𝐑𝐞𝐦𝐨𝐭𝐞 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 – 𝐭𝐡𝐞 “𝐛𝐞𝐬𝐭” 𝐰𝐚𝐲 𝐭𝐨 𝐭𝐫𝐢𝐠𝐠𝐞𝐫 𝐩𝐞𝐨𝐩𝐥𝐞’𝐬 𝐚𝐛𝐚𝐧𝐝𝐨𝐧𝐦𝐞𝐧𝐭 𝐰𝐨𝐮𝐧𝐝𝐬.

The feeling of abandonment can strike all of us, as we have all experienced it previously (for example, at birth), and it remains in our bodies even if we don’t consciously remember it. One of the most classical triggers of abandonment wounds occurs in situations where a leader does not give equal attention to team members. This is especially true in the case of remote leadership. While the leader’s task is not directly to solve all of our emotional wounds, their role is still significant.

A leader’s ability to create a supportive and inclusive work environment can play a significant role in preventing feelings of abandonment. For example, this may involve open communication, respect for each team member, and ensuring equal opportunities and attention.

At the workplace, the triggering of abandonment wounds can be seen, for example, in the fight for attention, complaints about lack of recognition, and the creation of subconscious artificial competition situations (“He does less work than I do, so I should get more”).

A leader may somewhat prevent the triggering of these wounds, but if they have already been triggered, it’s essential to understand what is actually the problem related to the leader and what is not.

Due to their own abandonment wounds, leaders tend to quickly engage in subconscious manipulations, thus resulting in a workplace filled with internal wounded children waiting for something from the leader that they cannot actually provide. Children are not working, they play working.

Perhaps prevention is the best. If prevention was not possible or not anticipated, when the wound is triggered, it is worth investigating the root causes and directing the individual to address them with professional help.

𝘗𝘪𝘤𝘵𝘶𝘳𝘦 𝘣𝘺 𝘚𝘵𝘦𝘧𝘢𝘯 𝘚𝘵𝘦𝘧𝘢𝘯𝘤𝘪𝘬.