I recently spoke about the surprising similarities between leadership and stand-up comedy, and one point really resonated: in both roles, your primary job is to facilitate the expectations of your audience.

In comedy, most people come to a show to laugh. The comedian’s job is simple in concept but challenging in execution: create an environment where laughter thrives.

In leadership, most people come to work with the intent to do good work, contribute meaningfully, and be appreciated. A leader’s job is similarly straightforward at its core: facilitate an environment where hard work and appreciation flourish.

But here’s the twist: in both scenarios, there’s always a minority who challenge the flow. Some people attend comedy shows to heckle, and some come to work to be disruptive. This is an unchangeable reality. The key to success lies not in wishing these individuals away but in recognising, respecting, and managing them appropriately.

What happens when these disruptors go unchecked? Let’s revisit the comedy analogy I shared:
Imagine a comedian who lets hecklers dominate the show. At first, the majority of the audience grows uncomfortable. They didn’t pay good money to hear a heckler - they came for the comedian.

Over time, fewer and fewer of the “good laughers” come back. They find other shows that protect the audience experience.

Meanwhile, unchecked hecklers multiply. Eventually, the comedian is left on stage in a room full of hecklers, and the very act of performing becomes miserable.

Now imagine this in a workplace. If leaders avoid addressing disruptions, the productive, motivated employees - the equivalent of the “good laughers” - will start looking elsewhere. Over time, the environment deteriorates, and the disruptors take over.

As a leader, don’t let this happen to you or your team. While it may feel uncomfortable to address disruptive behaviour, it’s your responsibility to protect the environment you’ve worked hard to cultivate. By managing the “hecklers” effectively, you ensure that the majority - your true audience - continues to feel supported, engaged, and appreciated.

Try setting this as a personal goal for yourself in 2025: be the kind of leader who always protects and facilitates a positive environment for your team. It’s not always easy, but it’s worth it - for the good of the audience and the leader alike.

Wishing you all a Merry Christmas and a fantastic New Year ahead! Let’s make 2025 the year we lead with clarity, courage, and care. 

By Dara Kiernan

Keywords: Coaching, Leadership, Management

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