I help founders and leaders build AI products that earn trust, scale responsibly, and keep humans in the loop.

AI, which I call Synthetic Agency (SA), is a great technology in the right context, is a harmful technology in the wrong context, and is a low ROI feature in most contexts.

I've built synthetic agency in products from the ground up, launched ventures in the field, performed academic research and contributed to think tanks, wrote The Ethics of AI, and advised 100+ leaders over the past 12 years.
I’ve learned that, while most people attribute failure modes to technicalities or talent, the true failure is philosophical.

The products that succeeded long term had teams who did not skip the hard questions. They built synthetic agency when they had to, not because they just could. They solved real problems by listening to their customers without chasing trends.

If you're working on AI, with AI or are figuring out how it impacts your work, and want to:
• Build something people actually want to use 
• Think through the ethical stuff without getting paralyzed
• Understand how your brand discovery and promotion should change with AI engines in town

I might be able to help.

I also write for 15,000 people on LinkedIn and for 3,000 on my newsletter about honest tips to make sense of this technological shift.

I'm also launching a monthly private newsletter. Invite-only. For Founders, CMOs, and Heads of Growth who need to control their brand voice in AI conversations (before it becomes too late or too expensive). DM me if you want to get an invite.

🎤 Open to speaking, podcasts, and collaborations—DM me or visit albertochierici.com

Alberto Chierici

🔴Accelerating Leadership Growth Through Behavioural Shifts | Leadership Behaviour Strategist | Creator of The Shiftcode Model | Executive & Team Mentor | Facilitator | Speaker | Former Lawyer | Volunteer

I help leaders and organisations manage what is often their biggest unmeasured risk - leadership behaviour under pressure.

In high-stakes industries like construction, mining, and government, leadership failures don’t start in a spreadsheet; they start in a behaviour. 

The result is project delays, cost blowouts, safety incidents, and a breakdown of trust with clients and stakeholders including internal teams. 

Leadership failure always becomes financial failure; it’s just a matter of time. We know when trust, employee engagement, collaboration is eroded by leadership behaviours - it's a huge financial impact.

Yet most organisations invest far more in systems and processes than in the behavioural intelligence that determines whether those systems actually work.

Through the Shiftcode™ framework, I provide a system to identify, measure, and mitigate these behavioural risks. 

We help leaders:

•	Identify the behavioural blind spots that erode trust, engagement, collaboration and performance.
•	Interrupt the reactive patterns that create conflict and poor decisions, that erode psychosocial safety.
•	Build the behavioural intelligence to lead with clarity, purpose, and intention.

The result is stronger teams, a safer and more resilient culture, and more reliable project delivery. 

Most leaders have great intentions, but when their behaviours are not aligned to the intended outcomes, we get an Intention-Impact gap.  

My work bridges that critical gap especially when the pressure is on. 

If your organisation is serious about turning leadership risk into a competitive advantage, we should have a conversation.

Preetie Boler LLB (Hon)

‘I 𝙩𝙝𝙤𝙪𝙜𝙝𝙩 𝙄 𝙝𝙖𝙙 𝙖 𝙩𝙚𝙖𝙢 𝙥𝙧𝙤𝙗𝙡𝙚𝙢.
T𝙪𝙧𝙣𝙨 𝙤𝙪𝙩, 𝙄 𝙝𝙖𝙙 𝙖 𝙗𝙚𝙝𝙖𝙫𝙞𝙤𝙪𝙧 𝙥𝙧𝙤𝙗𝙡𝙚𝙢.’

She came to me frustrated.
High-performing. Experienced. Respected.

Her words:
“M𝘺 𝘵𝘦𝘢𝘮 𝘫𝘶𝘴𝘵 𝘪𝘴𝘯’𝘵 𝘴𝘵𝘦𝘱𝘱𝘪𝘯𝘨 𝘶𝘱.”

But as we unpacked her leadership patterns, something else emerged.

She filled every silence.
Solved problems too quickly.
Avoided discomfort in the name of being “nice.”
Mistook feedback for conflict.

Her team wasn’t underperforming.
They were 𝗼𝘃𝗲𝗿-𝗺𝗮𝗻𝗮𝗴𝗲𝗱 𝗮𝗻𝗱 𝘂𝗻𝗱𝗲𝗿-𝗼𝘄𝗻𝗲𝗱.

