What if your team had a shared way to name what’s really going on — without blame, shame, or defensiveness?
That’s what happened when I introduced the “Above and Below the Line” mindset model to 20 mid-level leaders at a major hospital. It gave them common language to explore mindset, behaviour, and culture — and it changed how they lead.
Because this isn’t just about better communication. It’s about Connected Leadership and the trust and psychological safety that power it. When we can name what we notice, we can shift how we show up. That’s the difference between reacting and responding.
The mindset tool every Connected Leader needs in their kit.
Originally from “The 15 Commitments of Conscious Leadership” by Dethmer, Chapman and Klemp, this simple but powerful model helps leaders recognise when they’re in a growth mindset (above the line) — and when they’re stuck in reactivity (below the line).
At Leaders Change Room, we’ve embedded this concept into The People Equation, the first pillar of our 3P Relationship-Centred Leadership Model. It all starts with safety. And the line gives us a practical, moment-to-moment way to build it.
The real reason trust breaks down and how wise leaders bring it back.
Connected Leadership isn’t about charisma or control. It’s about awareness, trust, and responsiveness, especially in high-pressure moments.
When people feel safe (psychologically, emotionally, physically), they operate from trust, curiosity and calm. That’s Above the Line.
When they don’t, they slip into protection – blame, control, people-pleasing, withdrawal. That’s Below the Line. It’s not a flaw – it’s human.
Connected Leaders don’t judge reactivity. They notice it, name it, and hold space for return. That’s their quiet superpower not fixing, but gently leading their teams back to presence.
How one hospital shifted culture in weeks using shared language
With this team, we explored what tends to pull each person below the line and what helps them reset.
One leader used the language to open a conversation they’d been avoiding for months. Naming “below the line energy” created space for honesty, not defence.
Others started using it in meetings. A simple check-in — “Where are we on this?” — helped the team acknowledge pressure, support each other, and shift together.
It became cultural. Performance conversations softened. Accountability felt safer. Teams held each other to shared values — not through pressure, but connection. Emotional fluency went up. Avoidance went down. People started leading themselves.
Why this mindset model isn’t just emotional it’s a performance tool
In our People Equation, safety is the entry point. Without it, teams stay in survival, not strategy, not creativity, not growth.
Above and Below the Line gives Connected Leaders a real-time way to build that safety. It makes the abstract idea of “psychological safety” tangible, visible and shared.
This isn’t just emotional intelligence. It’s a practical culture-shaping tool — grounded in clarity, care, and conscious choice.
Start team meetings with:
“What’s one moment this week you dropped below the line — and how did you shift back?”
Make it a 2-minute reflection. This normalises being human, not perfect. It sets a tone of honesty and growth.
Co-create a “this-is-how-we-roll” list:
“When we go below the line, here’s how we bring ourselves back.”
Short. Practical. Visible. Think fridge magnet, not poster. When teams own the rules, they own the accountability.
In one-on-ones or offsites, ask:
“What knocked you below the line recently — and what helped you bounce back?”
Capture insights in a “Team Bounce Back Playbook” — a living resource of real stories and shared wisdom.
Choose one small daily habit to practise awareness. For example:
“Take one breath before replying to that snarky email.”
“End the day by naming one thing that went right.”
Use sticky notes or whiteboard ticks. Small. Consistent. Sustainable.
Language shapes culture. And this language builds connection, clarity, and care.
The quiet mindset shift that powers strong, human-centred leadership
Connected Leadership isn’t about staying positive. It’s about staying present, especially when things get hard. It’s about noticing when you or someone else slips out of trust — and choosing the path back.
Above or below the line?
It’s the quiet question at the heart of every resilient, high-trust culture.
And it might just be the most powerful leadership tool you introduce this year.
Creating Connected Leaders who 10X Team Performance in 12 months
Keynote Speaker | Facilitator | Leadership Coach
Justine partners with CEOs, GMs and HR leaders to help leadership teams reconnect to purpose, rebuild trust, and embed practical rhythms that drive performance and wellbeing. With 20+ years in executive leadership and development, she blends neuroscience, positive psychology and commercial insight to build high-trust cultures across government, health, community, finance and purpose-led sectors.
