{"id":3512,"date":"2026-07-12T16:52:09","date_gmt":"2026-07-12T14:52:09","guid":{"rendered":"https:\/\/www.elisadesimone.com\/?p=3512"},"modified":"2026-07-28T22:44:13","modified_gmt":"2026-07-28T20:44:13","slug":"responsible-leadership-and-group-dynamics","status":"publish","type":"post","link":"https:\/\/www.elisadesimone.com\/en\/leadership-responsabile-e-dinamiche-di-gruppo\/","title":{"rendered":"Responsible leadership and group dynamics"},"content":{"rendered":"<main class=\"wp-block-group alignwide eds-articolo-leadership-responsabile has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-25362e1f wp-block-group-is-layout-constrained\" style=\"background-color:#FFFFFF;padding-top:32px;padding-right:32px;padding-bottom:64px;padding-left:32px\">\n<section class=\"wp-block-group alignwide has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-1dbfb07a wp-block-group-is-layout-constrained\" style=\"border-top-left-radius:0px;border-top-right-radius:0px;border-bottom-left-radius:0px;border-bottom-right-radius:0px;border-left-color:var(--wp--preset--color--brand-violet);border-left-width:6px;background-color:#E8ECF4;padding-top:56px;padding-right:32px;padding-bottom:56px;padding-left:32px\">\n<p class=\"has-text-align-left alignwide has-text-color wp-block-paragraph\" style=\"color:#1F3A5F;margin-bottom:8px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.114), 15px);font-style:normal;font-weight:600\">Responsible Leadership \u00b7 Group Dynamics \u00b7 Case Studies<\/p>\n\n\n\n<h1 class=\"wp-block-heading has-text-align-left has-text-color\" style=\"color:#071A3D;margin-top:0;margin-bottom:16px;font-family:Playfair Display, Georgia, serif;font-size:clamp(27.894px, 1.743rem + ((1vw - 3.2px) * 2.285), 48px);font-style:normal;font-weight:700;line-height:1.15\">Responsible Leadership: When the Real Problem Isn&#039;t People, But the Relationship That Drives the Group<\/h1>\n\n\n\n<p class=\"has-text-align-left has-text-color wp-block-paragraph\" style=\"color:#475569;margin-top:0;margin-bottom:0;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.455), 18px);line-height:1.65\">A real-life case study of responsible leadership, group dynamics, and communication that shows how clarity, boundaries, and a different perspective on relationships can transform a project destined for failure.<\/p>\n<\/section>\n\n\n\n<section class=\"wp-block-group has-global-padding is-layout-constrained wp-container-core-group-is-layout-5b2b08c3 wp-block-group-is-layout-constrained\" style=\"padding-top:8px;padding-right:0;padding-bottom:24px;padding-left:0\">\n<div class=\"wp-block-group has-border-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-72c676fc wp-block-group-is-layout-constrained\" style=\"border-color:#D7DEE8;border-width:1px;border-radius:16px;background-color:#F6F8FB;padding-top:28px;padding-right:28px;padding-bottom:28px;padding-left:28px\">\n<h2 class=\"wp-block-heading has-text-color\" style=\"color:#071A3D;margin-top:0;margin-bottom:8px;font-family:Playfair Display, Georgia, serif;font-size:clamp(18.959px, 1.185rem + ((1vw - 3.2px) * 1.255), 30px);font-style:normal;font-weight:600;line-height:1.25\">In this article you will find<\/h2>\n\n\n\n<ul style=\"color:#1E293B;padding-left:22px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.341), 17px);line-height:1.75\" class=\"wp-block-list has-text-color\">\n<li>why many groups fail before they even start;<\/li>\n\n\n\n<li>what it means to me to exercise responsible leadership;<\/li>\n\n\n\n<li>the role of boundaries, objectives and participation criteria;<\/li>\n\n\n\n<li>how I read subtle dynamics, the energetic field and the morphic field in group processes;<\/li>\n\n\n\n<li>a real case of organizational transformation;<\/li>\n\n\n\n<li>the errors that transform inclusion into dispersion;<\/li>\n\n\n\n<li>what changes when leadership returns to fully assume its role.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-text-color wp-block-paragraph\" style=\"color:#475569;margin-top:8px;margin-bottom:0;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.341), 17px);line-height:1.75\">In this article, I share the key I use in my work to identify the point at which a project really starts to work\u2026 or stops working.