Once she shifted her behaviour – where she paused longer, asked better questions, tolerated tension everything changed.

Not because her team transformed overnight.
But because 𝘀𝗵𝗲 𝗱𝗶𝗱.

💡 𝗥𝗲𝗳𝗹𝗲𝗰𝘁𝗶𝗼𝗻 𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻:
Where might your leadership behaviour be unintentionally creating the very problem you’re trying to solve?
👇 This is brave work. Sit with it.

📘 From the Shiftcode™ Leadership - launching Feb, 2026
🔁 Repost if this resonates.
👋 Follow for real-talk on the behaviours that shape culture
🎯 Subscribe to 𝘛𝘩𝘦 3-𝘔𝘪𝘯𝘶𝘵𝘦 𝘓𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 𝘚𝘩𝘪𝘧𝘵: https://lnkd.in/g23XZkap


Hi, I’m Preetie.
I’m a leadership behavioural strategist. I specialise in bridging the gap between leadership intentions and impact. I help leaders to future-proof their leadership by shifting behaviours that build the 4 pillars of thriving teams and culture: trust, engagement, collaboration, and inspiration. Because when these pillars are strong - performance rises, safety strengthens, and delivery excellence becomes the norm.

𝗗𝗠 me to find out how you or your leaders can get on the path to leadership excellence.

No alternative text description for this image

𝗠𝗼𝘀𝘁 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗯𝗼𝗼𝗸𝘀 𝘁𝗲𝗮𝗰𝗵 𝘆𝗼𝘂 𝘄𝗵𝗮𝘁 𝘁𝗼 𝗱𝗼.
T𝗵𝗶𝘀 𝗼𝗻𝗲 𝗵𝗲𝗹𝗽𝘀 𝘆𝗼𝘂 𝘀𝗲𝗲 𝘄𝗵𝗮𝘁 𝘆𝗼𝘂’𝗿𝗲 𝗱𝗼𝗶𝗻𝗴 𝘁𝗵𝗮𝘁’𝘀 𝗻𝗼𝘁 𝘄𝗼𝗿𝗸𝗶𝗻𝗴.

Most leadership advice focuses on strategies, models, and best practice.

But here’s the uncomfortable truth I’ve seen for 30+ years:

𝗟𝗲𝗮𝗱𝗲𝗿𝘀 𝗱𝗼𝗻’𝘁 𝘀𝘁𝗿𝘂𝗴𝗴𝗹𝗲 𝗯𝗲𝗰𝗮𝘂𝘀𝗲 𝘁𝗵𝗲𝘆 𝗱𝗼𝗻’𝘁 𝗸𝗻𝗼𝘄 𝘄𝗵𝗮𝘁 𝘁𝗼 𝗱𝗼.
T𝗵𝗲𝘆 𝘀𝘁𝗿𝘂𝗴𝗴𝗹𝗲 𝗯𝗲𝗰𝗮𝘂𝘀𝗲 𝘁𝗵𝗲𝘆 𝗰𝗮𝗻’𝘁 𝘀𝗲𝗲 𝘄𝗵𝗮𝘁 𝘁𝗵𝗲𝘆’𝗿𝗲 𝗮𝗹𝗿𝗲𝗮𝗱𝘆 𝗱𝗼𝗶𝗻𝗴.

Behaviour shapes culture long before strategy ever does.

Your reactions.
Your tone under pressure.
Your avoidance patterns.
Your consistency or lack of it.

That’s why Shiftcode Leadership isn’t a ‘here’s more knowledge’ book.
It’s a 𝗯𝗲𝗵𝗮𝘃𝗶𝗼𝘂𝗿𝗮𝗹 𝗺𝗶𝗿𝗿𝗼𝗿.

It helps leaders move:

•	from reaction → reflection
•	from intention → impact
•	from frustration → clarity

Because once you can see the pattern,
you can finally change it.

