Hey there,

Ever get the feeling your exec team has a secret handshake?

If it feels like there’s a velvet rope and a “no outsiders allowed” sign at the top, you’re not imagining things. Welcome to the dreaded executive inner circle—part exclusive club, part innovation killer.

This week, we’re diving into the mysterious and sometimes destructive world of inner circles, and how HR superheroes (that’s you) can spot them—and stop the chaos—before it spreads.

🔄 Echo Chambers – Where Ideas Go to Die

Imagine a room where everyone nods and agrees… all day. Sounds fun, right? Not for your business. Inner circles often become echo chambers that:

• Kill creativity faster than a Monday morning meeting

• Make execs think they’re always right (spoiler: they’re not)

• Ignore the real world outside the corner office

💡 Innovation? What Innovation?

Inner circles don’t just affect morale—they kill innovation. How can you tell if your execs’ “VIP table” is sabotaging new ideas? Look for:

• Resistance to fresh perspectives

• Teams losing interest in strategy talks because the same few voices always win

• Change moving slower than a dial-up connection

🌟 Words from the CHRO: Why Inner Circles Are Dangerous

We loved this insight from Satheesh K V, CPO at ACKO. He shared a story about a leader asking him how he had integrated into ACKO’s 8-year-old team. Satheesh’s first thought?

The leader then shared his own experience—six months at a startup, trying to get into the founder’s inner circle… and never making it. Those invisible walls can leave a lasting mark.

In Satheesh’s words, ACKO felt different. Integration isn’t about “breaking in.” It’s organic, effortless, and inclusive. Leadership and teams don’t just open doors—they open conversations. Inclusiveness flows top-down, and people genuinely feel part of the journey from day one.

💡 HR Takeaway: How to Stop Inner Circles from Forming

Inner circles often arise from informal habits, favoritism, or lack of structured communication. Here’s how HR can step in:

• Encourage transparency: Make decisions, projects, and leadership discussions visible to relevant teams. No secret rooms, no “VIP only” meetings.

• Promote cross-functional collaboration: Mix people across teams and levels for projects and discussions. Diverse interactions break down exclusive cliques.

• Model inclusive leadership: Train leaders to actively invite input from everyone—not just the usual voices. Leaders set the tone for inclusion.

• Monitor access and opportunities: Keep an eye on who gets mentoring, promotions, or special assignments. Ensure opportunities aren’t concentrated in a small group.

• Foster open feedback: Create safe channels for employees to speak up when they feel excluded or overlooked—and act on it consistently.

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Great workplaces aren’t built by programs—they’re built by leaders and teams who include, listen, and act every single day.

That’s all for now, HR heroes! Keep breaking silos, championing inclusion, and shaping workplaces where talent thrives. See you in the next edition!

-Team TSOW! 👋