At one of my retreats, I invited participants to write down a word representing the armor they carried around their hearts. Some chose CONTROL. Others chose STOIC or AVAILABILITY.

Each word opened a conversation about what that way of being had helped the person secure or avoid. What felt safer when they stayed in control? What became difficult to express when they remained stoic? What did being constantly available make possible, and what did it cost?

The meaning belonged to the person holding the word. We did not assume that the same behavior served the same purpose for everyone.

A familiar strength can become restrictive

Many leadership habits have understandable histories. Being dependable may have earned you opportunities. Staying composed may have helped you through difficult circumstances. Doing things yourself may have been necessary when support was unavailable.

As responsibilities change, those approaches deserve another look.

Constant availability can leave a leader unable to protect time for important work. Stoicism can make it difficult to acknowledge uncertainty or request help. Control can reduce opportunities for employees to exercise judgment.

The behavior may still feel protective to the leader while becoming restrictive for the team. Recognizing that tension allows a more honest conversation than simply telling someone to stop micromanaging or set better boundaries.

Explore the purpose before choosing the shift

If you were to choose a word for your own leadership armor, what would it be? Consider when that response appears most strongly and what you imagine might happen if you loosened it.

Perhaps being available protects you from the fear of disappointing people. Perhaps having the answer helps you avoid feeling exposed. These are possibilities to explore, rather than conclusions to impose on yourself.

Then examine the present effect. What does the habit cost your attention, relationships, or team? Where is it still useful? Where does it exceed what the situation requires?

At the retreat, I invited participants to consider a shift of just 1%. Someone accustomed to control might let another person make one decision. Someone who concealed emotion might acknowledge an honest feeling with a trusted person. A participant who was constantly available might pause before accepting another request.

In a workplace, that experiment should fit the responsibility and risk involved. Maintaining appropriate standards is part of the practice.

Your leadership armor may contain qualities you value deeply. Examining it gives you more choice about when those qualities serve the work and when another response would create more room for others to contribute.

Fully Powered™ Leadership Begins With the Conditions We Create.

Dr. Christina Fontana helps organizations uncover the hidden patterns that compromise leadership effectiveness, psychological safety, and workplace performance. By integrating nervous system awareness, behavioral transformation, and the Fully Powered™ Leadership Framework, she helps leaders reclaim their power and unlock the brilliance, contribution, and potential of the people they already have.

Ready to Build a Fully Powered™ Organization?

Your people already have incredible potential. The question is: Are your leadership practices and workplace culture helping them thrive—or holding them back?

Through the Fully Powered™ Leadership Framework, I help organizations identify hidden Power Leaks™, strengthen psychological safety, and create the conditions where leaders and teams feel engaged, energized, and empowered to perform at their best.

Let’s explore what’s possible for your leaders, your people, and your organization.

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Because when leaders become Fully Powered™, people thrive—and organizations achieve stronger results.

Dr. Christina Fontana | Leadership Expert | Creator of t