💡 𝗥𝗲𝗳𝗹𝗲𝗰𝘁𝗶𝗼𝗻 𝗣𝗿𝗼𝗺𝗽𝘁:
𝘞𝘩𝘢𝘵’𝘴 𝘰𝘯𝘦 𝘭𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 𝘣𝘦𝘩𝘢𝘷𝘪𝘰𝘶𝘳 𝘺𝘰𝘶’𝘷𝘦 𝘯𝘰𝘳𝘮𝘢𝘭𝘪𝘴𝘦𝘥…
𝘵𝘩𝘢𝘵 𝘮𝘪𝘨𝘩𝘵 𝘢𝘤𝘵𝘶𝘢𝘭𝘭𝘺 𝘣𝘦 𝘩𝘰𝘭𝘥𝘪𝘯𝘨 𝘺𝘰𝘶 𝘣𝘢𝘤𝘬?

👇 Name it. Awareness is the first shift.

📘 Shiftcode™ Leadership - launching Feb, 2026
🔁 Repost if this resonates.
👋 Follow for real-talk on the behaviours that shape culture
🎯 Subscribe to The 3-Minute Leadership Shift: https://lnkd.in/g23XZkap

How you handle conflict determines whether you build trust or destroy it.

Conflict doesn’t break teams.
𝗨𝗻𝗿𝗲𝗴𝘂𝗹𝗮𝘁𝗲𝗱 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗱𝗼𝗲𝘀.

Here’s how to lead through conflict without eroding trust:

1️⃣ 𝗥𝗲𝗴𝘂𝗹𝗮𝘁𝗲 𝗬𝗼𝘂𝗿𝘀𝗲𝗹𝗳 𝗙𝗶𝗿𝘀𝘁
If your nervous system is activated, your leadership is compromised.

2️⃣ 𝗦𝗲𝗽𝗮𝗿𝗮𝘁𝗲 𝘁𝗵𝗲 𝗣𝗲𝗿𝘀𝗼𝗻 𝗳𝗿𝗼𝗺 𝘁𝗵𝗲 𝗣𝗮𝘁𝘁𝗲𝗿𝗻
Address behaviour - not character.

3️⃣ 𝗡𝗮𝗺𝗲 𝗪𝗵𝗮𝘁’𝘀 𝗥𝗲𝗮𝗹𝗹𝘆 𝗛𝗮𝗽𝗽𝗲𝗻𝗶𝗻𝗴
Avoiding tension doesn’t preserve harmony. It creates resentment.

4️⃣ 𝗜𝗻𝘃𝗶𝘁𝗲 𝗦𝗵𝗮𝗿𝗲𝗱 𝗢𝘄𝗻𝗲𝗿𝘀𝗵𝗶𝗽
Conflict resolves faster when responsibility is mutual.

5️⃣ 𝗖𝗹𝗼𝘀𝗲 𝘄𝗶𝘁𝗵 𝗖𝗹𝗮𝗿𝗶𝘁𝘆
People feel safe when they know what happens next.

Conflict is not a communication issue.
It’s a 𝗯𝗲𝗵𝗮𝘃𝗶𝗼𝘂𝗿𝗮𝗹 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘁𝗲𝘀𝘁.

💡 𝗠𝗶𝗰𝗿𝗼-𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲:
Before your next difficult conversation, ask:
“What behaviour do I need to model here - not just what outcome do I want?”


📘 From the Shiftcode™ Leadership - launching Feb, 2026
🔁 Repost if this resonates.
👋 Follow for real-talk on the behaviours that shape culture
🎯 Subscribe to The 3-Minute Leadership Shift: https://lnkd.in/g23XZkap


Hi, I’m Preetie.
I’m a leadership behavioural strategist. I specialise in bridging the gap between leadership intentions and impact. I help leaders to future-proof their leadership by shifting behaviours that build the 4 pillars of thriving teams and culture: trust, engagement, collaboration, and inspiration. Because when these pillars are strong - performance rises, safety strengthens, and delivery excellence becomes the norm.

𝗗𝗠 me to find out how you or your leaders can get on the path to leadership excellence.

𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗶𝘀𝗻’𝘁 𝗮𝗯𝗼𝘂𝘁 𝘄𝗵𝗼 𝘆𝗼𝘂 𝗮𝗿𝗲.
I𝘁’𝘀 𝗮𝗯𝗼𝘂𝘁 𝘁𝗵𝗲 𝘀𝘁𝗮𝘁𝗲 𝘆𝗼𝘂’𝗿𝗲 𝗼𝗽𝗲𝗿𝗮𝘁𝗶𝗻𝗴 𝗳𝗿𝗼𝗺.

