The Ghost of Leaders Past: How Past Leaders Haunt Present Teams

What if I told you your team might not be reacting to you… but to a ghost? You can be a great boss, but if a past leader has wounded your team, they may be unable to receive your new ideas or your attempts to build trust. You didn’t create the ghost, but it’s now your responsibility to help your team heal from it. Today, we’re discussing the ghosts of leadership past, how to identify them, their impact on your team, and how to help them heal through presence, consistency, and intentional leadership.

Why the Past Matters:

Every leader inherits more than a team. You inherit their experiences, assumptions, and wounds, especially if your predecessor led with fear, control, shame, or inconsistency. You may not have created the culture, but you’re stuck inside it.

Ex.    You say, “Let’s talk about how that meeting went,”

They hear: “Here comes the takedown.”

Ex.    You say, “Can I offer a suggestion?”

They brace for shame.

How do you know if your team is operating under the influence of a leadership ghost?

1. Feedback Aversion

You offer kind and helpful feedback, but it’s often met with defensiveness, shutdown, or silence.

2. Over-Apologizing or Over-Explaining

Employees often provide lengthy justifications for minor mistakes, anticipating punishment.

3. Chronic Undercommunication

People avoid saying hard things or giving feedback because they learned that honesty comes at a cost.

4. Mistrust of Positive Feedback

They look skeptical when you praise them like they’re waiting for the “but.”

5. Low Initiative

They’re capable but cautious. Not because they lack drive but because the last time they stuck their neck out, they were ridiculed or shut down.

Q: Have you ever seen these signs in a team member? What effect did these signs have on your opinion of them? Did you consider that their behavior could be related to a past leader? Why or why not?

How do you break free from the ghost?

1.    Name It You don’t need to bash the last leader, but you do need to acknowledge the emotional residue that remains. Try saying:  “I know in the past, feedback may have come with stress or shame. I want you to know that’s not how we’re going to do it here.”

2.    Repattern the Feedback Loop Look for every opportunity to deliver positive feedback. Your goal is to normalize encouragement. When providing developmental feedback, tie it to their growth, not your authority. Say things like: “Here’s something I believe will help you grow into your next level…”

3.    Consistency Over Intensity

Don’t try to fix years of mistrust in one grand speech. Instead, show up with consistent, predictable support. Reliability builds safety faster than charisma.

4.    Ask, Don’t Assume

If you sense resistance, lean into curiosity by asking, “Can I ask how you’ve experienced feedback in the past?” or “What kind of feedback helps you thrive?” Their answers will reveal what past patterns you’re dealing with and how to overcome them.

5.    Celebrate Vulnerability

When someone takes feedback well or gives it to you, be sure to spotlight it. Trust grows where it’s noticed.

Q: Think back to a time you worked for a new leader. What did they do to help build trust? Did they try any of these strategies? How did their efforts help or hurt your ability to trust them? What role did your experience with your previous leader play?

Application Activities:

1. What ghosts of past leaders still show up on your team? Take some time to consider patterns within your team as a whole, rather than focusing on individual members. If there is an area where all your team members seem to struggle, it may be related to a destructive pattern established by a past leader. Develop a plan to demonstrate to your team that you are going to lead differently. Something as simple as a clear meeting where you share what your team can expect from you and help set the table for new patterns.

2. Sometimes, the ghosts we hold onto are personal, not company-specific. Some of your employees may be holding onto a feedback style they received from a parent, teacher, or coach. Make an effort to ask your team members lots of open-ended questions, especially if you notice they are having a hard time taking initiative or accepting feedback. You may find that they are responding negatively to you due to a past personal situation. This is an excellent opportunity to share your heart and follow it up with consistent action.