I Am Right: How Ego Blocks Connection and Safety

In this compelling close to Ore-atory’s “Talk is Tough” mental health series, host Lindsey Schultz sits down with Stephen Dummit of Tradewinds Leadership to tackle the final stigma lie: “I am right.” This episode pulls back the curtain on how ego, when left unchecked, becomes a silent saboteur of communication, creativity, and psychological safety—especially on mining and construction teams.

Stephen opens the conversation with the simple but powerful distinction: being right doesn’t always mean being correct. The pair dive into how sticking to familiar ways of doing things—“because that’s how we’ve always done it”—prevents teams from adapting, innovating, or fully engaging every team member. Lindsey relates this directly to industry practices, where hierarchy and tradition can unintentionally block smarter, safer solutions.

The discussion shifts into leadership behaviors, particularly the courage it takes to admit you’re wrong. Lindsey shares a personal story of a senior leader whose humility in owning mistakes fostered a team culture of trust, growth, and emotional safety. Stephen reinforces that such vulnerability is not weakness—it’s strength that invites connection and creates space for others to contribute fully.

Throughout the episode, listeners are introduced to the importance of curiosity as a counterweight to ego. By asking more questions and holding off on quick judgment, leaders and team members alike can better understand one another and make more informed decisions. Curiosity fosters openness; ego shuts it down.

The episode also explores how seemingly small actions—asking someone how they’re really doing, inviting input from a quieter team member, or simply sitting among your crew instead of in front of them—can send powerful messages of inclusion and respect. Stephen illustrates this with stories from job sites and safety stand-downs, reinforcing that leadership is more about presence and behavior than position.

Lindsey and Stephen emphasize that creating team magic doesn’t require sweeping organizational overhauls. Instead, it’s about equipping teams with simple tools—like the four “stigma lies” from the series—and giving them a common language to understand each other better. These small shifts can have a big ripple effect across departments and companies.

They close the episode with a powerful reminder: You don’t have to be in charge to influence culture. Every team member has the power to create change, starting with how they communicate and how they show up for each other. Whether you lead a crew of five or fifteen, the tools shared in this series can help you build a safer, more connected, and higher-performing team.