Most leaders assume their leadership style is fixed.
In reality, it shifts - moment to moment - based on pressure, clarity, and self-awareness.

That’s why the same leader can feel calm and inspiring in one room…
and tense, controlling, or reactive in another.

The Shiftcode Quadrants offer a different way to look at leadership - not as a personality, but as a 𝘴𝘵𝘢𝘵𝘦 𝘰𝘧 𝘣𝘦𝘪𝘯𝘨.

There are no “good” or “bad” quadrants.
Only 𝗰𝗼𝗻𝘀𝗰𝗶𝗼𝘂𝘀 and 𝘂𝗻𝗰𝗼𝗻𝘀𝗰𝗶𝗼𝘂𝘀 ones.

The real work of leadership isn’t staying perfect.
It’s recognising where you are and knowing how to move when it matters.

This carousel is a mirror, not a label.
Awareness is the shift.

👇 Which quadrant do you recognise yourself in most often?

Hi, I’m Preetie.
I’m a leadership behavioural strategist. I specialise in bridging the gap between leadership intentions and impact. I help leaders to future-proof their leadership by shifting behaviours that build the 4 pillars of thriving teams and culture: trust, engagement, collaboration, and inspiration. Because when these pillars are strong - performance rises, safety strengthens, and delivery excellence becomes the norm.

𝗗𝗠 me to find out how you or your leaders can get on the path to leadership excellence.

The Shiftcode Quadrants: Your Leadership Map

𝗬𝗼𝘂 𝗱𝗼𝗻’𝘁 𝗻𝗲𝗲𝗱 𝗮 𝗻𝗲𝘄 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝘆 𝗳𝗼𝗿 𝟮𝟬𝟮𝟲.
Y𝗼𝘂 𝗻𝗲𝗲𝗱 𝘁𝗼 𝘀𝘁𝗼𝗽 𝗰𝗮𝗿𝗿𝘆𝗶𝗻𝗴 𝘄𝗵𝗮𝘁 𝗻𝗼 𝗹𝗼𝗻𝗴𝗲𝗿 𝘀𝗲𝗿𝘃𝗲𝘀 𝘆𝗼𝘂.

As the year turns, most leaders ask:
𝘞𝘩𝘢𝘵 𝘴𝘩𝘰𝘶𝘭𝘥 𝘐 𝘥𝘰 𝘥𝘪𝘧𝘧𝘦𝘳𝘦𝘯𝘵𝘭𝘺 𝘯𝘦𝘹𝘵 𝘺𝘦𝘢𝘳?

A more powerful question is:
𝗪𝗵𝗮𝘁 𝗯𝗲𝗵𝗮𝘃𝗶𝗼𝘂𝗿𝘀 𝗮𝗺 𝗜 𝗳𝗶𝗻𝗮𝗹𝗹𝘆 𝗿𝗲𝗮𝗱𝘆 𝘁𝗼 𝗹𝗲𝗮𝘃𝗲 𝗯𝗲𝗵𝗶𝗻𝗱?

Because leadership isn’t shaped by intention alone.
It’s shaped by what you tolerate, repeat, and default to especially under pressure.

Some habits once kept you safe.
Some once worked.
Some were learned in environments that no longer exist.

But if you want a different 2026, you can’t keep leading with the same unconscious patterns from 2025.

This carousel isn’t about blame.
It’s about awareness.

𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗴𝗿𝗼𝘄𝘁𝗵 𝗯𝗲𝗴𝗶𝗻𝘀 𝘁𝗵𝗲 𝗺𝗼𝗺𝗲𝗻𝘁 𝘆𝗼𝘂 𝗰𝗵𝗼𝗼𝘀𝗲 𝘁𝗼 𝘁𝗿𝗮𝘃𝗲𝗹 𝗹𝗶𝗴𝗵𝘁𝗲𝗿.

👇 Which behaviours are you leaving behind as you step into the new year?

