When giving challenging news, leaders cannot just "drop the bombshell and walk out." A successful approach requires three steps: 1) be clear and direct with the news, 2) provide the context and rationale behind it, and 3) stay to connect with the team, showing commitment and outlining next steps.

To combat complacency, Supercell's CEO opened an all-hands meeting by showing an animated slide of their declining global ranking year-by-year. This act of transparent and painful self-critique from the top created the psychological safety and urgency needed to rally the team around a new strategy.

Many leaders enter QBRs seeking praise for their team's activities. The crucial mindset shift is from seeking validation to taking responsibility for the business's health. This means having the courage to present uncomfortable truths revealed by data, even if it challenges the status quo.

Venture capitalist Jeanne Cunicelli emphasizes that a core tenet of her leadership is fostering a "no surprises" environment. This means encouraging forthright communication and providing direct, real-time feedback, ensuring major issues are surfaced early and annual reviews never contain unexpected information.

Don't be afraid to surface problems to executives, as their job is almost entirely focused on what's not working. Withholding a problem is unhelpful; clarifying and framing it is incredibly valuable. Your champion isn't offending their boss by raising an issue, they're demonstrating strategic awareness.

To create a future-ready organization, leaders must start with humility and publicly state, "I don't know." This dismantles the "Hippo" (Highest Paid Person's Opinion) culture, where everyone waits for the boss's judgment. It empowers everyone to contribute ideas by signaling that past success doesn't guarantee future survival.

A leader's most difficult but necessary task is to be truthful, even when it hurts. Avoiding hard realities by "fluffing around" creates a false sense of security and prevents problems from being solved. Delivering honest feedback empathetically is critical for progress and building trust, distinguishing effective leaders from ineffective ones.

Leaders often avoid sharing negative news to "not scare the children." However, this creates an information vacuum that teams will fill with the "darkest ideas available" from other sources. Leaders must compete with misinformation by providing clear, honest context, even when it's difficult.

When leaders use a tool like Working Genius to openly admit, "Hey, I suck at a few things. And here's the proof," it creates a liberating culture. It signals to everyone that it's safe to be vulnerable, acknowledge their own areas of frustration, and ask for help without fear of judgment.