In high-stakes corporate and professional environments, disengagement rarely looks like people slacking off. More often, it takes a far more disruptive form: Resenteeism . Employees experiencing resenteeism stay in their roles despite feeling deeply dissatisfied, burnt out, or unappreciated. Constrained by market uncertainties, specialized roles, or golden handcuffs, they don’t leave. Instead, they remain physically present while actively—and often vocally—broadcasting their frustration. Resentment acts like a slow-release toxin in an organization. It drags down team velocity, erodes psychological safety, and quietly metastasizes across high-performing cultures. The Hidden Blindspot: Misdiagnosing Resentment When leaders spot resentment in the ranks, the knee-jerk reaction is often transactional: assume a bad attitude, offer a temporary perk, or mandate a performance review. Through the lens of formal axiology and the ProAdvisorCoach MindScan™ framework, resentment is rarely a s...