Performance anxiety isn’t personal - it’s systemic.

When pressure outpaces clarity, even high performers start misfiring...

Leaders who treat performance anxiety as a personal weakness instead of a design flaw in their leadership system will eventually lose their best people.

For CEOs, managers, and enterprise architects, diagnosing anxiety inside teams isn’t optional - it’s an early warning signal that your systems are misaligned. Performance anxiety often grows in cultures where clarity is low but expectations are high

In this Forbes feature, I contributed insight around creating leadership environments that surface pressure early and reinforce resilience intentionally.

💡
"When morale is low, it’s time for the whole leadership team to reflect! Overall morale is exactly that—it impacts everyone. It’s possible that a leader from another team is abusive and that’s what causes the anxiety. It’s time for this manager to roll up their sleeves and become an ally. It is their responsibility to be a mentor and supporter. Do the work; it’s part of the job!"

~ Kinga Vajda, Agile Group Leader, Q3 & Q4 Best New Group – Forbes Coaches Council

The systems you build either create sustainable excellence - or invisible pressure fractures that eventually take you down.

Where might your organization's invisible expectations be breeding performance anxiety faster than resilience?

Read the Full Article on Forbes

🛡️ This quote was originally published by Forbes as part of a Forbes Coaches Council Expert Panel. Reprinted here with permission in accordance with member guidelines.