We’ve all experienced these micro-moments in our careers, even if we didn’t recognize them at the time. Maybe it was a manager who kicked off a Monday morning meeting by asking about your daughter’s soccer tournament, remembering her name, and showing genuine interest. Perhaps a leader took a moment before a critical meeting to express gratitude to the IT team for working late to resolve a critical system outage.

These seemingly small gestures are anything but insignificant. They’re the foundation of deeper connection, inspiration, and positivity in the workplace, reminding us that we’re not just employees but valued members of something bigger.

Why Micro-Moments Make a Big Difference

Think about your own personal experience for a moment. Have you ever had a direct manager who asked about your weekend out of genuine interest? Or a leader who went above and beyond to publicly acknowledge your efforts on a significant project? These aren’t just moments of kindness. They’re the kind of moments that drive loyalty, ignite passion, and provide a true sense of belonging.

People and teams thrive on meaningful connection. We spend so much of our lives at work, yet it’s easy for leaders to overlook just how essential it is to create that sense of belonging. And when they do, it’s a missed opportunity with real consequences. The research is clear: Gallup found that employees who feel recognized are not only more engaged but also more productive. Similarly, Deloitte highlights that fostering a culture of belonging makes employees feel valued while driving connection and engagement across teams. These small, thoughtful actions don’t just boost morale but also drive real, measurable results.

The Domino Effect

Small, positive actions compounded over time can have far-reaching impact beyond our initial expectations. Sarah, a senior leader at a healthcare company who I’ve been working with for the past three months, noticed that Luke, a relatively new hire, was putting in long hours trying to keep up with the team’s tools and workflows. Instead of brushing it off as just part of the new-hire learning curve, Sarah took 15 minutes one evening to sit down with Luke. She shared practical advice to help him process the information more effectively and avoid feeling overwhelmed.

That small gesture from a senior leader made a drastic difference. Within a month, Luke quickly established himself as a valuable resource for the greater team. But it didn’t stop there. Sarah gave him a well-deserved shoutout during a team meeting, and you could see his confidence skyrocket. Inspired by Luke’s growth and Sarah’s leadership, other team members started stepping up. They started sharing insights and supporting one another more openly. What began as a quick conversation with an overwhelmed new hire ended up transforming the entire team dynamic.

That’s the power of micro-moments in action.

4 Simple Ways to Build Micro-Moments

You don’t need a robust plan or an endless to-do list to start creating meaningful micro-moments. Instead, it’s about consistently showing up, being intentional, and paying close attention to those around you. Here are a few practical ways to effectively integrate micro-moments into your everyday leadership:

1. Recognize Effort, Even the Small Stuff

You don’t have to wait for a major milestone to celebrate someone’s consistent effort. Recognize the small wins along the way. A quick “I noticed how you handled that client issue yesterday; great work!” can have a massive impact.

Example: One executive I know starts every team meeting by thanking a team member for a specific contribution that week. This small gesture sets the tone and reminds everyone of the value of their efforts.

2. Ask Questions and Actually Listen

Sometimes, showing genuine curiosity about someone’s life or work is enough to forge a deeper connection. Asking about their project or their kid’s soccer game can mean a whole lot more than you think.

Pro Tip: Active listening matters just as much as asking thoughtful questions. Don’t rush the conversation or treat it like another task on your to-do list. Truly focus on what they’re saying.

3. Personalize Your Interactions

Incorporate small touches of personalization to show others you see them as human beings and not just employees. Whether it’s remembering a favorite coffee order or sending a quick ‘Happy Birthday!’ on Slack, these thoughtful gestures can deepen bonds over time.

Example: A department head I work with recently surprised a new team member with cupcakes on their first work anniversary. It wasn’t part of a formal program. It was just her way of saying, ‘I remember, and I care.’ That simple act made a lasting impression.

4. Be Fully Present

It’s easier than ever to multitask during conversations or meetings. But nothing shows someone they matter more than giving them your full, undivided attention. Put the phone away, minimize distractions, and focus entirely on the person in front of you.

Why It Works: Being fully present shows respect and makes others feel valued, turning even brief interactions into meaningful moments. Despite being considered common sense, this simple gesture is not commonly practiced.