------------------

Hi, I’m Preetie.
I’m a leadership behavioural strategist. I specialise in bridging the gap between leadership intentions and impact. I help leaders to future-proof their leadership by shifting behaviours that build the 4 pillars of thriving teams and culture: trust, engagement, collaboration, and inspiration. Because when these pillars are strong - performance rises, safety strengthens, and delivery excellence becomes the norm.

𝗗𝗠 me to find out how you or your leaders can get on the path to leadership excellence.

5 Leadership Behaviours to Leave Behind in 2025 (if you want a different 2026)

‘I 𝘀𝗲𝘁 𝗯𝗶𝗴 𝗴𝗼𝗮𝗹𝘀 𝗲𝘃𝗲𝗿𝘆 𝘆𝗲𝗮𝗿… 𝗮𝗻𝗱 𝗮𝗯𝗮𝗻𝗱𝗼𝗻𝗲𝗱 𝘁𝗵𝗲𝗺 𝗯𝘆 𝗙𝗲𝗯𝗿𝘂𝗮𝗿𝘆.’

𝗛𝗲𝗿𝗲’𝘀 𝘄𝗵𝗮𝘁 𝗰𝗵𝗮𝗻𝗴𝗲𝗱 𝗳𝗼𝗿 𝘁𝗵𝗶𝘀 𝗹𝗲𝗮𝗱𝗲𝗿 𝘄𝗵𝗲𝗻 𝘀𝗵𝗲 𝘀𝗵𝗶𝗳𝘁𝗲𝗱 𝗳𝗼𝗰𝘂𝘀 𝗳𝗿𝗼𝗺 𝘃𝗶𝘀𝗶𝗼𝗻 𝘁𝗼 𝗯𝗲𝗵𝗮𝘃𝗶𝗼𝘂𝗿.

She didn’t need another strategy.
She didn’t need a better time-blocking tool.

She needed to realise that big goals collapse when your daily behaviours contradict them.

When she joined the mentorship, we didn’t start with KPIs or OKRs.
We started with her behavioural default – she needed to see her behavioural blindspots.

When we mapped her patterns using the Shiftcode Quadrants, she realised:

•	Uncertainty triggered procrastination
•	Discomfort triggered avoidance
•	Approval-seeking replaced boundaries

Here’s what changed when she applied the 𝗦𝗵𝗶𝗳𝘁𝗰𝗼𝗱𝗲 𝗖𝗼𝗺𝗽𝗮𝘀𝘀:

🟢 She learned to pause and notice her patterns
🟢 She practiced new micro-responses under pressure
🟢 She started closing the gap between her intention and impact

Her goals didn’t change.
Her behaviour did.

And that’s what made all the difference.

💡 𝗠𝗶𝗰𝗿𝗼-𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲:

Ask yourself:

“What’s one behaviour I already know is holding me back and what’s one small shift I can practice next week?”

👇 Tag a leader who’s doing the inner work.

----------------

Hi, I’m Preetie.
I’m a leadership behavioural strategist. I specialise in bridging the gap between leadership intentions and impact. I help leaders to future-proof their leadership by shifting behaviours that build the 4 pillars of thriving teams and culture: trust, engagement, collaboration, and inspiration. Because when these pillars are strong - performance rises, safety strengthens, and delivery excellence becomes the norm.

DM me to find out how you or your leaders can get on the path to leadership excellence.

𝗔𝘀 𝘆𝗼𝘂 𝘀𝗲𝘁 𝘆𝗼𝘂𝗿 𝗴𝗼𝗮𝗹𝘀 𝗳𝗼𝗿 𝟮𝟬𝟮𝟲, 𝗮𝘀𝗸 𝘆𝗼𝘂𝗿𝘀𝗲𝗹𝗳 𝘀𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴 𝗶𝗺𝗽𝗼𝗿𝘁𝗮𝗻𝘁:

𝗪𝗵𝗼 𝘄𝗮𝘀 𝗜 𝗮𝘀 𝗮 𝗹𝗲𝗮𝗱𝗲𝗿 𝗶𝗻 𝟮𝟬𝟮𝟱 𝘄𝗵𝗲𝗻 𝗻𝗼 𝗼𝗻𝗲 𝘄𝗮𝘀 𝘄𝗮𝘁𝗰𝗵𝗶𝗻𝗴?

You had wins.
You had misses.
You had moments you’re proud of and ones you’d rather forget.

