{"id":10165,"date":"2025-04-25T16:36:14","date_gmt":"2025-04-25T15:36:14","guid":{"rendered":"https:\/\/salomons.coach\/?p=10165"},"modified":"2026-04-27T21:17:21","modified_gmt":"2026-04-27T20:17:21","slug":"are-you-really-the-boss-or-do-you-make-others-better","status":"publish","type":"post","link":"https:\/\/salomons.coach\/en\/are-you-really-the-boss-or-do-you-make-others-better\/","title":{"rendered":"Are You Really the Boss \u2013 or Do You Make Others Better?"},"content":{"rendered":"\n<p>What Leaders Can Learn from Sabina Nawaz\u2019s <em>You\u2019re the Boss<\/em><\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"alignleft size-full is-resized\"><img fetchpriority=\"high\" decoding=\"async\" width=\"474\" height=\"715\" src=\"https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/You-re-the-boss-book-front.webp\" alt=\"\" class=\"wp-image-10184\" style=\"width:141px;height:auto\" srcset=\"https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/You-re-the-boss-book-front.webp 474w, https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/You-re-the-boss-book-front-199x300.webp 199w\" sizes=\"(max-width: 474px) 100vw, 474px\" \/><\/figure>\n<\/div>\n\n\n<p>Being the boss\u2026 leadership isn\u2019t about power; it\u2019s about influence. Discover what Sabina Nawaz\u2019s <em>You\u2019re the Boss<\/em> teaches leaders about clarity, feedback, and trust.<\/p>\n\n\n\n<p>In this article, I\u2019ll share not only the lessons I took directly from the book, but also reflections from a leadership training I facilitated with an executive team\u2014using some of these key insights in practice.<\/p>\n\n\n\n<p>And finally, a brief reflection on what this means for leading in a VUCA world\u2014another topic I often write about and design workshops and team events around.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Leadership<\/h2>\n\n\n\n<p>A word that evokes direction, decisiveness, and results.<\/p>\n\n\n\n<p>Yet in my conversations with executive and management teams, I just as often hear doubt:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cWhy doesn\u2019t my team seem to move?\u201d <br>\u201cI keep explaining what I expect.\u201d <br>\u201cThey want autonomy\u2014but then things go wrong&#8230;\u201d <\/p>\n<\/blockquote>\n\n\n\n<p>These questions touch on an insight that Sabina Nawaz articulates sharply in <em>You\u2019re the Boss<\/em>:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p><strong>Leaders often overestimate their clarity and underestimate their influence.<\/strong><\/p>\n<\/blockquote>\n\n\n\n<p>The book isn\u2019t a manual\u2014it\u2019s a mirror.<br>It invites leaders to rethink what it truly means to be \u201cthe boss\u201d: not the one with the most authority, but the one most responsible for others\u2019 growth.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>From expert to leader<\/strong><\/h2>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"alignleft size-full\"><img decoding=\"async\" width=\"300\" height=\"225\" src=\"https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/from-expert-to-leader.jpg\" alt=\"\" class=\"wp-image-10177\" \/><\/figure>\n<\/div>\n\n\n<p>Most leaders are promoted because they excelled in their craft.<br>They delivered results, solved problems, knew the details.<br>But once they start leading, the focus shifts:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Success is no longer about <em>your<\/em> performance, but about enabling <em>others\u2019<\/em> performance.<\/li>\n\n\n\n<li>Control gives way to trust.<\/li>\n\n\n\n<li>The question becomes: <strong>How good do others become because of you?<\/strong><\/li>\n<\/ul>\n\n\n\n<p>Sabina Nawaz calls this the transition from <em>doing<\/em> to <em>enabling<\/em>.<br>And that\u2019s where many struggle. Leaders who built their identity on expertise often feel exposed in the world of human behavior and collaboration.<br>Letting go of your \u201cexpert status\u201d isn\u2019t easy. Building leadership expertise requires continuous learning and the ability to think and act situationally.<\/p>\n\n\n\n<p>Ask an expert what they think of leadership\u2014and you\u2019ll often glimpse the self-image of a beginning manager.