I recently came across a post on LinkedIn that struck a chord. It discussed a harsh reality many of us have witnessed: managers publicly humiliating their teams. Whether in a boardroom or in front of a client, the impact is the same—it is incredibly demoralizing, unnecessary, and a fast track to destroying trust.

I have been fortunate that public humiliation has been a rare experience in my career. But having been on the receiving end and witnessing it firsthand, I know the sting stays with you long after the meeting ends.

It got me thinking about the word “defend.” As I coach leaders toward high levels of performance and results, I’ve realized something: the need to “defend” your team often fades when a “we” approach is taken from the very beginning.

When we talk about “defending” a team, it implies a reactive stance. It suggests there is a threat—either internal politics or external pressure—and the leader must stand as a firewall. While that is sometimes necessary, the most effective leaders I know aim for a higher standard.

Leading with an Open Heart (and Mind)

If a leader is curious, empathetic, and inquisitive from the start, the dynamic changes. When you listen with an open mind and an open heart, you aren’t just “protecting” your people; you are building a foundation where they don’t need to be protected from you or the organization.

In this environment:

• Curiosity replaces blame.
• Empathy replaces ego.
• Listening replaces lecturing.

Why We Should “Cheer On” Instead

When a “we” approach is the default, the concept of “defending” becomes secondary to “cheering on.” If you have built the path with your team, you don’t need to shield them from the results—you are right there beside them, refining the process and celebrating the wins. Real growth happens when people feel they are being advocated for, not just shielded.

The takeaway for leaders is simple: Don’t wait until things go wrong to “defend” your team. Build a culture of “we” today, lead with empathy, and spend your energy cheering them toward the milestones you’ve set together.

Reflect and Leverage:

• How often are you leading with curiosity versus leading with “the answer”?
• Is your team’s environment one where they feel “defended,” or one where they feel “cheered on”?