Alicia Thompson, ACC, APR

If the silent load feels heavier right now, it’s not your imagination. But it’s also not about your capacity—it’s about the environment.

I’m seeing this most clearly among senior leaders—SVP and above—operating in high-stakes rooms where expectations are rising, but clarity around how those expectations are applied is not.

Across organizations, something subtle has shifted.

DEI didn’t disappear—it went quiet.

Less explicit.

Less named.

More political.

And when something that once had language and accountability becomes unspoken, the burden doesn’t go away. It shifts—back onto the very people it was meant to support.

What That Actually Looks Like

Among the leaders I work with, it shows up in specific ways:

• You’re navigating bias without the language to name it.
• You’re told to “focus on performance” while being evaluated by unspoken standards.
• You’re managing dynamics your peers don’t have to consider.
• You’re carrying more—while being expected to say less about it.

So yes—the load feels heavier. Not because you’re weaker, but because the system is asking more of you while pretending it isn’t.

The Risk Most Leaders Misread

Here’s where even strong leaders get it wrong:

When pressure goes unacknowledged, they start to internalize it:

• Am I overthinking this?
• Is it just me?
• Do I need to adjust?

Over time, that questioning becomes adaptation. And that adaptation becomes identity. This is what I call Identity Drift.

It’s subtle—and that’s what makes it dangerous:

• You edit yourself.
• You narrow your range.
• You adjust how much of yourself shows up.

At first, it feels strategic. But if you misread this moment, you don’t just feel it—you pay for it in influence, positioning, and trajectory.

Why This Moment Requires a Different Response

Most leadership advice would tell you to push harder:

• To stay resilient.
• To adapt.

That’s incomplete. Because when your leadership starts forming in response to pressure instead of clarity, everything shifts:

• Your presence changes.
• Your confidence erodes.
• Your influence narrows.

Not because you’re not capable—but because you’re operating from a version of yourself shaped by the environment, not anchored in your leadership identity.

What You Cannot Afford to Do

At this level, the cost of misreading the environment is too high.

You cannot afford to:

• Shrink to stay safe.
• Normalize what undermines you.
• Internalize what was never yours to carry.
• Confuse adaptation with alignment.

Those choices don’t protect your leadership—they dilute it.

The Work Now

The leaders navigating this well are not working harder—they’re seeing more clearly. They can step back—onto the balcony—and separate:

• What is actually happening
• From what they’ve been conditioned to absorb
• What belongs to them
• From what belongs to the system
• Where to adapt
• And where to hold steady

Because once you see the system clearly, you stop reacting to it. You start leading within it—with intention.

A Final Reframe

If the load feels heavier, don’t rush to make it personal.

Look at the environment.

Look at what’s changed.

Look at what’s no longer being said—but is still being felt.

The leaders who will move effectively in this moment are not the ones who quietly adapt.

They’re the ones who see the system clearly—and adjust how they move within it.

We’re leading in a world that changes fast. In this environment, the leaders who thrive aren’t the ones who already “know it all”—they’re the ones willing to grow, adapt, and stretch. That’s the heart of a growth mindset: the belief that you can develop new skills and capacity through effort, curiosity, and the right support. The opposite is a fixed mindset, in which you assume your abilities are set in stone.

A growth mindset looks like this:

• You take on challenges instead of avoiding them.

• You stay with things even when they’re hard.

• You treat feedback as data, not a personal attack.

• You let other people’s success inspire you instead of threaten you.

A fixed mindset does the opposite—it pushes you to stay safe, protect your image, and pull back from anything that feels uncertain.

This is where coaching becomes a powerful tool. Coaching helps you build a growth mindset by:

1. Providing clear, personalized feedback

A coach helps you see your blind spots, name your strengths, and understand the shifts that will move you forward.

2. Strengthening confidence and resilience

Small wins and steady accountability build momentum. That momentum builds belief, and belief builds resilience.

3. Reframing how you experience effort and learning

Instead of seeing effort as a sign that you’re “not good enough,” you start seeing it as the pathway to mastery.

4. Holding you accountable to your goals

A coach makes sure your intentions turn into action—consistently.

5. Helping you build better strategies

From decision-making to time management to navigating challenges, coaching helps you work smarter, not harder.

Outside of coaching, you can strengthen a growth mindset on your own by practicing:

• Embracing challenges instead of avoiding them

• Learning from feedback without taking it personally

• Celebrating effort, not just outcomes

• Pushing through setbacks, knowing they’re part of growth

• Finding inspiration, rather than comparison, in others’ success

A growth mindset isn’t a slogan—it’s a discipline. It’s choosing curiosity over fear, possibility over limitation, and growth over comfort. And it will change how you lead.