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>The Myth of Clarity<\/strong><\/h2>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"alignleft size-full is-resized\"><img decoding=\"async\" width=\"954\" height=\"535\" src=\"https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/leadership-clarity-communication.jpg\" alt=\"\" class=\"wp-image-10176\" style=\"width:316px;height:auto\" srcset=\"https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/leadership-clarity-communication.jpg 954w, https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/leadership-clarity-communication-300x168.jpg 300w, https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/leadership-clarity-communication-768x431.jpg 768w, https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/leadership-clarity-communication-600x336.jpg 600w\" sizes=\"(max-width: 954px) 100vw, 954px\" \/><\/figure>\n<\/div>\n\n\n<p>Leaders communicate constantly, but being <em>truly clear<\/em> is hard.<br>They believe their message is understood, while employees hear assumptions and corporate language. Nawaz advises:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cSay it three times more often than you think necessary.\u201d<\/p>\n<\/blockquote>\n\n\n\n<p>Real clarity arises only when three elements come together:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Direction:<\/strong> Where are we going?<\/li>\n\n\n\n<li><strong>Reason:<\/strong> Why does it matter?<\/li>\n\n\n\n<li><strong>Role:<\/strong> What do I expect from you\u2014and what not?<\/li>\n<\/ol>\n\n\n\n<p>In leadership teams, I often see vague phrases like \u201cwe need to collaborate better\u201d leading to as many interpretations as there are people in the room.<br>Everyone nods\u2014but each means something different.<\/p>\n\n\n\n<p>Clarity <em>is<\/em> leadership in action:<br>Stating where we\u2019re headed, explaining why, and holding each other accountable for roles and responsibilities.<br>It still surprises me how often those roles remain unclear\u2014built on unspoken assumptions that no one ever checks.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Feedback: Discomfort as Growth Space<\/strong><\/h2>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"alignleft size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"930\" height=\"620\" src=\"https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/Why-Feedback-is-the-Key-to-Developing-Future-Leaders.webp\" alt=\"\" class=\"wp-image-10175\" style=\"width:334px;height:auto\" srcset=\"https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/Why-Feedback-is-the-Key-to-Developing-Future-Leaders.webp 930w, https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/Why-Feedback-is-the-Key-to-Developing-Future-Leaders-300x200.webp 300w, https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/Why-Feedback-is-the-Key-to-Developing-Future-Leaders-768x512.webp 768w, https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/Why-Feedback-is-the-Key-to-Developing-Future-Leaders-600x400.webp 600w\" sizes=\"(max-width: 930px) 100vw, 930px\" \/><\/figure>\n<\/div>\n\n\n<p>Many leaders avoid feedback because they want to maintain harmony.<br>But that avoidance breeds tension and uncertainty.<br>Nawaz distinguishes three types of feedback:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Appreciation<\/strong> \u2013 letting someone know they\u2019re seen.<\/li>\n\n\n\n<li><strong>Coaching<\/strong> \u2013 helping someone improve.<\/li>\n\n\n\n<li><strong>Evaluation<\/strong> \u2013 providing clarity on expectations.<\/li>\n<\/ol>\n\n\n\n<p>Strong leaders turn feedback into a continuous dialogue\u2014not once a year, but every week in small doses.<br>In my work I call this <em>feedback fitness<\/em>: how often does a team practice openness?<\/p>\n\n\n\n<p>Without feedback, everyone remains blind to their own blind spots.<br>Even simple questions like <em>\u201cWhat exactly do you mean by that?\u201d<\/em> are rarely asked.<br>We assume we understand\u2026 speaking of blind spots.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Authenticity: Humanity as Strength<\/h2>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"alignleft size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"768\" height=\"461\" src=\"https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/The-Power-of-Authentic-Leadership-768x461-1.jpg\" alt=\"\" class=\"wp-image-10174\" style=\"width:339px;height:auto\" srcset=\"https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/The-Power-of-Authentic-Leadership-768x461-1.jpg 768w, https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/The-Power-of-Authentic-Leadership-768x461-1-300x180.jpg 300w, https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/The-Power-of-Authentic-Leadership-768x461-1-600x360.jpg 600w\" sizes=\"(max-width: 768px) 100vw, 768px\" \/><\/figure>\n<\/div>\n\n\n<p>Leaders are always on stage.