Attending WOBI NYC for the nth time was one of the best experiences yet. The speakers were not just world-class; they were rock stars and superstars in their fields. One of them was Dr. Adam Grant.
I had the privilege of interviewing Adam many years ago when he published his first book. Back then, he was brilliant yet reserved. Today, he’s a confident, commanding presence – sharper, funnier and clearly more certain of his calling.
His growth mirrors what he teaches: that we are all works in progress. Condensing the key points from his WOBI presentation, I walked away reminded of what outstanding leadership really means in our age of noise, AI and endless debate.
Adam began with a story that made the audience laugh, then think.
In one workplace study, employees were asked how many of their colleagues would steal money if they could get away with it. The answers ranged from five percent to 80 percent.
The punchline? Those who gave the higher numbers were also the ones most likely to steal themselves.
Grant calls this “the projection trap.” We see others through the lens of our own character. Givers assume everyone’s generous. Takers assume everyone’s taking advantage.
And this is why one of the most complex parts of leadership isn’t managing people – it’s managing your perception of people.
What you believe about others shapes how you treat them, and how you treat them shapes who they become. It’s the leadership’s version of the chicken-and-egg problem. Only this time, the chicken is your bias, and the egg is your culture.
I’ve met leaders who argue like lawyers in a courtroom. They enter every meeting not to understand, but to win.
You know the type. They quote policies, flash data and deliver PowerPoint slides that could tranquilize an audience.
Grant says great leaders think less like prosecutors and more like scientists. Scientists don’t argue to be right; they test to learn.
When confronted with disagreement, he suggests asking this disarming question:
“What evidence would change your mind?”
If the answer is “Nothing,” then you’re not having a discussion – you’re watching a sermon. At that point, silence is more thoughtful than persistence.
And then Dr. Adam Grant talks about “Psychological safety.”
He says that many leaders think it means everyone must always be agreeable and nice. Wrong.
Absolute psychological safety means people can speak the truth without fear, but they’re still expected to perform.
Safety without accountability breeds mediocrity.
Accountability without safety breeds fear.
But when you combine both, you get trust – and that’s where growth happens.
Grant also pointed out that leaders who admit mistakes actually gain credibility.
Teams trust those confident enough to be humble.
As often said in my Level Up Leadership seminar workshop,
“Vulnerability builds credibility, and when leaders show themselves vulnerable, then trust is built.”
But Grant says there is a catch.
When men poke fun at their own errors, they’re seen as relatable.
When women do, they risk being judged as less competent.
It’s not a failure of leadership – it’s a failure of culture.
And so he says:
“It’s time we stop treating humility as a performance and start treating fairness as a responsibility.”
When the topic of AI – Artificial Intelligence – is brought up, Grant refers to AI as “the polite new intern who never sleeps.”
AI now writes reports, drafts emails and even delivers empathetic responses to people’s emotional struggles.
In one study, AI-generated replies were rated more compassionate than those written by real doctors. That’s both fascinating and terrifying.
But here’s the difference: AI can mimic empathy, but it can’t mean it.
It can generate wisdom, but it can’t live it.
Technology can assist leadership – but only character can anchor it.
The world is moving fast. Arguments are louder, attention spans are shorter and algorithms are now competing with authors for inspiration.
But some truths never change:
• The most dangerous leader is the one who stops learning.
• The strongest culture is built on trust, not control.
• The wisest people are the quickest to say, “I might be wrong.”
So, the next time you find yourself in a heated argument – whether online or in the boardroom, pause and ask two questions:
1. Does this person show a willingness to listen and change their mind?
2. What evidence would change mine?
If the answer to either is “nothing,” it’s time to stop talking.
As Keanu Reeves once said:
“I’m at the stage in life where I stay out of arguments. Even if you say 1 + 1 = 5, you’re right. Have fun.”
Wise words from an action star who clearly knows how to fight but chooses not to.
And perhaps that’s the best definition of leadership in our noisy, AI-driven world.
Can’t wait to attend the next WOBI conference next year. (Join Francis Kong for his highly acclaimed full-day leadership event, Level Up Leadership – The Future of Work on Nov. 22, 2025, at The Lanson Place Hotel, Mall of Asia, Manila. Gain fresh insights on leadership, adaptability and excellence in today’s changing workplace. For inquiries, contact Sylene Alonzo 0976 638 8974 or Savee 0917 533 6817. Visit www.levelupleadership.ph for details.)