Micro-Moments Lead to Major Impact

Exceptional leadership isn’t about achieving perfection. It’s about building deeper connections. If you’re waiting for big moments to make an impact, you’re missing the moments that matter the most. Recognizing effort, showing genuine curiosity, and making time for small interactions deepen trust and belonging and create a workplace where people want to show up every day.

What’s powerful about micro-moments is that they don’t require a Herculean effort. A quick thank you, a kind word, or even a smile can brighten someone’s day. Multiply those moments across a team, and the ripple effects can transform your culture. It’s the small, consistent actions that often leave the biggest impact.

What micro-moments will you create today? Whether it’s a simple “thank you,” a handwritten note, or a few extra minutes of attention, take the time to connect. Your team, and your leadership, will feel the difference.

Ultimately, leadership isn’t solely about grand speeches or intricate strategies. It’s the seemingly small, intentional actions that often create the biggest impact.

The post The Power of Micro-Moments: Small Actions, Big Impact appeared first on Matt Mayberry.

Many people mistake building culture for surface-level perks, such as the flexibility to work three days a week, casual dress codes, or having a manager who avoids challenging team members. While these aspects can improve the work environment, they don’t define an organization’s culture. Culture isn’t about memorizing a company’s mission statement or core values plastered on the wall. It’s also not intended to make everyone happy or to eliminate discomfort entirely. In fact, the most effective organizational cultures set high standards and expectations that often push people beyond their comfort zones.

What Culture Isn’t

The perks we often see in modern workplaces—such as sleep pods, free snacks, and gym memberships—don’t represent what culture is. They’re simply beneficial perks. While they can enhance the employee experience, confusing perks with the process of building culture often leads to misplaced priorities. In my 13 years of management consulting and advisory work, I’ve seen this misunderstanding derail countless efforts to build a thriving workplace with organizations of all sizes.

This isn’t to imply organizations shouldn’t strive to offer the best perks for their employees; it simply doesn’t capture the true essence of culture. Perks might create temporary satisfaction, yet they don’t automatically build a resilient and high-performing culture. Recognizing this distinction is crucial to understanding culture’s true essence. Confusing perks with culture is a path that often leads many organizations astray.

Culture as Behavior at Scale

So, what is culture exactly? At its core, culture is behavior at scale—the collective actions, mindsets, and decisions of people across an organization. It’s not just how team members behave when their manager is watching; it’s how they show up when no one’s looking.

Effectively building culture influences how people perceive their roles, interact with others, and approach their work on a daily basis. Consider this: on Sunday evening, do your team members dread Monday, or are they genuinely excited to contribute? These subtle, unspoken feelings reveal the true essence of your culture. It’s not about what’s written in a company handbook; it’s about what’s lived and felt every day.

Culture’s Role in Driving Excellence

Culture is the heartbeat of organizational excellence. Many leaders invest heavily in developing strategic plans but then neglect to consider the behaviors required to execute them. Culture acts as a link between strategic objectives and daily actions, propelling organizations towards excellence.

Transformational leaders understand that culture isn’t an afterthought but the foundation that supports everything else. The heartbeat of any thriving organization is its culture. Without a strong cultural backbone, strategy remains just a plan.

Engaging Hearts and Minds

Culture does more than drive execution, though. It connects with people on a deeper level, engaging their hearts and minds. While data and performance metrics play a role, they rarely spark the kind of passion or enthusiasm that truly ignites people outside a select few high-performing self-starters.

What inspires people is having a total understanding of their role in the organization’s vision and how their daily work contributes to the bigger picture. This clarity of purpose is what building culture helps instill, driving engagement and enthusiasm across all levels of an organization.

Driving Alignment and Organizational Success

A strong culture drives alignment across all business units and teams. Despite their differing responsibilities, everyone must clearly understand how their work contributes to the organization’s overall objectives. In such thriving cultures, every division collaborates, rowing in unison toward a shared destination.

Building culture isn’t just a component of organizational excellence—it’s the core driver. Culture isn’t about temporary emotional highs induced by perks but the sustainable fulfillment of knowing one’s part within a greater whole. For leaders, nurturing and sustaining a strong culture is essential for achieving excellence.

