Dr. Chris Mullen

Highly intelligent employees don’t just work hard

They work smart. Here’s how they stand out 👇

Thanks to my friend César Solís for this insightful post!
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16 Signs of a Highly Intelligent Employee:

1️⃣ They cheat on their job with a side hustle.
↳ Diversified income creates freedom and reduces dependence.

2️⃣ They treat everybody equally (including the cleaner).
↳ Respect builds trust and earns loyalty from everyone.

3️⃣ They rebel against micromanagement & dictator leaders.
↳ Independence drives creativity and better decision-making.

4️⃣ They know when to say no to a meeting.
↳ Protecting time ensures focus on meaningful work.

5️⃣ They help others advance in their career.
↳ Success multiplies when you lift others up.

6️⃣They don't respond to most emails.
↳ Prioritizing communication prevents wasting time on distractions.

7️⃣ They stay away from gossip and corporate politics.
↳ Drama-free zones allow for clarity and productivity.

8️⃣ They create passive income so if they get fired, it matters less.
↳ Financial independence gives you leverage and peace of mind.

9️⃣ They try entrepreneurship at least once
↳ Building something of your own expands skills and resilience.

🔟 They’re fine being the dumbest person in the room.
↳ Surrounding yourself with experts accelerates learning and growth.

1️⃣1️⃣ They ruthlessly protect their time.
↳ Time is your most valuable asset - guard it wisely.

1️⃣2️⃣ They focus on outcomes, not KPIs.
↳ Results matter more than arbitrary metrics.
1️⃣3️⃣ They’re wildly open to new ideas.
↳ Flexibility sparks innovation and uncovers hidden opportunities.

1️⃣4️⃣ They create stuff people want.
↳ Solving real problems creates lasting impact and value.

1️⃣5️⃣ They learn without being told.
↳ Curiosity fuels self-driven growth and continuous improvement.

1️⃣6️⃣ They’re humble.
↳ Staying grounded keeps you relatable and adaptable.

Greatness isn’t about playing it safe.

It’s about bold, intentional actions
that challenge the status quo.

❓ Which of these habits resonates with you the most?
Let me know below! 👇

Inspired by Dr. Carolyn Frost.
___________
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Staying in the wrong room isn’t loyalty—it’s self-sabotage.

Courage is knowing when to leave.

We’ve all been there: a job, a relationship, or a project that felt right at the start, but over time, something felt...off. 
Yet, admitting we chose the wrong door can feel harder than staying in the wrong room.

Sometimes, the bravest move isn’t walking through a door—it’s walking back out.

But first, let’s clarify what it is not:

❌ It’s not about staying in a job that drains you
❌ It’s not about ignoring persistent discomfort
❌ It’s not about fearing change
❌ It’s not about staying loyal to the wrong path
❌ It’s not about avoiding the truth
❌ It’s not about sacrificing your growth


Here are 5 actionable insights to help you recognize and respond when you're in the “wrong room“:

✅ Pause and Reflect: 
↳ Regularly ask yourself, “Am I growing here, or just enduring?” 
↳ Honest reflection is the first step to clarity.

✅ Listen to Discomfort: 
↳ Persistent unease isn't something to ignore—it's a signal. 
↳ Pay attention to recurring feelings of misalignment.

✅ Embrace the Pivot: 
↳ Admitting a misstep isn’t failure; it’s strategic redirection. 
↳ Every exit creates space for a better entrance.

✅ Lean on Your Network: 
↳ Talk to mentors, friends, or trusted colleagues.
↳ They can offer outside perspectives without judgment.

✅ Make the Move: 
↳ Action is the antidote to regret. 
↳ Even small steps away from misalignment are steps towards fulfillment.

❓ Have you ever realized you were in the wrong room—professionally or personally? 
❓ How did you make the decision to leave that room?


♻️ Repost to help other get out of the “wrong room.”
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Most teams aren’t unsafe—

they’re afraid of what honesty might cost.👇

A confident team isn’t always a safe team.
Real safety feels like trust without fear

Psychological safety isn’t about being nice.
It’s about building an environment where truth can exist — without penalty.

Where people speak up because they believe they’ll be heard,
Not just to be loud.

Here’s how to create a space where honesty doesn’t feel risky:

10 Ways to Foster Psychological Safety in Your Team

1️⃣ Acknowledge mistakes openly
↳ Normalize imperfection so everyone feels safe owning up.