<\/p>\n<\/div>\n<\/section>\n\n\n\n<article class=\"wp-block-group has-global-padding is-layout-constrained wp-container-core-group-is-layout-17795790 wp-block-group-is-layout-constrained\" style=\"padding-top:16px;padding-right:0;padding-bottom:32px;padding-left:0\">\n<h2 class=\"wp-block-heading has-text-color\" style=\"color:#071A3D;margin-bottom:8px;font-family:Playfair Display, Georgia, serif;font-size:clamp(23.043px, 1.44rem + ((1vw - 3.2px) * 1.7), 38px);font-style:normal;font-weight:700;line-height:1.2\">Responsible Leadership: The Problem Is Not People, But Awareness<\/h2>\n\n\n\n<p class=\"has-text-color wp-block-paragraph\" style=\"color:#1E293B;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.341), 17px);line-height:1.75\">One of the most common beliefs when a team stops working is that the problem is the people. Incompatible people. Difficult people. Unmotivated people. Over time, I&#039;ve learned to look at these cases from a different perspective.<\/p>\n\n\n\n<p class=\"has-text-color wp-block-paragraph\" style=\"color:#1E293B;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.341), 17px);line-height:1.75\">Very often, the issue isn&#039;t the participants, but responsible leadership. It&#039;s about how the project is defined, how clearly the objectives are stated, the boundaries within which the group is expected to work, and the responsibility of the leader. This case confirmed to me once again how responsible and informed leadership can impact the entire progress of a project.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote has-border-color has-text-color is-layout-flow wp-block-quote-is-layout-flow\" style=\"border-color:#7C6FE0;border-width:0 0 0 4px;color:#1A0F4E;margin-top:8px;margin-bottom:8px;padding-top:8px;padding-right:0;padding-bottom:8px;padding-left:24px\">\n<p class=\"wp-block-paragraph\" style=\"font-family:Playfair Display, Georgia, serif;font-size:clamp(15.747px, 0.984rem + ((1vw - 3.2px) * 0.938), 24px);font-style:italic;font-weight:400;line-height:1.45\">The problem isn&#039;t always the group. Sometimes it&#039;s the framework, which hasn&#039;t been clearly stated.<\/p>\n<\/blockquote>\n\n\n\n<h2 class=\"wp-block-heading has-text-color\" style=\"color:#071A3D;margin-top:24px;margin-bottom:8px;font-family:Playfair Display, Georgia, serif;font-size:clamp(23.043px, 1.44rem + ((1vw - 3.2px) * 1.7), 38px);font-style:normal;font-weight:700;line-height:1.2\">A project born with a positive intention, but without a shared direction<\/h2>\n\n\n\n<p class=\"has-text-color wp-block-paragraph\" style=\"color:#1E293B;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.341), 17px);line-height:1.75\">The client is Lucia, a wellness professional with over twenty years of experience. Her goal was to create a group experiential program in which diverse people could collaborate to achieve a common goal. The idea was sound. There was no shortage of interest. There were also numerous participants.<\/p>\n\n\n\n<p class=\"has-text-color wp-block-paragraph\" style=\"color:#1E293B;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.341), 17px);line-height:1.75\">The project, however, quickly began to show signs of disintegration. Communication became increasingly difficult. Interpretations increased. Conflicts remained implicit and created frustration. The group progressively lost direction until the process was interrupted.<\/p>\n\n\n\n<p class=\"has-text-color wp-block-paragraph\" style=\"color:#1E293B;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.341), 17px);line-height:1.75\">A superficial reading might have led one to conclude that the problem was simply people. My observation was different.<\/p>\n\n\n\n<h2 class=\"wp-block-heading has-text-color\" style=\"color:#071A3D;margin-top:24px;margin-bottom:8px;font-family:Playfair Display, Georgia, serif;font-size:clamp(23.043px, 1.44rem + ((1vw - 3.2px) * 1.7), 38px);font-style:normal;font-weight:700;line-height:1.2\">Responsible leadership begins long before group management<\/h2>\n\n\n\n<p class=\"has-text-color wp-block-paragraph\" style=\"color:#1E293B;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.341), 17px);line-height:1.75\">In my work, I always observe two levels. The first is the visible one: communication, behaviors, decisions, organizational structure. The second concerns the way I interpret nonverbal communication and egoic needs, the energetic field, and the subtle dynamics that accompany the project.