For deeper insights and actionable strategies for building culture, explore my Wall Street Journal bestseller, Culture Is the Way—a guide to building thriving, high-performing organizations.

The post Beyond Perks: Building a Culture That Drives Success appeared first on Matt Mayberry.

For leaders, the challenge lies in balancing today’s results with tomorrow’s potential. True excellence isn’t about quick fixes; it’s about embedding purpose, empowering people, and driving continuous growth to build a legacy that lasts.

Why Continuous Improvement Matters

At the heart of sustainable excellence is a mindset of continuous improvement, a key component of any sustainable growth formula. While this principle originated in quality management decades ago, it’s even more relevant in today’s dynamic business world. The organizations that stay agile and competitive are those that consistently refine processes, enhance products, and respond to feedback.

But here’s the real key: continuous improvement isn’t just about processes and tools—it’s about creating a culture where learning never stops. Imagine a workplace where innovation thrives, employees are encouraged to take calculated risks, and ideas are freely shared. When leaders cultivate this environment, they unleash internal solutions and constant innovation.

Toyota’s longstanding commitment to Kaizen, a philosophy meaning ‘change for the better,’ has been a core tenet in their rise as a global leader in operational excellence. Toyota encourages all employees to identify and implement improvements, and this mindset has helped Toyota set the standard for operational excellence. Their success is no accident; it’s the result of a workforce driven to adapt, learn, and improve every day.

Balancing Today’s Results with Tomorrow’s Ambitions

The pressure to deliver quarterly results can make it tempting to prioritize short-term profits above all else. However, organizations that solely concentrate on immediate gains often overlook the broader picture.

Research from McKinsey offers compelling evidence to support this. Their 2023 report revealed that companies investing in both financial performance and employee well-being see stronger, more sustainable results over time. Take Patagonia as an example. By integrating environmental responsibility and corporate culture into its core strategy, the company has achieved exceptional customer loyalty, financial success, and impressive resilience, even during economic downturns. For companies like Patagonia, achieving success today and ensuring success tomorrow are inextricably linked.

Long-term success doesn’t require compromising today’s ambitions, but it does call for a clear sustainable growth formula. It’s about thriving now while setting the stage for future achievements. Leaders who understand this duality draw a clear connection between short-term wins and long-term plans, ensuring every effort contributes to broader organizational objectives.

Embedding Purpose into Daily Operations

One of the most powerful ways to bridge short- and long-term success is by embedding purpose into daily operations. Purpose-driven companies stand out because they strive to create value not just for shareholders but also for employees, customers, and society, forming a cornerstone of their sustainable growth formula.

Unilever is a powerful example. By integrating ‘sustainable living’ into their operations, they reduced their environmental footprint by 65% in manufacturing emissions compared to 2008 levels and achieved 69% faster growth in their Sustainable Living Brands, which accounted for 75% of the company’s growth by 2018. This approach hasn’t just strengthened their competitive edge in the marketplace—it’s also made them a dream employer for purpose-driven talent.

Conscious capitalism offers another perspective. It’s a business model that places equal value on people, purpose, and profit. Companies that adopt this approach attract talent seeking meaning in their work and customers whose spending aligns with their values. It’s proof that doing good and doing well are not mutually exclusive.

Leading the Way to Sustainable Excellence

One thing I’ve learned from working with some of the world’s greatest brands over the last decade is that sustainable excellence is never an accident. It requires deep intentionality from leaders in shaping their organization’s culture. Here are three critical ways leaders can gain momentum and start driving sustainable excellence:

1. Articulate a Meaningful Vision

A meaningful and inspiring vision gives purpose to everyday efforts and highlights the deeper reason as to why a company exists. It shows that sustainable excellence isn’t just a trendy phrase or hollow promise but a genuine commitment to building long-term success with heart and intention. However, having a meaningful vision is one thing; effectively communicating it is another.

2. Champion Integrity and Resilience

The temptation to cut corners or constantly chase after the quick wins will always be there. Leaders must stand firm, setting ethical standards and holding their teams accountable. When doing the right thing all the time becomes a deep-rooted non-negotiable, organizations can move forward with confidence and purpose.