But this isn’t about shame.
It’s about 𝘢𝘸𝘢𝘳𝘦𝘯𝘦𝘴𝘴.

Because the gap between your intention and your impact - It’s always revealed in behaviour.

So, as you step into the new working year, ask yourself honestly:

•	Where did I lead from fear instead of vision?
•	Where did I model trust - or undermine it?
•	When did I build people up - and when did I silently tolerate poor culture?

These are the questions that matter.

The good news?

𝗬𝗼𝘂 𝗱𝗼𝗻’𝘁 𝗻𝗲𝗲𝗱 𝘁𝗼 𝗰𝗵𝗮𝗻𝗴𝗲 𝘄𝗵𝗼 𝘆𝗼𝘂 𝗮𝗿𝗲.
Y𝗼𝘂 𝗻𝗲𝗲𝗱 𝘁𝗼 𝘀𝗵𝗶𝗳𝘁 𝗵𝗼𝘄 𝘆𝗼𝘂 𝘀𝗵𝗼𝘄 𝘂𝗽.

💡 𝗠𝗶𝗰𝗿𝗼-𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲:

Write this sentence and finish it with behaviour, not aspiration:

“I𝘯 2026, 𝘐 𝘸𝘪𝘭𝘭 𝘣𝘦 𝘵𝘩𝘦 𝘭𝘦𝘢𝘥𝘦𝘳 𝘸𝘩𝘰 _______.”

👇 Drop your word or phrase for how you’ll lead differently this year.

📘 From the Shiftcode™ Leadership - launching Feb, 2026
🔁 Repost if this resonates.
👋 Follow for real-talk on the behaviours that shape culture
🎯 Subscribe to The 3-Minute Leadership Shift:
https://lnkd.in/g23XZkap

𝗔𝗿𝗲 𝘆𝗼𝘂 𝗧𝗵𝗲 𝗔𝗻𝗰𝗵𝗼𝗿 𝗼𝗿 𝗧𝗵𝗲 𝗦𝘁𝗼𝗿𝗺?

Most leaders don’t struggle because they’re ineffective, inexperienced, or incapable.

They struggle because, under pressure, they slip into a reactive leadership state they don’t even realise they’re in.

When uncertainty rises, some leaders respond by tightening control.
They slow decisions.
Avoid uncomfortable conversations.
Hold back change in the name of “stability.”

On the surface, it looks calm.
But underneath, momentum stalls and teams quietly disengage.

That’s 𝗧𝗵𝗲 𝗔𝗻𝗰𝗵𝗼𝗿.

Other leaders respond very differently.
They push harder.
React faster.
Escalate emotionally.
Create urgency through intensity.

Things move but clarity erodes, trust frays, and people brace themselves.

That’s 𝗧𝗵𝗲 𝗦𝘁𝗼𝗿𝗺.

Here’s the important part:

Neither state makes you a bad leader.
Both are understandable responses to pressure.

But when either becomes your default, they start limiting your impact - shaping culture in ways you never intended.

Leadership isn’t about eliminating these states.
It’s about recognising them 𝗶𝗻 𝘁𝗵𝗲 𝗺𝗼𝗺𝗲𝗻𝘁 and knowing how to shift.

Because the most effective leaders aren’t the ones who never feel pressure, they’re the ones who can notice their reaction and choose a more intentional response.

💡 𝗥𝗲𝗳𝗹𝗲𝗰𝘁𝗶𝗼𝗻 𝗣𝗿𝗼𝗺𝗽𝘁:
When pressure hits, which state do you move into more often - withdrawal or intensity?

Awareness is always the first shift.

👇 Which one resonates most for you?

📘 From the Shiftcode™ Leadership - launching Feb, 2026
🔁 Repost if this resonates.
👋 Follow for real-talk on the behaviours that shape culture
🎯 Subscribe to The 3-Minute Leadership Shift: https://lnkd.in/g23XZkap

You have the best intentions. But does your impact sometimes miss the mark?

That gap between your intention and your impact? It’s the single biggest source of frustration for leaders.

It’s when you intend to empower, but your team feels micromanaged. It’s when you intend to give helpful feedback, but they only hear criticism.
This isn’t a failure of your character. It’s a pattern. And you can change it.

