Sébastien Page leadership psychology challenges the idea that leadership is about confidence, charisma, or constant action. Instead, Page argues that effective leadership begins with self-awareness, deep listening, and the ability to make balanced decisions—even when that means quitting a failing strategy. As Chief Investment Officer at T. Rowe Price and an award-winning author, Page blends research, psychology, and real-world corporate lessons to redefine what modern leaders should prioritize.

How Does Sébastien Page Leadership Psychology Avoid Goal-Induced Blindness?

A core theme in Sébastien Page leadership psychology is the danger of “goal-induced blindness”—when a leader becomes so fixated on metrics that they ignore culture, ethics, and well-being. Page cites cases like Wells Fargo and Volkswagen to show how measurable goals can backfire. He also shares a personal story of burnout early in his career, warning that leaders must balance ambition with health, meaning, and long-term thinking.

Why Does Sébastien Page Emphasize Meaning, Relationships, and Long-Term Happiness?

According to Sébastien Page leadership psychology, happiness fuels achievement—not the other way around. Drawing on positive psychology and the PERMA model, Page reminds leaders that purpose, engagement, and strong relationships drive sustained performance. Whether you’re analyzing markets or leading a team, tying daily work to a broader mission helps people thrive and stay resilient.

What Does Sébastien Page Say About Feedback, Trust, and Humility in Leadership?

In Sébastien Page leadership psychology, self-awareness is the ultimate leadership advantage. Page urges leaders to actively ask for feedback, model vulnerability, and avoid micromanaging. Trust and mutual respect—not authority—create high-performing teams. The most powerful leadership skill, he argues, is the courage to say “I don’t know,” listen deeply, and show up as a real human being rather than a flawless hero.