3. Make Long-Term Benefits Tangible

Employees are more likely to commit to a vision when they understand how their work directly contributes to it. Leaders must actively demonstrate how sustainable practices benefit the organization in the present while building a solid foundation for future success. That said, this is often easier said than done. The leaders I’ve seen excel in this area over the years share one common trait: an exceptionally clear vision, paired with a relentless focus on bringing it to life by connecting it to everyday moments.

Unleashing a Legacy of Impact

Sustainable excellence isn’t simply a final destination. It’s a mindset and a way of being. And it requires constant nurturing. By empowering teams, embedding purpose, and committing to a compelling vision of the future that goes beyond just profits alone, organizations can turn today’s wins into a legacy of purpose-driven impact.

The organizations that thrive will be those that prioritize principles over shortcuts, guided by a sustainable growth formula to achieve both immediate results and enduring success.

What steps will you take today to secure your organization’s future brilliance?

The post The Excellence Imperative: Sustainable Growth Formula appeared first on Matt Mayberry.

At its core, exceptional leadership is about the continual pursuit of building and sustaining a genuine connection with those you lead.

Let’s explore why building these meaningful connections is pivotal for organizational culture and success and how today’s leaders can balance technology and human-centric behaviors to lead effectively.

Why Human Connection Matters in Leadership

Human connection is the glue that binds teams and organizations. It builds trust, fuels collaboration, and drives a deep sense of belonging. Great leaders intuitively understand that no amount of technological advancement can replace the strength of personal relationships. When individuals feel genuinely seen, heard, and valued by their leaders, they are more engaged, loyal, and committed to the organization’s mission.

Generative AI (gen AI) is transforming productivity, enabling faster, high-quality work. However, new research highlights a critical trade-off: while AI enhances task performance, it also significantly reduces intrinsic motivation while increasing boredom when employees turn to non-AI tasks.

These psychological costs, such as diminished engagement and creativity, highlight the importance of thoughtful AI integration. By combining AI contributions with human creativity, designing engaging solo tasks, and encouraging mindful AI usage, organizations can create a healthier balance. More importantly, the situation calls for a renewed focus on human-centric leadership—a leadership philosophy that prioritizes connection, purpose, and intentionality to help mitigate these challenges and ensure the workplace remains a space where people thrive.

The Challenges of Leadership and Maintaining Connection 

At first glance, technology might seem like the perfect tool to build deeper connections. Video calls, collaborative platforms, and automated feedback loops make it easier than ever to stay connected with large, dispersed teams. However, if not used thoughtfully, technology can inadvertently hinder authentic relationships.

• The Illusion of Connection: Digital platforms enable constant communication, but they often lack emotional depth. Replacing a heartfelt one-on-one conversation with a quick email or chat message can gradually erode trust and meaningful relationships.
• Overemphasis on Productivity: Many software tools prioritize efficiency and performance metrics, often at the expense of the human experience. This can leave employees feeling undervalued, as though their unique contributions are overshadowed by metrics.
• Communication Overload: While technology accelerates the flow of information, the sheer volume can overwhelm employees, making it harder to focus on meaningful interactions and connections.

To truly drive human connection in this tech-driven environment, leaders must prioritize presence over convenience, cultivate intentional communication, and create spaces for authentic interactions.

Leveraging Technology Without Losing Touch

I want to make one thing abundantly clear: technology isn’t the enemy of human connection—it’s how we choose to use it that truly matters. In fact, I believe that leaders who fail to properly leverage technology and generative AI risk diminishing their overall impact.

The most effective leaders strike a balance between the digital and personal realms, creating workplaces where both efficiency and empathy thrive. Here are some practical strategies for leveraging technology in leadership while staying focused on driving connection:

1. Use Technology to Enhance, Not Replace Face-to-Face Interactions

Even remote-first organizations can find opportunities to cultivate connection. For instance, companies like Buffer and Zapier, known for their fully remote workforces, organize in-person retreats to help colleagues forge deeper bonds. Virtual calls don’t have to focus solely on business; dedicating the first five minutes to personal check-ins can significantly enhance the experience.

