While preparing for our recent Confidence Roadmap Elevate Masterclass, I came across a powerful Forbes article written by Dr. Cheryl Robinson, published in April 2025. Her insights gave voice to something I’ve seen and felt in countless conversations with leaders across industries.

In her article, Dr. Robinson introduces six subtle but transformative shifts in the language of leadership—phrases and terminology we often use without realizing their impact. These shifts aren’t cosmetic. They signal a deeper change in how we lead, how we collaborate, and how we create psychologically safe environments where people can thrive.

As someone who coaches executives and develops leadership strategies with Financial Services and STEM organizations, I see how language plays a direct role in shaping culture, trust, and performance. So in today’s conversation, I’m reflecting on Dr. Robinson’s insights and sharing how they show up in real leadership situations.

From Accountability to Ownership

Dr. Robinson points out that “accountability” often gets used after something has gone wrong. It can carry a punitive tone—like someone’s about to get blamed. That kind of language closes people off. It creates defensiveness.

She recommends shifting to the word “ownership,” and I agree completely. Ownership feels different. It’s shared. It’s proactive. It communicates, “We’re in this together,” and that empowers people rather than punishing them.

When leaders focus on ownership, they invite their teams to lead from within—to take initiative and responsibility with pride, not fear. This simple change in wording can help build stronger, more engaged teams that work in alignment with organizational goals.

From Alignment to Agreement

Another shift Dr. Robinson suggests is from “alignment” to “agreement.” And it’s one I’ve seen spark powerful changes in the corporate space.

Alignment often implies hierarchy. It suggests that others must adjust or conform to a decision that’s already been made. Agreement, on the other hand, invites input. It creates space for collaboration and shared decision-making.

Especially in cross-functional projects—like those between business and technology—moving toward agreement can dissolve silos and promote a culture of mutual respect and shared ownership. These are key components of psychologically safe workplaces and high-performing teams.

From Feedback to Insights

This one really resonated with me. According to Dr. Robinson, reframing “feedback” as “insights” creates more open, honest communication. Feedback can feel like a judgment, even when delivered with the best intentions. It can sound like a performance review.

Insights feel collaborative. They invite learning. When I write to our clients, I often frame reflections as insights. How come? Because they combine observation with wisdom, experience, and intention.

As Dr. Robinson’s research shows, leaders who use the term “insights” tend to receive more candid, constructive responses. It reframes the conversation as an opportunity to grow together.

From Employee to Contributor or Team Member

In today’s purpose-driven workplace, what we call people matters. Dr. Robinson recommends replacing “employee”—a word that can feel transactional—with “contributor” or “team member.”

These terms emphasize value. They humanize the relationship. They reflect purpose and partnership, not headcount or hierarchy.

At ExecutiveBound, we’ve seen how this shift fosters inclusion and belonging. It signals that everyone has a meaningful role to play in the organization’s success. And that shift—especially in high-pressure industries like finance and STEM—can go a long way in strengthening culture and retention.

From Work-Life Balance to Work-Life Harmony

Dr. Robinson suggests shifting from “balance” to “harmony,” and I love this idea. I’ve personally used the term “life-work integration” for years, because balance suggests you can give equal weight to everything, all the time. That’s not real life.

Harmony, like integration, acknowledges the ebb and flow of work and personal priorities. Sometimes, a big project will take over. Other times, life demands more of us.

The key is being intentional. When I have a masterclass to lead, I may shift my workout to the afternoon. I prioritize both, but in different ways depending on what life and work call for. This isn’t about perfection—it’s about presence. When we support our leaders in finding harmony, we help them perform at their best without burning out.

From Managing to Mentoring

One of the most powerful shifts Dr. Robinson shares is from “managing” to “mentoring.” This resonates deeply with the work we do with leadership teams.

Managing is about control. Mentoring is about development. When leaders mentor, they coach, listen, and guide. They ask powerful questions instead of giving quick answers. They build capability and create space for others to rise.

Especially in high-stakes, deadline-driven environments, it’s easy to default to telling. Instead, we can take a breath and ask:

• What’s your next step?
  
• What’s most important right now?
  
• How can we move forward to resolve this?
  

Mentoring builds trust. It also strengthens a team’s ability to lead through change, which is critical in today’s unpredictable business environment.

The Confidence Connection

All of these shifts are, at their core, about evolving our leadership with confidence, both yours and your team’s.

As I reminded participants during our Confidence Roadmap Elevate Masterclass, confidence is a skill. It’s built through preparation, clarity, and care. Clarity about your message, your purpose, and your audience. And care about how you show up, how you engage, and how you support others.

Confidence also means knowing how to influence with intention—whether you’re in a boardroom, in transition, or stepping into your next leadership role. And when your language reflects clarity, collaboration, and mentorship, you naturally lead with greater impact.

So I’ll leave you with this:

• Which of these six language shifts would make the greatest difference in your team’s culture?
  
• On a scale of 1 to 10, how well does your communication style reflect the leader you aspire to be?
  
• What would shift for you if you felt even 10% more confident walking into your next meeting, interview, or high-stakes conversation?
  

If you know that even a small boost in confidence would change how you lead and live, let’s connect.

I invite you to a 45-minute strategy session. During our time together, we’ll identify your top three challenges, explore how they’re impacting your leadership and life, and tap into your vision for the next 12 months.

I’ll help you shift out of your head and into your heart, where your most impactful leadership lives.

You can schedule your session here.

Lead with purpose, lead with joy,

Coach Ginny