<\/p>\n\n\n\n<p class=\"has-text-color wp-block-paragraph\" style=\"color:#1E293B;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.341), 17px);line-height:1.75\">This reading led me to a central point. I observed Lucia&#039;s difficulty in fully assuming responsibility for selecting participants. Such a choice would have entailed acknowledging that not everyone was compatible with the project&#039;s objectives and that different levels of awareness would inevitably lead to different modes of participation.<\/p>\n\n\n\n<p class=\"has-text-color wp-block-paragraph\" style=\"color:#1E293B;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.341), 17px);line-height:1.75\">In an effort to include everyone, the common direction remained implicit. Each participant constructed their own interpretation of the project. The result was dispersion.<\/p>\n\n\n\n<h2 class=\"wp-block-heading has-text-color\" style=\"color:#071A3D;margin-top:24px;margin-bottom:8px;font-family:Playfair Display, Georgia, serif;font-size:clamp(23.043px, 1.44rem + ((1vw - 3.2px) * 1.7), 38px);font-style:normal;font-weight:700;line-height:1.2\">Free expression, not free interpretation<\/h2>\n\n\n\n<p class=\"has-text-color wp-block-paragraph\" style=\"color:#1E293B;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.341), 17px);line-height:1.75\">This principle is one of the cornerstones of my work. Free expression is a value. Free interpretation of the project&#039;s mission is a risk.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote has-border-color has-text-color is-layout-flow wp-block-quote-is-layout-flow\" style=\"border-color:#6B5B95;border-width:0 0 0 4px;color:#1A0F4E;margin-top:8px;margin-bottom:8px;padding-top:8px;padding-right:0;padding-bottom:8px;padding-left:24px\">\n<p class=\"wp-block-paragraph\" style=\"font-family:Playfair Display, Georgia, serif;font-size:clamp(15.747px, 0.984rem + ((1vw - 3.2px) * 0.938), 24px);font-style:italic;font-weight:400;line-height:1.45\">Free expression is a value. Free interpretation of the project&#039;s mission is risky.<\/p>\n<\/blockquote>\n\n\n\n<p class=\"has-text-color wp-block-paragraph\" style=\"color:#1E293B;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.341), 17px);line-height:1.75\">Every group needs a clear statement of purpose, values, responsibilities, and working methods. This framework doesn&#039;t limit people. It helps them understand whether they truly want to share that journey, allowing each person to make an informed choice whether or not to join.<\/p>\n\n\n\n<p class=\"has-text-color wp-block-paragraph\" style=\"color:#1E293B;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.341), 17px);line-height:1.75\">Defining participation criteria doesn&#039;t mean creating barriers to entry. It simply creates a natural filter. People who are truly aligned with that purpose find a coherent space. Those looking for something different can navigate paths more suited to their current situation.<\/p>\n\n\n\n<h2 class=\"wp-block-heading has-text-color\" style=\"color:#071A3D;margin-top:24px;margin-bottom:8px;font-family:Playfair Display, Georgia, serif;font-size:clamp(23.043px, 1.44rem + ((1vw - 3.2px) * 1.7), 38px);font-style:normal;font-weight:700;line-height:1.2\">The role of the mirror<\/h2>\n\n\n\n<p class=\"has-text-color wp-block-paragraph\" style=\"color:#1E293B;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.341), 17px);line-height:1.75\">My intervention was developed through strategic and consultative support. I observed the group dynamics, analyzed communication, and conveyed to the client the insights that emerged from my interpretation. My role was to act as a mirror and catalyst.<\/p>\n\n\n\n<p class=\"has-text-color wp-block-paragraph\" style=\"color:#1E293B;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.341), 17px);line-height:1.75\">Through this discussion, the client recognized some mechanisms that until then she had not considered and, in fact, had not wanted to consider, for fear of appearing uninclusive, too selective, or arrogant. Her egoistic need to preserve her image as a good and inclusive person was, in fact, producing precisely the opposite result.