2. Integrate Empathy Into Digital Tools

Leaders can cultivate a culture of warm, human communication, even in digital spaces. For example, rather than sending a blunt message like, “Can you get this done by Monday?”, a more thoughtful approach would be to say, “I hope your week is going well. Would it be possible to work on this by Monday?”—can make a significant difference. These small shifts in tone not only demonstrate empathy but also contribute to a more positive and supportive digital environment.

3. Balance Data with Storytelling

While metrics and data are vital, they rarely provide a complete picture. Similarly, relying solely on stories to make key points without credible data can be ineffective, especially during times of heightened emotion or stress. As highlighted in the Forbes article “The Leadership Mistake No One Admits—Storytelling Without Data Fails,” the most effective approach is to combine the two. Pairing compelling narratives with credible data creates a balanced and persuasive strategy, ensuring emotional resonance is backed by tangible evidence.

Arne Sorenson, the former CEO of Marriott International, exemplifies the effective use of technology without compromising emotional connection. During the COVID-19 pandemic, as Marriott faced some of the hardest times in its history, Sorenson delivered a heartfelt video message to the company’s 174,000 employees. Despite being visibly emotional and undergoing chemotherapy at the time, he shared the painful truths about the company’s struggles while expressing deep gratitude for the workforce’s resilience. His humility and sincerity resonated deeply and reinforced trust within the organization, proving that vulnerability and powerful storytelling are strengths in leadership.

Strategies for Leaders to Build Genuine Connections

For leaders looking to strengthen human connection, here are some practical steps:

1. Practice Active Listening: Create intentional space in meetings to genuinely hear the perspectives of others. Turn off notifications, avoid multitasking, and give individuals your full attention.
2. Empower Through Recognition: Consistently acknowledge the contributions of others, no matter how small. Spontaneous public recognition in meetings or personalized notes of gratitude can greatly boost morale. I’ve seen the power of this firsthand time after time.
3. Instill Psychological Safety: Encourage open conversations where team members aren’t afraid to share concerns, ideas, or challenges. Always reward vulnerability instead of penalizing it.
4. Lead by Example: Consistently demonstrate the values you want to see in your organization. If connection matters, prioritize it in your daily actions. Conduct regular one-on-ones, dedicate time to mentoring, and show employees they matter.
5. Celebrate Shared Moments: Whether it’s company milestones, personal anniversaries, or team achievements, always take the time to celebrate together. Shared appreciation over time strengthens bonds.

Building a Legacy of Leadership Connection

At the heart of every world-class organization are leaders who make people feel like more than just a number or simply employees. They create an environment where individuals feel valued, motivated, and inspired to bring their best selves to work. By prioritizing human connection, even amid rapid technological change, leaders can build cultures that thrive on trust, togetherness, and radical authenticity.

The question isn’t whether technology will change how we work, but whether we’ll have the courage to preserve what’s deeply human amid such advancement. Impact-driven leaders understand that while technology is transient, the power of human connection leaves an enduring legacy. Will you choose to lead in a way that strengthens those connections? The choice, and the impact, is yours.

The post Why Human Connection Still Defines Great Leadership appeared first on Matt Mayberry.

That moment of reflection reminded her of her essential purpose, and with that clarity, she walked into a meeting the next day ready to lead with focus and humility. Her renewed sense of direction strengthened her team, enabling bold decisions that began to shift the trajectory of the organization over the coming weeks.

This real-life example highlights a profound yet often overlooked truth about leadership: the power of self-leadership and leading from within. The foundation of exceptional leadership isn’t pretending to have all the answers or seeking recognition but staying grounded in purpose and values.

When leaders are able to cultivate this degree of inner clarity, they transform their ability to inspire teams, drive organizational change, and achieve meaningful outcomes. Here’s how you can start leading from within.

Self-Leadership as the Foundation

Imagine setting off on a cross-country drive without a GPS or a clear destination. That’s what leadership feels like without self-leadership. To lead others effectively, you first need to know where you’re headed, why it matters beyond just holding a title, and how your choices align with your personal values.

