakable trust through raw, real connection.

Like any driven person, Kate is always figuring out how to do it all—running a business, raising two kids with her equally involved husband, and still making time for the adventure that brought her to Colorado in 1998. Whether it’s snowboarding, mountain biking, or chasing an ultimate frisbee, she knows the best leadership isn’t just learned—it’s lived.

The bottom line? Kate makes good leaders great.

Curious about what makes her coaching style so impactful? Book a call and experience it for yourself at CoachTheLeaders.com.