<\/p>\n\n\n\n<p class=\"has-text-color wp-block-paragraph\" style=\"color:#1E293B;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.341), 17px);line-height:1.75\">As is well known, the ego tends to protect its image and the coherence of the narrative it has constructed about itself, even when this means hindering the resolution of the problem. From that moment on, it began to define more explicit participation criteria, fully assumed its guiding role, and transformed an implicit intention into a shared direction.<\/p>\n\n\n\n<h2 class=\"wp-block-heading has-text-color\" style=\"color:#071A3D;margin-top:24px;margin-bottom:8px;font-family:Playfair Display, Georgia, serif;font-size:clamp(23.043px, 1.44rem + ((1vw - 3.2px) * 1.7), 38px);font-style:normal;font-weight:700;line-height:1.2\">The results<\/h2>\n\n\n\n<p class=\"has-text-color wp-block-paragraph\" style=\"color:#1E293B;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.341), 17px);line-height:1.75\">After this realignment, the work began to function differently. Subsequent groups were constructed according to clearer criteria, participants were more aligned, communication became more explicit, and collaboration more effective. The role of the person leading the process also finally became more clearly defined.<\/p>\n\n\n\n<div class=\"wp-block-group has-border-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-d02469bb wp-block-group-is-layout-constrained\" style=\"border-color:#C5D0F5;border-width:1px;border-radius:16px;background-color:#F0F4FF;padding-top:24px;padding-right:24px;padding-bottom:24px;padding-left:24px\">\n<p class=\"has-text-align-center has-text-color wp-block-paragraph\" style=\"color:#071A3D;margin-top:0;margin-bottom:0;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.455), 18px);font-style:normal;font-weight:700;line-height:1.6\">clarity of roles and responsibilities \u2192 compatibility criteria \u2192 alignment \u2192 communication \u2192 collaboration<\/p>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading has-text-color\" style=\"color:#071A3D;margin-top:24px;margin-bottom:8px;font-family:Playfair Display, Georgia, serif;font-size:clamp(23.043px, 1.44rem + ((1vw - 3.2px) * 1.7), 38px);font-style:normal;font-weight:700;line-height:1.2\">What this project confirmed: compatibility and incompatibility must be recognized with awareness and responsibility<\/h2>\n\n\n\n<p class=\"has-text-color wp-block-paragraph\" style=\"color:#1E293B;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.341), 17px);line-height:1.75\">Every project creates its own relational field. Without explicit direction, that field tends to fragment. When responsible leadership clearly states the purpose, boundaries, and responsibilities, the group has a shared structure within which to collaborate.<\/p>\n\n\n\n<p class=\"has-text-color wp-block-paragraph\" style=\"color:#1E293B;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.341), 17px);line-height:1.75\">In my work, I don&#039;t just work on visible communication. I observe the dynamics that generate it, identify the point of greatest responsibility, and help the client transform that awareness into operational choices. For me, responsible leadership isn&#039;t about controlling people; it&#039;s about creating the conditions for the right people to work together in the same direction.<\/p>\n<\/article>\n\n\n\n<section class=\"wp-block-group has-global-padding is-layout-constrained wp-container-core-group-is-layout-ec31d38b wp-block-group-is-layout-constrained\" style=\"padding-top:40px;padding-right:0;padding-bottom:40px;padding-left:0\">\n<h2 class=\"wp-block-heading has-text-align-center has-text-color\" style=\"color:#071A3D;margin-bottom:8px;font-family:Playfair Display, Georgia, serif;font-size:clamp(23.043px, 1.44rem + ((1vw - 3.2px) * 1.7), 38px);font-style:normal;font-weight:700;line-height:1.2\">Questions to help you find your way around<\/h2>\n\n\n\n<p class=\"has-text-align-center has-text-color wp-block-paragraph\" style=\"color:#475569;margin-top:0;margin-bottom:24px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.341), 17px);line-height:1.65\">Some questions help clarify the meaning of the work, without reducing it to a rigid formula.<\/p>\n\n\n\n<details class=\"wp-block-details has-border-color has-background is-layout-flow wp-block-details-is-layout-flow\" style=\"border-color:#D7DEE8;border-width:1px;border-radius:14px;background-color:#FFFFFF;margin-bottom:12px;padding-top:18px;padding-right:20px;padding-bottom:18px;padding-left:20px\"><summary>What is responsible leadership?