2️⃣ Ask for feedback on your own performance
↳ Leaders go first.

3️⃣ Celebrate questions, not just answers
↳ Curiosity signals trust.

4️⃣ Pause for the quiet voices
↳ “We haven’t heard from X yet. What do you think?”

5️⃣ Replace blame with ‘Let’s find the cause’
↳ Shift from finger-pointing to problem-solving.

6️⃣ Speak last in discussions
↳ Let others lead; you’ll hear their raw perspectives.

7️⃣ Reinforce confidentiality
↳ Discuss ideas without fear they’ll be shared publicly.

8️⃣ Encourage respectful dissent
↳ Conflicting views spark creativity.

9️⃣ Admit you don’t know
↳ Authenticity paves the way for others to do the same.

🔟 Offer thanks for honest feedback
↳ Show appreciation for candor, even if it stings.

1️⃣1️⃣ Set clear expectations for respectful communication
↳ Clarity creates comfort and consistency.

1️⃣2️⃣ Create space for personal check-ins, not just work updates
↳ Human connection builds trust faster than status updates.

1️⃣3️⃣ Invite rotating team members to lead meetings
↳ Empowering others signals trust and grows confidence.

1️⃣4️⃣ Support team members who take thoughtful risks
↳ Reward courage even when outcomes aren’t perfect.

1️⃣5️⃣ Recognize effort and growth, not just outcomes
↳ Celebrate the process, not just the win.

Psychological safety doesn’t grow from good intentions,
It grows from repeated proof that honesty matters more than perfection.

❓ Which one will you try first? Let me know in the comments.

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When you have a manager with high EQ...

You will see a difference in your team.

We all notice it.

We see:

- Better communication
- Higher morale
- Less conflict

A manager with high EQ brings many benefits.

Here’s how Emotional Intelligence (EQ) makes a difference:

1. 𝗦𝗲𝗹𝗳-𝗔𝘄𝗮𝗿𝗲𝗻𝗲𝘀𝘀
↳ They understand their own emotions.
↳ This helps them make better decisions.

2. 𝗦𝗲𝗹𝗳-𝗥𝗲𝗴𝘂𝗹𝗮𝘁𝗶𝗼𝗻
↳ They control their reactions.
↳ This keeps the team environment positive.

3. 𝗘𝗺𝗽𝗮𝘁𝗵𝘆
↳ They understand others' feelings.
↳ This builds trust and respect.

A high EQ manager is like a skilled conductor...

They bring harmony to the team;
Everyone performs at their best.

__________

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You can’t buy your way out of a toxic culture.

The paycheck can satisfy, but it can’t sustain 👇

What breaks people:
❌ Toxic environment
↳ No amount of money offsets daily dread.
❌ Micromanagement
↳ Kills creativity, trust, and motivation.
❌ Lack of psychological safety
↳ Fear silences voices.
❌ No recognition
↳ Invisible effort drains morale.

What builds real happiness:
✅ People-first culture
↳ Show employees they’re seen, heard, and valued.
✅ Empowered autonomy
↳ Trust them to do the job you hired them for.
✅ Consistent communication
↳ Transparency always wins.
✅ Wellbeing as strategy
↳ Prioritize balance—not burnout.

When we build healthy workplaces, we don’t just boost retention—we improve lives.

Because joy at work shouldn’t be an annual bonus.
It should be a daily experience.

❓What’s a small thing your company does to spark joy at work?

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The best cultures?

They’re built on daily kindness

I once worked with someone who always brought coffee for the custodian.
No spotlight. No applause. Just habit.

They said,
“Kindness shouldn’t be earned. It should be given.”

That changed the way I lead.

Because too often:

❌ Kindness is conditional
↳ And people feel they have to prove they deserve it
✅ Kindness is cultural
↳ It should surround people without needing permission

❌ We praise only when convenient
↳ And miss opportunities to uplift
✅ We recognize proactively
↳ Because people are more than their output

❌ We think kindness = weakness
↳ But cold leadership builds quiet resentment
✅ We see kindness = strength
↳ The strongest cultures lead with heart

❌ We wait for “milestones”
↳ But forget that humans need warmth daily
✅ We make kindness routine
↳ Because consistency is what builds trust

Takeaway:
If you want people to stay, grow, and give their best—
Lead with the kind of kindness that asks for nothing back.

❓When was the last time you gave kindness without a reason?

♻️ Share this to remind others: kindness costs nothing.

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