I explore this concept further in my latest book, The Transformational Leader. The core idea is simple yet powerful: without the ability to lead yourself with clarity and purpose, you can’t expect to effectively guide others or drive an entire organization forward. True leadership starts with self-awareness. It’s about recognizing what drives you, identifying your values, and summoning the courage to act in alignment with them every day.

Action Step

End each day by reflecting on how your decisions aligned with your values and impacted your team. Use these insights to refine your approach. These questions can uncover blind spots and help reconnect your daily actions to your long-term mission. By incorporating this practice regularly, you’re not just holding yourself accountable—you’re setting the foundation for intentional, value-driven leadership.

Adaptability Through Inner Strength

If the past few years have taught us anything, it’s that adaptability isn’t just important—it’s essential. For leaders navigating uncertainty and rapid change, it’s a non-negotiable skill. Mastering self-leadership and leading from within enhances the resilience needed to face challenges with confidence and clarity.

Consider Jacinda Ardern, New Zealand’s former prime minister. Her leadership during crises—from the Christchurch Mosque attack to the COVID-19 pandemic—stood out because she leaned into her values of empathy and transparency. These principles guided her decisions, shaped her communication, and inspired her nation, earning her global respect and unifying her country during its darkest times.

Adaptability isn’t just about reacting to challenges; it’s about staying grounded in purpose to approach difficulties with focus and creativity. Leaders who act in line with their values inspire others to do the same and make better choices.

Action Step

When uncertainty arises, approach it as an opportunity to adapt and thrive. Identify ways to remain flexible and open to new possibilities while staying grounded in your values. Proactively seek creative solutions and focus on specific actions that build resilience, ensuring you lead with clarity and inspire others to confront challenges head-on.

The Multiplier Effect of Empowered Teams

Leading from within isn’t about carrying the weight alone. It’s about empowering others and creating a space where people feel seen, valued, and inspired to share their ideas and take ownership. When people feel deeply supported, they often rise to the occasion—and that’s where true leadership impact shines.

Anne Mulcahy demonstrated this brilliantly when she took over as CEO of Xerox during one of its most tumultuous periods. From the outset, she understood that a single individual couldn’t transform the entire situation. Instead of letting outside pressure get to her and trying to micromanage everything, she focused on empowering her team. She prioritized open communication, encouraged risk-taking, and consistently reminded employees of the important role they played in rebuilding the company. Over time, this trust sparked innovation and laid the groundwork for a transformation that prepared Xerox for the digital age.

When leaders consistently and naturally empower their teams, the impact multiplies. Teams that feel they are trusted and valued are more willing to take creative risks, solve difficult problems, and contribute their best. And when those efforts are recognized and celebrated, the energy becomes contagious.

Action Step

Start delegating decision-making where it makes sense and ensure roles and expectations are clear while leaving room for creative problem-solving. At the same time, celebrate efforts, even when they don’t immediately succeed. For example, acknowledge innovative ideas in team meetings, and view setbacks as opportunities to learn and grow. These actions signal that risk-taking is welcome and allow your team to thrive.

The Power of Inner Reflection

Leadership can often feel like a never-ending race. The pace is relentless, and the pressure to manage countless priorities can make it hard to pause. But the truth is, great leadership doesn’t come from constant motion. It often comes from having the courage to slow down and reflect.

Indra Nooyi, former CEO of PepsiCo, exemplified this kind of intentional leadership. She made it a point to write heartfelt letters to the parents of her employees, acknowledging the impact their upbringing had on the company’s success. This deeply personal practice emerged from her own reflections on the unseen support systems that shaped her. Her actions weren’t just a kind gesture; they created a ripple of gratitude and loyalty throughout the organization, which ultimately contributed to a stronger, more engaged workforce—and, in turn, the company’s sustained success.

The true power of reflection lies in its ability to help you pause and ask if your decisions are staying true to your vision and goals. It’s in these quiet moments that you often uncover new ways to grow and adapt. Leaders who regularly make space for reflection not only gain clarity and a renewed sense of purpose—they also inspire their teams, who can feel the difference in every interaction.