<\/summary>\n<p class=\"has-text-color wp-block-paragraph\" style=\"color:#1E293B;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.227), 16px);line-height:1.7\">In my work, responsible leadership is the ability to declare a clear direction, take responsibility for one&#039;s choices, and create a shared framework within which the group can operate. It therefore involves self-awareness and the consequences of one&#039;s choices on others.<\/p>\n<\/details>\n\n\n\n<details class=\"wp-block-details has-border-color has-background is-layout-flow wp-block-details-is-layout-flow\" style=\"border-color:#D7DEE8;border-width:1px;border-radius:14px;background-color:#F6F8FB;margin-bottom:12px;padding-top:18px;padding-right:20px;padding-bottom:18px;padding-left:20px\"><summary>What role do group dynamics play?<\/summary>\n<p class=\"has-text-color wp-block-paragraph\" style=\"color:#1E293B;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.227), 16px);line-height:1.7\">Group dynamics profoundly influence the quality of collaboration, communication, and decision-making. Observing them allows us to identify critical issues that often go unnoticed at a purely operational level.<\/p>\n<\/details>\n\n\n\n<details class=\"wp-block-details has-border-color has-background is-layout-flow wp-block-details-is-layout-flow\" style=\"border-color:#D7DEE8;border-width:1px;border-radius:14px;background-color:#FFFFFF;margin-bottom:12px;padding-top:18px;padding-right:20px;padding-bottom:18px;padding-left:20px\"><summary>What do I mean by morphic field, energy field and subtle dynamics?<\/summary>\n<p class=\"has-text-color wp-block-paragraph\" style=\"color:#1E293B;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.227), 16px);line-height:1.7\">These concepts are part of the reading model I use in my work to interpret what I observe in relational and organizational processes. The human energy field is the set of electromagnetic, electrical, and bioenergetic fields produced by the body (heart, brain, mitochondria), measurable with scientific instruments and modified by emotions. Emotions and thoughts are energy.<\/p>\n\n\n\n<p class=\"has-text-color wp-block-paragraph\" style=\"color:#071A3D;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.227), 16px);font-style:normal;font-weight:700;line-height:1.7\">Solid scientific evidence:<\/p>\n\n\n\n<ul style=\"color:#1E293B;padding-left:22px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.227), 16px);line-height:1.7\" class=\"wp-block-list has-text-color\">\n<li>The heart generates a magnetic field that can be measured up to several centimeters from the body.<\/li>\n\n\n\n<li>Emotions alter the coherence of the heart field (HeartMath research).<\/li>\n\n\n\n<li>Different emotional states alter the mitochondrial bioenergy of the brain and immune system.<\/li>\n\n\n\n<li>Emotions have measurable thermal and thermodynamic effects.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-text-color wp-block-paragraph\" style=\"color:#071A3D;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.227), 16px);font-style:normal;font-weight:700;line-height:1.7\">Scientific sources:<\/p>\n\n\n\n<ul style=\"color:#475569;padding-left:22px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.114), 15px);line-height:1.7\" class=\"wp-block-list has-text-color\">\n<li><a href=\"https:\/\/www.scienzebiofisiche.it\/pubblicazioni\/Teoria%20consapevolezza%20Unificata-TCCU.pdf\" target=\"_blank\" rel=\"noopener\">Unified Consciousness Theory<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.elav.eu\/benessere-e-stress-come-le-esperienze-di-vita-riscrivono-la-bioenergia-del-cervello\/\" target=\"_blank\" rel=\"noopener\">Well-being and stress: life experiences and the brain&#039;s bioenergy<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.sciencedirect.com\/science\/article\/pii\/S0732118X25000443\" target=\"_blank\" rel=\"noopener\">Study published on ScienceDirect<\/a><\/li>\n<\/ul>\n<\/details>\n\n\n\n<details class=\"wp-block-details has-border-color has-background is-layout-flow wp-block-details-is-layout-flow\" style=\"border-color:#D7DEE8;border-width:1px;border-radius:14px;background-color:#F6F8FB;padding-top:18px;padding-right:20px;padding-bottom:18px;padding-left:20px\"><summary>Does selecting mean excluding?