Emerging Friction

Your responses suggest early signs of internal friction.

This is common.

Often it appears after growth, role expansion, or increased responsibility.
Nothing externally is failing.
But internally, leadership may feel slightly more effortful than it used to.

Decisions may take marginally longer.
You may notice subtle identity pressure before important moves.

This is not a capability issue.

It is usually a signal that your internal agreements have shifted.

What This Means

When responsibility increases but identity has not fully recalibrated, friction begins quietly.

It does not disrupt performance immediately.
It increases the internal cost of leadership.

Addressed early, this resolves cleanly.

Ignored, it compounds.

Structural Reality

Most leadership support adds strategy or pressure.

But early friction is rarely a strategy problem.
It is an agreement problem.

Restoring internal clarity prevents escalation.

If This Resonates

If you would like to understand where friction may be forming in your leadership, you can explore how I work with leaders.

Click HERE for more information. 

Or begin with the LeaderShift Scorecard for a broader diagnostic.