Leaders: You Aren’t Immune to Cancel Culture
Why playing it safe won’t save you—and how bold leadership can help you rise above the backlash
Ok, I’m going to get real with you all. Someone once tried to cancel me. It was one of the most horrifying experiences of my life, and I rarely talk about it. Long before “cancel culture” became a buzzword, I was publicly shamed by someone who knew nothing about me—they just didn’t like an ad campaign my team had launched.
The tweet was simple but cutting: “Michelle Denogean should be fired.” I was mortified. A few others jumped in to add fuel to the fire, but fortunately, it didn’t spread too far.
What stung the most wasn’t the tweet itself—it was my company’s response or lack thereof. Every executive had reviewed and approved the campaign, yet when the backlash came, they stayed silent, apologized to the industry, and left me to take the fall.
With time—and maybe a touch of “aged like fine wine” perspective—I can finally talk about it. Sharing this experience feels essential because cancel culture is very real, and it could already be present in your company. It might not rise to the level of a public takedown but don’t underestimate how easily it can surface within the walls of your own organization.
We’ve all seen companies that seem to make headlines regularly—not for their innovations, but for scandals, layoffs, or a controversial CEO email. Leaders are painfully aware that even the smallest misstep can spiral into a PR crisis, potentially derailing their career or their company’s reputation. This fear of backlash fosters an environment of constant scrutiny. That’s cancel culture infiltrating the workplace—an exhausting, paralyzing force that leaves leaders too scared to say or do anything that might “upset the internet.”
The result? It’s not just mediocrity—it’s cultural decay. When leaders stop being transparent and authentic, employees feel it. They become disengaged, frustrated, and ultimately disloyal. Disengaged employees are often the ones who cancel you from the inside out, leaking private emails, sharing every misstep with someone on the outside, or even fueling a public backlash. Cancel culture in the workplace doesn’t just stifle innovation; it breeds resentment and can destroy your organization from within.
Here’s the truth: Trying to dodge cancel culture by playing it safe won’t work. If you want to grow, you have to build resilience, not fear. This is a critical message in my book GrowUp—real leadership isn’t about appeasing everyone; it’s about having the conviction to stand by your values and embrace the superpowers that define you.
When I think back to that tense time, it wasn’t just about surviving the backlash. We spent so much time “managing the narrative” that we forgot why we were there in the first place. The culture we created was, in a word, timid. Nobody wanted to rock the boat or risk having an opinion that wasn’t 100% “safe.” And in the end, we all lost.
Here’s what I wish I’d known then, and what I’m sharing with you now:
Cancel Culture Thrives on Problems, So Solve Them Quickly
When fear dominates, leaders focus on optics, not solutions. This is where Innovators excel—they tackle challenges head-on with creative problem-solving. The key is to stay focused on fixing the root cause of issues—not the symptoms—and to do it swiftly. Don’t let fear of backlash delay the problem-solving process; instead, lean into it. A quick, thoughtful solution is more powerful than any PR spin.Execution Doesn’t Stop When the Storm Hits
Cancel culture creates paralysis, but Builders know that forward momentum is non-negotiable. During moments of scrutiny, focus on what needs to get done. Revisit your goals, keep delivering on your promises, and ensure your team has the clarity and tools they need to stay on track. Cancel culture feeds on stagnation—keep building, and don’t let fear derail your execution.Culture Is the Ultimate Shield Against Cancellation
A company with strong, authentic relationships between its people is harder to cancel. This is where Connectors thrive—they excel at fostering trust and collaboration, creating an environment where employees feel seen, valued, and aligned with the mission. When your culture prioritizes connection and trust, your team becomes your strongest defense. Engaged employees don’t just shield you from internal leaks or dissent—they actively work to support the mission, even in tough times.Winning Isn’t Just External—You Have to Win Your Team
Some leaders focus only on external audiences during times of crisis, but Persuaders know the real work starts internally. Winning isn’t just about appeasing the public; it’s about inspiring your team to stay aligned and confident in the mission. Share your vision, be open about your mistakes, and show that you’re still the right leader to drive success. When your team believes in you, they’ll become your biggest advocates.
To the Leaders Who Want to Avoid Being Canceled: Be Bold, Be Transparent, Be Unstoppable
Cancel culture thrives on secrecy, hesitation, and cracks in leadership. But it cannot withstand leaders who stand tall, lead with transparency, and rally their team behind a bold vision. If you spend your career trying to please everyone, you’ll end up pleasing no one—and lose your voice and your values along the way.
The antidote to cancel culture is bold, authentic leadership. Solve problems quickly. Keep building. Prioritize trust and connection. Rally your team. But above all, own your mistakes. Your employees don’t expect perfection—they expect honesty.
Cancel culture isn’t going away, but neither are the leaders brave enough to rise above it. Stand firm. Be real. Lead like your company’s future depends on it—because it does.
To learn more about my GrowUp framework and how it can help grow your leadership style visit: Michelledenogean.com