<\/summary>\n<p class=\"has-text-color wp-block-paragraph\" style=\"color:#1E293B;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.227), 16px);line-height:1.7\">No. Defining participation criteria means clarifying the project&#039;s purpose, protecting the group&#039;s work, and fostering consistent collaboration. Compatibility isn&#039;t a whim of the ego. It&#039;s a matter of awareness. You can&#039;t force compatibility where it doesn&#039;t exist. That would be disrespectful to yourself and others.<\/p>\n<\/details>\n<\/section>\n\n\n\n<section class=\"wp-block-group alignwide has-border-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-581d2a20 wp-block-group-is-layout-constrained\" style=\"border-color:#C5D0F5;border-width:1px;border-radius:16px;background-color:#F0F4FF;padding-top:48px;padding-right:32px;padding-bottom:48px;padding-left:32px\">\n<p class=\"has-text-align-center has-text-color wp-block-paragraph\" style=\"color:#6256BC;margin-bottom:6px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.114), 15px);font-style:normal;font-weight:700\">Related case study<\/p>\n\n\n\n<h2 class=\"wp-block-heading has-text-align-center has-text-color\" style=\"color:#071A3D;margin-top:0;margin-bottom:12px;font-family:Playfair Display, Georgia, serif;font-size:clamp(21.027px, 1.314rem + ((1vw - 3.2px) * 1.474), 34px);font-style:normal;font-weight:700;line-height:1.2\">Want to read about the project that inspired this insight?<\/h2>\n\n\n\n<p class=\"has-text-align-center has-text-color wp-block-paragraph\" style=\"color:#475569;margin-top:0;margin-bottom:24px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.341), 17px);line-height:1.65\">This article is based on a case study already on the site. You can read it to see the work in its most conceptual and concise form.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-71375737 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link has-text-color has-background has-custom-font-size wp-element-button\" href=\"\/en\/responsible-leadership-case-study\/\" style=\"border-radius:12px;color:#FFFFFF;background-color:#1F3A5F;padding-top:14px;padding-right:24px;padding-bottom:14px;padding-left:24px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.227), 16px);font-style:normal;font-weight:600;text-transform:none\">Read the case study<\/a><\/div>\n<\/div>\n<\/section>\n\n\n\n<section class=\"wp-block-group alignwide has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-63f53436 wp-block-group-is-layout-constrained\" style=\"border-radius:16px;background-color:#071A3D;padding-top:48px;padding-right:32px;padding-bottom:48px;padding-left:32px\">\n<h2 class=\"wp-block-heading has-text-align-center has-text-color\" style=\"color:#FFFFFF;margin-top:0;margin-bottom:12px;font-family:Playfair Display, Georgia, serif;font-size:clamp(22.041px, 1.378rem + ((1vw - 3.2px) * 1.586), 36px);font-style:normal;font-weight:700;line-height:1.2\">Do you want to know if I can help you?<\/h2>\n\n\n\n<p class=\"has-text-align-center has-text-color wp-block-paragraph\" style=\"color:#D8D3F4;margin-top:0;margin-bottom:24px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.341), 17px);line-height:1.65\">If you&#039;re experiencing a communication, alignment, or leadership issue, we can work together to identify where the project is stalling and where responsibility needs to be refocused.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-71375737 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link has-text-color has-background has-border-color has-custom-font-size wp-element-button\" href=\"\/en\/contacts\/\" style=\"border-color:#D8D3F4;border-width:1px;border-radius:12px;color:#1F3A5F;background-color:#FFFFFF;padding-top:14px;padding-right:24px;padding-bottom:14px;padding-left:24px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.227), 16px);font-style:normal;font-weight:600;text-transform:none\">Contact me<\/a><\/div>\n\n\n\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link has-text-color has-background has-border-color has-custom-font-size wp-element-button\" href=\"\/en\/who-am-i\/\" style=\"border-color:#D8D3F4;border-width:1px;border-radius:12px;color:#1F3A5F;background-color:#FFFFFF;padding-top:14px;padding-right:24px;padding-bottom:14px;padding-left:24px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.227), 16px);font-style:normal;font-weight:600;text-transform:none\">Who am