This January, we’re diving deep into the Shiftcode™ method to help you close that gap for good. My new book, 𝗦𝗵𝗶𝗳𝘁𝗰𝗼𝗱𝗲 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽, will be your guide.

👇 Have you ever felt the sting of the 𝗜𝗻𝘁𝗲𝗻𝘁𝗶𝗼𝗻-𝗜𝗺𝗽𝗮𝗰𝘁 𝗚𝗮𝗽? Share a (no names!) story below.

𝗗𝗠 me to find out how you or your leaders can get on the path to leadership excellence.

𝗜𝗳 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘄𝗲𝗿𝗲 𝗷𝘂𝘀𝘁 𝗮𝗯𝗼𝘂𝘁 𝗰𝗮𝗽𝗮𝗯𝗶𝗹𝗶𝘁𝘆, 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲, 𝗼𝗿 𝗶𝗻𝘁𝗲𝗻𝘁𝗶𝗼𝗻…
𝗺𝗼𝘀𝘁 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝘄𝗼𝘂𝗹𝗱𝗻’𝘁 𝗳𝗲𝗲𝗹 𝘁𝗵𝗶𝘀 𝘀𝘁𝘂𝗰𝗸.

What I’ve seen again and again is this:

Leaders don’t fail because they’re incompetent.
They struggle because 𝘁𝗵𝗲𝗶𝗿 𝗯𝗲𝗵𝗮𝘃𝗶𝗼𝘂𝗿 𝗶𝘀 𝘄𝗼𝗿𝗸𝗶𝗻𝗴 𝗮𝗴𝗮𝗶𝗻𝘀𝘁 𝘁𝗵𝗲𝗶𝗿 𝗶𝗻𝘁𝗲𝗻𝘁𝗶𝗼𝗻 - 𝗾𝘂𝗶𝗲𝘁𝗹𝘆, 𝗰𝗼𝗻𝘀𝗶𝘀𝘁𝗲𝗻𝘁𝗹𝘆, 𝗮𝗻𝗱 𝘂𝗻𝗰𝗼𝗻𝘀𝗰𝗶𝗼𝘂𝘀𝗹𝘆.

When teams agree but don’t follow through…
when the same issues resurface with new faces…
when leaders feel exhausted from carrying everything…
it’s rarely a people problem.

It’s a behavioural one.

Not because leaders don’t care.
But because blind spots are invisible by definition.

This carousel isn’t about judgement.
It’s about awareness - the first and most powerful shift any leader can make.

Because once you can see the behaviour shaping your culture,
you finally have the power to change it.

👇 Which sign made you pause even just a little?

5 Signs Your Leadership Isn’t the Problem - Your Behaviour Is

Last week, we talked about the reactive states: The Anchor and The Storm.
This week let’s talk about where we want to be.

The Shiftcode Quadrants also map two intentional states of leadership:

⛵ The Sail (Adaptability): You are responsive, collaborative, and create momentum with flexibility. Your team feels engaged.

🗼 The Lighthouse (Vision): You are calm, purposeful, and guide with clarity and influence. Your team feels trust.

This isn’t about being perfect. It’s about being intentional.

It’s about having the tools to shift from a reactive state to an intentional one, right in the moment it matters most.

👇 Which of these two intentional states are you working toward right now? The Sail or The Lighthouse?

Every leader has a default state under pressure. Which one is yours?

Using the Shiftcode Quadrants, we can identify two common reactive states:

⚓ The Anchor (Stagnation): You feel overwhelmed, so you become over-cautious, you resist change, you procrastinate, and delay decisions. Your team feels stuck.

🌪️ The Storm (Reactivity): You feel anxious, so you become impulsive, you constantly interrupt, you don’t listen and you micromanage. Your team feels fear.

These aren’t personality flaws. They are predictable behavioural patterns.
And once you can see your pattern, you can start to shift it.

My upcoming book, 𝗦𝗵𝗶𝗳𝘁𝗰𝗼𝗱𝗲 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽, gives you the tools to do just that.

👇 Which state do you default to more often - The Anchor or The Storm? Be honest!