<br>Even silence or a glance is interpreted\u2014at the office or while traveling, even over dinner.<\/p>\n\n\n\n<p>Authentic leadership isn\u2019t saying everything you think; it\u2019s <strong>acting consistently with your values<\/strong>.<br>It\u2019s admitting mistakes. Showing emotion without losing composure.<br>It\u2019s words and actions aligned\u2014naturally, always.<\/p>\n\n\n\n<p>Authenticity is not weakness\u2014it\u2019s the foundation of trust.<br>It also means having the critical conversations that feel uncomfortable but are vital for collaboration based on shared values.<\/p>\n\n\n\n<p>Authenticity requires <strong>psychological safety<\/strong>: a culture where people dare to express what\u2019s needed\u2014or simply name what <em>is<\/em>.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Psychological Safety: The Oxygen of Collaboration<\/strong><\/h2>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"alignleft size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"474\" height=\"284\" src=\"https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/Psychological-Safety.webp\" alt=\"\" class=\"wp-image-10179\" style=\"width:338px;height:auto\" srcset=\"https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/Psychological-Safety.webp 474w, https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/Psychological-Safety-300x180.webp 300w\" sizes=\"(max-width: 474px) 100vw, 474px\" \/><\/figure>\n<\/div>\n\n\n<p>Teams perform best when they feel safe to speak, doubt, and discuss mistakes.<br>Without that safety, fear and passivity take over. Nawaz puts it perfectly:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cPsychological safety is the oxygen of leadership.\u201d<\/p>\n<\/blockquote>\n<\/blockquote>\n\n\n\n<p>Leaders create that oxygen by:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Listening with curiosity, not judgment.<\/li>\n\n\n\n<li>Welcoming different perspectives.<\/li>\n\n\n\n<li>Valuing constructive dissent.<\/li>\n<\/ul>\n\n\n\n<p>In executive teams, I often see that <em>the real conversations<\/em> are the ones not being held.<br>Not necessarily out of fear of \u201cthe boss,\u201d but fear of confrontation or losing face.<br>Real leaders create space for those dialogues\u2014because that\u2019s where growth and clarity emerge.<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"alignleft size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"600\" height=\"441\" src=\"https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/18-five-dysfuntions-lencioni-600x441-1.jpg\" alt=\"\" class=\"wp-image-10180\" style=\"width:338px;height:auto\" srcset=\"https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/18-five-dysfuntions-lencioni-600x441-1.jpg 600w, https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/18-five-dysfuntions-lencioni-600x441-1-300x221.jpg 300w\" sizes=\"(max-width: 600px) 100vw, 600px\" \/><\/figure>\n<\/div>\n\n\n<p>Patrick Lencioni, in <em>The Five Dysfunctions of a Team<\/em>, called this the foundation of high-performing teams: <strong>trust<\/strong>.<br>Only with trust can teams engage in <em>constructive conflict<\/em>\u2014openly disagreeing on ideas, decisions, or plans without personal attacks.<br>A discussion, or better yet a dialogue, focused on ideas and results\u2014not on ego or avoiding discomfort.<\/p>\n\n\n\n<p>If you want team members to really commit to a solution or decision, you have to ensure constructive conflicts are &#8216;normal&#8217;. And only then can and will they held each other accountable.<br><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Self-Care Is Leadership Care<\/strong><\/h2>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"alignleft size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"856\" height=\"794\" src=\"https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/self-leadership-1.png\" alt=\"\" class=\"wp-image-10173\" style=\"width:356px;height:auto\" srcset=\"https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/self-leadership-1.png 856w, https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/self-leadership-1-300x278.png 300w, https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/self-leadership-1-768x712.png 768w, https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/self-leadership-1-600x557.png 600w\" sizes=\"(max-width: 856px) 100vw, 856px\" \/><\/figure>\n<\/div>\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cYou can\u2019t pour from an empty cup.