I<\/a><\/div>\n\n\n\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link has-text-color has-background has-border-color has-custom-font-size wp-element-button\" href=\"\/en\/projects-and-transformations\/\" style=\"border-color:#D8D3F4;border-width:1px;border-radius:12px;color:#1F3A5F;background-color:#FFFFFF;padding-top:14px;padding-right:24px;padding-bottom:14px;padding-left:24px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.227), 16px);font-style:normal;font-weight:600;text-transform:none\">Portfolio<\/a><\/div>\n<\/div>\n<\/section>\n<\/main>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>","protected":false},"excerpt":{"rendered":"<p>A project nearing a standstill, a divided team, and a manager convinced she must manage difficult people. A real-life case study shows how changing the way we interpret relational dynamics, reestablishing clear boundaries, and assuming responsible leadership can transform the functioning of the entire team.<\/p>","protected":false},"author":1,"featured_media":3691,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"pmpro_default_level":"","_uag_custom_page_level_css":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"disabled","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[52,169],"tags":[],"class_list":["post-3512","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-psicologia-e-societa","category-casi-scenari","pmpro-has-access"],"uagb_featured_image_src":{"full":["https:\/\/www.elisadesimone.com\/wp-content\/uploads\/2026\/07\/geralt-office-10181740_1280.jpg",1280,714,false],"thumbnail":["https:\/\/www.elisadesimone.com\/wp-content\/uploads\/2026\/07\/geralt-office-10181740_1280-150x150.jpg",150,150,true],"medium":["https:\/\/www.elisadesimone.com\/wp-content\/uploads\/2026\/07\/geralt-office-10181740_1280-300x167.jpg",300,167,true],"medium_large":["https:\/\/www.elisadesimone.com\/wp-content\/uploads\/2026\/07\/geralt-office-10181740_1280-768x428.jpg",768,428,true],"large":["https:\/\/www.elisadesimone.com\/wp-content\/uploads\/2026\/07\/geralt-office-10181740_1280-1024x571.jpg",1024,571,true],"1536x1536":["https:\/\/www.elisadesimone.com\/wp-content\/uploads\/2026\/07\/geralt-office-10181740_1280.jpg",1280,714,false],"2048x2048":["https:\/\/www.elisadesimone.com\/wp-content\/uploads\/2026\/07\/geralt-office-10181740_1280.jpg",1280,714,false],"trp-custom-language-flag":["https:\/\/www.elisadesimone.com\/wp-content\/uploads\/2026\/07\/geralt-office-10181740_1280-18x10.jpg",18,10,true],"mailpoet_newsletter_max":["https:\/\/www.elisadesimone.com\/wp-content\/uploads\/2026\/07\/geralt-office-10181740_1280.jpg",1280,714,false],"yarpp-thumbnail":["https:\/\/www.elisadesimone.com\/wp-content\/uploads\/2026\/07\/geralt-office-10181740_1280-120x120.jpg",120,120,true]},"uagb_author_info":{"display_name":"Elisa de Simone","author_link":"https:\/\/www.elisadesimone.com\/en\/author\/wp_11702012\/"},"uagb_comment_info":0,"uagb_excerpt":"Un progetto vicino al blocco, un gruppo diviso e una responsabile convinta di dover gestire persone difficili. Un caso reale mostra come cambiare la lettura delle dinamiche relazionali, ristabilire confini chiari e assumere una leadership responsabile possa trasformare il funzionamento dell\u2019intero gruppo.","_links":{"self":[{"href":"https:\/\/www.elisadesimone.com\/en\/wp-json\/wp\/v2\/posts\/3512","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.elisadesimone.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.elisadesimone.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.elisadesimone.com\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.elisadesimone.com\/en\/wp-json\/wp\/v2\/comments?post=3512"}],"version-history":[{"count":4,"href":"https:\/\/www.elisadesimone.com\/en\/wp-json\/wp\/v2\/posts\/3512\/revisions"}],"predecessor-version":[{"id":3805,"href":"https:\/\/www.elisadesimone.com\/en\/wp-json\/wp\/v2\/posts\/3512\/revisions\/3805"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.elisadesimone.com\/en\/wp-json\/wp\/v2\/media\/3691"}],"wp:attachment":[{"href":"https:\/\/www.elisadesimone.com\/en\/wp-json\/wp\/v2\/media?parent=3512"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.elisadesimone.com\/en\/wp-json\/wp\/v2\/categories?post=3512"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.elisadesimone.com\/en\/wp-json\/wp\/v2\/tags?post=3512"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}