Peek-a-boo! Peek-a-who! Peek-a-you?

Picture this:

A town hall meeting. The CEO steps onto the stage, radiating enthusiasm.

"Your voices matter here," they proclaim, spreading their arms wide. "This is your company too. We want your honest, unfiltered feedback!"

Peek-a-boo! 🎤 The microphone begins its journey through the crowd. Not a single hand rises. Bonus points for seeded, pre-scripted questions because everyone knew it would happen.

Peek-a-who? 👥 A colleague leans in and whispers, "What's the point? They never actually listen."

Peek-a-you? 🤯 Here's where it gets wild: We're not playing just one game of peek-a-boo in our organizations. We're playing two very different versions, and knowing which one you're in changes everything.

The Well-Meaning Guide

Some leaders genuinely want to create amazing culture but keep missing the mark.

They're like enthusiastic guides with slightly miscalibrated compasses. The intention to lead somewhere great is real, but they're creating unintended detours.

These are the leaders who genuinely mean "let's explore this together!" but haven't noticed their actions are sending the team in a different direction.

The Fake Culture Show

Then there's the carefully crafted performance.

This isn't about confusion or good intentions. It's about deliberately wearing masks.

Every "we value feedback" is calculated. Every "open door policy" comes with invisible strings.

It's not a blind spot. It's a spotlight, carefully aimed to showcase the culture they want you to see, while building something entirely different.

Spotting the Difference: Intention and Motivation Count

The Feedback Reality

The Well-Meaning Miss

Promise: "I want to hear every voice!"Reality: Gets excited about feedback but drops the ball on follow-throughTell:Genuinely surprised when hearing people don't feel heard

The Fake Feedback Loop

Promise: "We're a feedback-driven culture!"Reality: Feedback gets sanitized, buried, or used against youTell: Watch what happens to those who speak too honestly

The Work-Life Balance Story

The Accidental Underminer

Promise: "Take all the time you need!"Reality: Works late themselves, unintentionally setting expectationsTell:Actually distressed when learning about team burnout

The Balance Facade

Promise: "We champion work-life balance!"Reality: Celebrates overwork while preaching balanceTell: "Unlimited" PTO somehow means "barely used" PTO

The Warning Signs

In fake culture environments, watch for:

• Decisions made long before "consultation" begins

• Culture surveys that mysteriously improve despite reality

• "Not a team player" labels for truth-tellers

• Special rules for revenue generators

• "That's not what we meant" when you take them at their word

Breaking Through: Real Solutions for Both Games

For Our Well-Meaning Guides

Look, if you're accidentally playing peek-a-boo, here's your path to authenticity:

Get Real About Impact

"But I meant well!" isn't helping your team find their way. Try this instead:

• Ask directly: "Where am I saying one thing but showing another?"

• Track the gap between your intended direction and where you're actually leading

• When someone points out a disconnect, thank them and correct course immediately

Build Trust Through Action

That "open door" policy? Let's make it real:

• Block actual time for those conversations you say you want

• Show up fully (yes, that means closing your laptop)

• Act on what you hear within 48 hours, even if it's just a small step

Real Talk Example:"I heard you. My 'open door' is useless if I'm always in meetings. I've blocked 2-4pm daily for real conversations. No laptop, no phone, no excuses."

For Fake Culture Theater

Let's be real. This isn't about confusion or good intentions. This is about choosing masks over meaning. Here's how to challenge it:

Name the Game

• Document the disconnect between words and reality

• Track what happens to honest feedback (or those who give it)

• Notice who gets to break the "rules" without consequences

Change the Rules

• Protect and amplify truthtellers

• Challenge cultural gaslighting ("that's not what we meant...")

• Create consequences for fake culture, especially at the top

Truth Bomb Example:"If we really value work-life balance, let's track after-hours emails from leadership and publish the results monthly. Real culture shows up in real behaviors."

Your Move

Ready to transform your peek-a-boo pattern?

1. Identify which version you're experiencing

2. Take one visible action to align words and reality

3. Share your story to help others spot their own games

Remember: Real culture isn't about perfect promises. It's about genuine presence and aligned action. Because organizational authenticity isn't a show to watch. It's a choice we make every day.

What's your next authentic move?