𝗬𝗼𝘂𝗿 𝗯𝗶𝗴𝗴𝗲𝘀𝘁 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗽𝗿𝗼𝗯𝗹𝗲𝗺 𝗶𝘀𝗻’𝘁 𝘆𝗼𝘂𝗿 𝘄𝗼𝗿𝗸𝗹𝗼𝗮𝗱 - 𝗶𝘁’𝘀 𝘆𝗼𝘂𝗿 𝗯𝗲𝗵𝗮𝘃𝗶𝗼𝘂𝗿𝗮𝗹 𝗮𝘂𝘁𝗼𝗽𝗶𝗹𝗼𝘁.

You’ve set the vision.
Now here’s how to make sure your behaviour support it instead of sabotaging it.

𝟱-𝗦𝘁𝗲𝗽 𝗕𝗲𝗵𝗮𝘃𝗶𝗼𝘂𝗿𝗮𝗹 𝗥𝗲𝘀𝗲𝘁:

𝟭. 𝗖𝗵𝗼𝗼𝘀𝗲 𝗢𝗻𝗲 𝗜𝗺𝗽𝗮𝗰𝘁 𝗪𝗼𝗿𝗱
Pick a word that reflects who you want to be, not just what you want to do.
Examples: ‘Calm.’ ‘Clear.’ ‘Present.’ ‘Authentic.’ ‘Empowering.’

𝟮. 𝗥𝗲𝗳𝗹𝗲𝗰𝘁 𝗼𝗻 𝗟𝗮𝘀𝘁 𝗬𝗲𝗮𝗿’𝘀 𝗧𝗿𝗶𝗴𝗴𝗲𝗿𝘀
What situations made you reactive, avoidant, or inconsistent?
Write down the top 3 and your default responses.

𝟯. 𝗣𝗿𝗲-𝗖𝗵𝗼𝗼𝘀𝗲 𝗡𝗲𝘄 𝗥𝗲𝘀𝗽𝗼𝗻𝘀𝗲𝘀
For each trigger, ask:

“Next time this happens, what will I say/do instead?”

𝟰. 𝗦𝗲𝘁 𝗨𝗽 𝗕𝗲𝗵𝗮𝘃𝗶𝗼𝘂𝗿𝗮𝗹 𝗥𝗲𝗺𝗶𝗻𝗱𝗲𝗿𝘀
Use sticky notes, phone alarms, or post-meeting check-ins with a peer.
Behavioural change needs cues.

𝟱. 𝗔𝘂𝗱𝗶𝘁 𝗪𝗲𝗲𝗸𝗹𝘆, 𝗡𝗼𝘁 𝗬𝗲𝗮𝗿𝗹𝘆
Every Friday, ask:

“D𝘪𝘥 𝘐 𝘭𝘪𝘷𝘦 𝘮𝘺 𝘸𝘰𝘳𝘥 𝘵𝘩𝘪𝘴 𝘸𝘦𝘦𝘬?”
“W𝘩𝘦𝘳𝘦 𝘥𝘪𝘥 𝘐 𝘥𝘳𝘪𝘧𝘵 𝘢𝘯𝘥 𝘸𝘩𝘢𝘵 𝘥𝘰 𝘐 𝘯𝘦𝘦𝘥 𝘵𝘰 𝘴𝘩𝘪𝘧𝘵?”

💡 𝗠𝗶𝗰𝗿𝗼-𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲:

Pick your leadership word for 2026 and make it your phone lock screen.

👇 What’s your word? Drop it below.

------------------

Hi, I’m Preetie.
I’m a leadership behavioural strategist. I specialise in bridging the gap between leadership intentions and impact. I help leaders to future-proof their leadership by shifting behaviours that build the 4 pillars of thriving teams and culture: trust, engagement, collaboration, and inspiration. Because when these pillars are strong - performance rises, safety strengthens, and delivery excellence becomes the norm.

𝗗𝗠 me to find out how you or your leaders can get on the path to leadership excellence.

taplio

The Battle

Alberto Chierici

Preetie Boler LLB (Hon)

Followers

Posts

Engagements

Likes

Performance ScorePreetie Boler LLB (Hon)'s LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Alberto Chierici

Preetie Boler LLB (Hon)

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Preetie Boler LLB (Hon)'s LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScorePreetie Boler LLB (Hon)'s LinkedIn Performance