The relationship you have with your leader can deeply affect your mental and emotional well-being. A supportive, understanding manager can transform your work experience, while poor leadership can drain your energy, confidence, and sense of purpose. I’ve experienced both, and the contrast has been profound.
Over the years, I’ve worked under several managers whose lack of effective leadership significantly impacted my mental health. In many cases, it wasn’t until I left or lost those roles that I realized just how heavy that burden had been. Ironically, instead of feeling anxious about unemployment, I felt relief—a clear sign of the toll those environments had taken on me.
It often puzzled me how certain leaders, especially in HR, could forget what it feels like to be on the receiving end of poor management. Somewhere along the way, empathy and perspective seem to get lost, and unfortunately, this isn’t an uncommon theme in the field.
Eventually, I reached a turning point. I no longer wanted to work in systems where my experience and insight weren’t valued, where innovation was stifled, and where micromanagement replaced trust—even when my track record proved otherwise.
Not every experience was negative, though. One leader stands out—someone who was genuinely supportive and took the time to build a meaningful relationship with me. She was invested in my growth and well-being, and I had tremendous respect for her. Sadly, due to internal politics, her position was undermined, and despite my honest support during a critical time, her role was eliminated.
As I continued to advocate for necessary improvements within the organization, the scrutiny shifted toward me. I found myself reporting to someone who had little understanding of my role and no interest in engaging with me meaningfully. My feedback was dismissed, my presence minimized, and the environment grew increasingly toxic. Eventually, I too was pushed out by the same forces that had targeted my previous leader.
That experience was the final push I needed. I realized I was no longer willing to work in HR environments that resisted change and silenced those who dared to speak up. I knew I had more to offer—but it wouldn’t be in spaces that didn’t recognize my value.
Stepping away from traditional HR wasn’t an easy decision, but it was the right one. Now, I’m choosing to build something different—something rooted in empathy, integrity, and real transformation.
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