\u201d<\/p>\n<\/blockquote>\n\n\n\n<p>Leaders who are always \u201con\u201d lose perspective.<br>Leadership requires reflection, rest, and recovery.<br>Self-care isn\u2019t selfish\u2014it\u2019s professional.<\/p>\n\n\n\n<p>An exhausted leader can\u2019t radiate energy or confidence.<br>If you can\u2019t care for yourself, you can\u2019t care for others.<\/p>\n\n\n\n<p>Self-care is a <strong>leadership priority<\/strong>, because maintaining balance, acting from your values, and inspiring others to do the same\u2014this is the foundation of almost everything.<\/p>\n\n\n\n<p>Balance doesn\u2019t mean doing nothing. Standing still isn\u2019t balance\u2014it\u2019s fear disguised as calm.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Case Study: From Silos to Collective Leadership<\/h2>\n\n\n\n<p>A few months ago, I worked with the executive team of an international manufacturing site\u2014eight members, three countries. Smart, driven, experienced\u2026 and completely fragmented. <br>Their question:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cHow can we collaborate as one leadership team?\u201d<\/p>\n<\/blockquote>\n\n\n\n<p><strong>The Start \u2013 Surface Harmony<\/strong><br>At first, politeness ruled. Everyone nodded, no one went deep.<br>When I asked, \u201cWhat does collaboration mean for you?\u201d I got eight different answers.<br>The myth of clarity\u2014at its best.<\/p>\n\n\n\n<p><strong>The Intervention \u2013 \u2018The Effect of My Leadership\u2019<\/strong><br>Inspired by Nawaz, I asked each leader to reflect:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>When does my team thrive, and what am I doing then?<\/li>\n\n\n\n<li>When does my team get stuck, and how do I contribute to that?<\/li>\n<\/ul>\n\n\n\n<p>We posted their anonymous answers on the wall.<br>Slowly, patterns emerged:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>We avoid difficult conversations.<\/li>\n\n\n\n<li>We think we\u2019re listening but just wait to speak.<\/li>\n\n\n\n<li>We hold on to control.<\/li>\n\n\n\n<li>We talk about change but rarely change ourselves.<\/li>\n<\/ul>\n\n\n\n<p>The recognition was both confronting and liberating.<\/p>\n\n\n\n<p><strong>The Breakthrough \u2013 Feedback as a Team Competence<\/strong><br>In pairs, they practiced giving <em>real<\/em> feedback.<br>One director said:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cI value your expertise deeply, but you often interrupt others. It makes them disengage.\u201d<\/p>\n<\/blockquote>\n\n\n\n<p>The other replied:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cThank you. That\u2019s the first time someone\u2019s told me that so honestly.\u201d<\/p>\n<\/blockquote>\n\n\n\n<p>The energy in the room shifted.<br>They formulated one shared agreement:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cWe hold each other accountable out of care, not frustration.\u201d<\/p>\n<\/blockquote>\n\n\n\n<p><strong>The Lesson<\/strong><br>Leadership starts with self-awareness.<\/p>\n\n\n\n<p>As long as your own behavior stays undiscussed, nothing changes.<br>As long as feedback feels like criticism, trust remains fragile.<br>As long as collaboration is confused with harmony, it stays superficial.<\/p>\n\n\n\n<p>This team discovered that their real power wasn\u2019t in steering\u2014but in creating space.<br>Their authority grew when they learned to listen.<br>The ripple effect on their teams\u2014and on their own cooperation\u2014was remarkable.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Relevance in a VUCA World<\/strong><\/h2>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"alignleft size-large is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"576\" src=\"https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/VUCA-4-quadrsants-definition-1024x576.jpg\" alt=\"\" class=\"wp-image-10172\" style=\"width:386px;height:auto\" srcset=\"https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/VUCA-4-quadrsants-definition-1024x576.jpg 1024w, https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/VUCA-4-quadrsants-definition-300x169.jpg 300w, https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/VUCA-4-quadrsants-definition-768x432.jpg 768w, https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/VUCA-4-quadrsants-definition-600x338.jpg 600w, https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/VUCA-4-quadrsants-definition.jpg 1280w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n<\/div>\n\n\n<p>In a world of <strong>Volatility, Uncertainty, Complexity, and Ambiguity<\/strong>, this form of leadership is essential.