Some people are difficult, true. And a lot of leadership also depends on the chemistry between individuals. Some people just don't get along and that's fine, we all think in different way. But you shouldn't take disillusionment with BS as a sign of uncooperation. Sure in some cases you should just cut your losses and move on, but I feel you have to be in touch with reality in all circumstances.
If I, as a manager, would see someone rolling their eyes during a 'c-suite bullcrap' presentation I'd later ask them what's wrong and try to understand their point of view (unless there was an obvious reason). That is the two-way street you talk about, but don't see you strongly conveying. Being open to feedback, even the negative kind, is when you know you can truly trust your leaders.
Based on that you can reasses is there discrepancy between words and actions, or is the person just generally very anti-authority and doesn't like their higher ups no matter what. Either way you build up a rapport and see if you can turn things around in both cases, but if the person is being unreasonable I guess you just should cut your losses.
If I, as a manager, would see someone rolling their eyes during a 'c-suite bullcrap' presentation I'd later ask them what's wrong and try to understand their point of view (unless there was an obvious reason). That is the two-way street you talk about, but don't see you strongly conveying. Being open to feedback, even the negative kind, is when you know you can truly trust your leaders.
Based on that you can reasses is there discrepancy between words and actions, or is the person just generally very anti-authority and doesn't like their higher ups no matter what. Either way you build up a rapport and see if you can turn things around in both cases, but if the person is being unreasonable I guess you just should cut your losses.