If you have employees: Be sexist

Yes, you read that right.

It's time to get cancelled!

Because today, I'm going to share the most controversial piece of leadership advice I've ever received.

I started noticing it a while back, and it was later confirmed by a friend who has far more experience in leadership than I do.

Although he's even younger than I am, he's already helped employees navigate midlife crises, saved marriages, and accomplished numerous other feats—all to ensure his teams perform at their absolute best.

He definitely knows what he's talking about. (I'm curious to hear your guesses on who he might be—feel free to reply to this email!)

During a recent call, he confirmed something I'd suspected:

As a leader, you have to be sexist.

Not in the way of hiring based on gender (even though that can work as well), or paying people less.

I'm referring to the way you address problems and deliver feedback.

While individual differences always matter—and you should keep those differences in mind:

You can't pretend gender doesn't play a role.

This is precisely why many men struggle when working with women.

It's not because women aren't capable; it's simply because the way they process feedback often differs.

& Here's the most high-impact advice my friend gave me:

While you should never water down your feedback, it's crucial—especially with women—to detach criticism from the person and avoid bringing emotions into the conversation yourself.

The more analytical and objective your approach, the better your outcomes will be.

Cheers,

Tyler