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Volatility<\/strong> demands calm and stability.<\/li>\n\n\n\n<li><strong>Uncertainty<\/strong> demands transparency.<\/li>\n\n\n\n<li><strong>Complexity<\/strong> demands collective intelligence.<\/li>\n\n\n\n<li><strong>Ambiguity<\/strong> demands reflection.<\/li>\n<\/ul>\n\n\n\n<p><em>You\u2019re the Boss<\/em> aligns perfectly with my own conviction: The future belongs to leaders who <strong>control less and connect more<\/strong>.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Five Lessons for Today\u2019s Leaders<\/h2>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Be the mirror, not the spotlight.<\/strong> Help others reflect instead of showing what you know.<\/li>\n\n\n\n<li><strong>Repeat and verify understanding.<\/strong> Communication isn\u2019t complete until the other truly gets it.<\/li>\n\n\n\n<li><strong>Normalize feedback.<\/strong> Treat it as care, not criticism.<\/li>\n\n\n\n<li><strong>Show humanity.<\/strong> Vulnerability increases credibility.<\/li>\n\n\n\n<li><strong>Take care of yourself.<\/strong> Your energy defines your team\u2019s energy.<\/li>\n<\/ol>\n\n\n\n<h3 class=\"wp-block-heading\">Being the Boss of Yourself<\/h3>\n\n\n\n<p>The title <em>You\u2019re the Boss<\/em> sounds assertive, but it\u2019s about something subtle:<br>Being the boss of yourself\u2014your emotions, assumptions, and behavior.<\/p>\n\n\n\n<p>Leadership isn\u2019t a status; it\u2019s a choice. Every single day.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cI used to think leadership was about giving direction,\u201d one participant told me afterwards.<br>\u201cBut it\u2019s really about giving space\u2014to others and to myself.\u201d<\/p>\n<\/blockquote>\n\n\n\n<p>That\u2019s the essence of true leadership.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Reflection Question for You<\/h3>\n\n\n\n<p>When you walk into your team tomorrow, what message are you unconsciously sending? And does that message help your people become better?<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>About Jan Salomons<\/strong><\/h3>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"alignleft size-large is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"976\" height=\"1024\" src=\"https:\/\/salomons.coach\/wp-content\/uploads\/2025\/02\/Jan-Salomons-Credentials-976x1024.png\" alt=\"\" class=\"wp-image-10033\" style=\"width:338px;height:auto\" srcset=\"https:\/\/salomons.coach\/wp-content\/uploads\/2025\/02\/Jan-Salomons-Credentials-976x1024.png 976w, https:\/\/salomons.coach\/wp-content\/uploads\/2025\/02\/Jan-Salomons-Credentials-286x300.png 286w, https:\/\/salomons.coach\/wp-content\/uploads\/2025\/02\/Jan-Salomons-Credentials-768x806.png 768w, https:\/\/salomons.coach\/wp-content\/uploads\/2025\/02\/Jan-Salomons-Credentials-1463x1536.png 1463w, https:\/\/salomons.coach\/wp-content\/uploads\/2025\/02\/Jan-Salomons-Credentials-1951x2048.png 1951w, https:\/\/salomons.coach\/wp-content\/uploads\/2025\/02\/Jan-Salomons-Credentials-600x630.png 600w\" sizes=\"(max-width: 976px) 100vw, 976px\" \/><\/figure>\n<\/div>\n\n\n<p>Jan Salomons is an executive coach and leadership expert with over 35 years of international experience in operations, strategy, and leadership development.<br>He is a member of the <strong>Harvard Business Review Advisory Council<\/strong> and helps leaders and teams build trust, collaboration, and agility in a VUCA world.<\/p>\n\n\n\n<p>Want to reflect on your leadership impact?<br>Visit <strong>salomons.coach<\/strong> for coaching, leadership training, or team development. Contact me <a href=\"https:\/\/salomons.coach\/contact\" target=\"_blank\" rel=\"noopener\" title=\"\">here.<\/a><\/p>\n\n\n\n<p><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Leadership isn\u2019t about power, it\u2019s about influence. 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