In an era where quarterly targets and campaign wins often measure leadership, true influence lies in something quieter but far more powerful—psychological safety. Ghazal Alagh, Co-founder of Mamaearth, recently took to LinkedIn with a vulnerable reflection that has struck a chord with thousands. Her post dives into a personal leadership misstep from her early days and delivers a truth bomb many teams shy away from: when your team never pushes back, it’s not respect—it’s fear.
In the post, Alagh recounts an early product launch where she was certain about the campaign direction. Pressed for time and under pressure, she expected her team to align without question. They did. The campaign launched—without a single challenge to her vision. The result? The product underperformed. But what hit her harder was what came later: over a casual coffee, a team member quietly admitted they had a different idea but weren’t sure if she’d be open to hearing it.
That defining moment stayed with her and made her realise that if the team never disagrees with the boss, it’s not loyalty, it is fear. She used the moment as a turning point to reflect on what real loyalty looks like: not blind agreement, but thoughtful pushback. To her, true team alignment sounds like:
“Can I challenge this?”
“Is there another way?”
“Here’s what I see from where I stand.”
Her takeaway? Leaders are defined not just by how they respond in moments of celebration, but how they create space for differing views when things are messy, under pressure, and uncertain. Since then, she’s worked to make disagreement safe, never personal, never political, just essential for growth.
Social media reacts
Many users resonated deeply with Ghazal Alagh’s message, calling it a crucial reminder for today’s leaders. One user pointed out that teams thrive when members feel safe to disagree, offer alternatives, and challenge the status quo—emphasizing that such behavior reflects ownership, not disloyalty. Another highlighted that both high-conversion campaigns and high-trust cultures are built the same way: by creating space for real, unfiltered voices that aren’t afraid to challenge or reframe ideas.
An IIM Kashipur graduate added that true leadership isn’t about dominating conversations, but about enabling others to speak. They emphasized that psychological safety isn’t just a “nice-to-have” but a foundation for real innovation and trust within a team.
In the post, Alagh recounts an early product launch where she was certain about the campaign direction. Pressed for time and under pressure, she expected her team to align without question. They did. The campaign launched—without a single challenge to her vision. The result? The product underperformed. But what hit her harder was what came later: over a casual coffee, a team member quietly admitted they had a different idea but weren’t sure if she’d be open to hearing it.
That defining moment stayed with her and made her realise that if the team never disagrees with the boss, it’s not loyalty, it is fear. She used the moment as a turning point to reflect on what real loyalty looks like: not blind agreement, but thoughtful pushback. To her, true team alignment sounds like:
“Can I challenge this?”
“Is there another way?”
“Here’s what I see from where I stand.”
Her takeaway? Leaders are defined not just by how they respond in moments of celebration, but how they create space for differing views when things are messy, under pressure, and uncertain. Since then, she’s worked to make disagreement safe, never personal, never political, just essential for growth.
Social media reacts
Many users resonated deeply with Ghazal Alagh’s message, calling it a crucial reminder for today’s leaders. One user pointed out that teams thrive when members feel safe to disagree, offer alternatives, and challenge the status quo—emphasizing that such behavior reflects ownership, not disloyalty. Another highlighted that both high-conversion campaigns and high-trust cultures are built the same way: by creating space for real, unfiltered voices that aren’t afraid to challenge or reframe ideas.
An IIM Kashipur graduate added that true leadership isn’t about dominating conversations, but about enabling others to speak. They emphasized that psychological safety isn’t just a “nice-to-have” but a foundation for real innovation and trust within a team.
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