Action Step

Start small. Dedicate 10–15 minutes each week to intentional reflection. Block this time on your calendar like any other important meeting, and use it to journal, take a mindful walk, or have a conversation with a trusted advisor. The goal is to create space to realign with your purpose and approach leadership with deep intentionality.

The Impact of Self-Leadership and Leading from Within

Leading from within isn’t just a strategy for navigating hard times; it’s a way of consistently leading that builds lasting impact. By mastering self-leadership, developing adaptability, and empowering others, you create an environment where people are inspired to do their best work. This path leads to smarter, more compassionate decisions and fosters innovation and resilience across organizations.

Ultimately, leadership isn’t about the title on your business card or rank in an organization. It’s about influence, purposeful decision-making, and positively impacting others along the way.

The decision to master self-leadership and lead from within is yours to make. Begin today, and you’ll not just transform your leadership but shape the future of those you lead.

The post Lead From Within: The Art of Self-Leadership appeared first on Matt Mayberry.

As negative and challenging as this reality may seem, it also brings a tremendous opportunity for leaders to address disengagement head-on. By acting with deep intentionality, organizations can gain a significant edge. Gallup estimates that fully engaging the world’s workforce could add $9.6 trillion in productivity to the global economy. Imagine what could happen if leaders truly unleashed the potential within their organizations.

The real question isn’t just why disengagement is happening, but how we address it. How do we, as leaders, create workplaces where people feel empowered, connected, and valued not just as employees but as individuals?

A Workforce Under Pressure

The challenges that have brought us to this very moment are complex and intertwined. For many managers, the past few years have been nothing short of tumultuous. Post-pandemic retirements, sudden turnover, hiring sprees gone awry, budget cuts, and shifts in customer expectations have left many feeling overwhelmed.

At the same time, many employees are grappling with rapid changes that touch every aspect of their lives—from inflation and housing costs to lingering concerns over health and well-being.

The latest Gallup report highlights that employee life evaluations have significantly dropped. Well-being has transitioned from an HR talking point to a full-fledged workforce crisis. Shockingly, in regions like South Asia, only 15% of employees rate their lives as thriving, while globally, 33% are in this category. The rest of the data tells a story of deep struggles and unmet needs.

Despite the prevailing uncertainty, one certainty persists: the key to overall engagement lies with people managers. They directly influence 70% of it, making them either the biggest barrier or the strongest driver in building a positive and productive culture.

The Path Forward

The path forward, especially in tough and uncertain times, is rarely straightforward. It’s easy to dwell on challenges and hope for external circumstances to improve, but that mindset isn’t leadership—it’s stagnation.

This is where the idea that true leadership is about influence, not a title, comes into play. The need for leaders to step up and make an impact has never been greater. Here are five specific steps to tackle disengagement head-on and reimagine the workplace.

1. Invest in Managers as the Linchpin

The data is clear: training can significantly reduce manager disengagement. Yet, only 44% of managers globally have received meaningful development. This is a missed opportunity. By focusing on practical coaching skills, emotional intelligence, and resilience, manager training programs can boost performance by 20–28%, with effects lasting up to 18 months.

When managers learn not just to hit KPIs but to truly connect with their teams, it can transform workforce engagement. Great managers don’t just oversee work—they build environments where people feel supported, valued, and able to thrive.

I’ve seen this challenge up close over the past decade. Manager training isn’t about a one-off professional development program every few years. Organizations that view training as constant and ongoing—like a sports team preparing for every game—see the greatest impact.

2. Prioritize Flexibility

The way we work and interact with one another has shifted forever. While remote and hybrid work may not be practical in all industries, their overall impact on employee expectations is undeniable. Flexibility is no longer a perk; it’s expected. Leaders must show that they understand employees’ lives outside of the office by offering flexible hours, adaptable policies, and remote work options.

When implemented correctly, flexibility fosters trust and empowers individuals to thrive. Start by truly listening to what employees need to perform at their best, and design work around their feedback. Disengagement often arises when organizations and leaders fail to adapt to the evolving needs and realities of their people.

3. Make Well-Being a Cultural Priority

It’s not enough to have well-being initiatives buried in a benefits package that people will never see. Leaders must actively build a workplace culture where well-being is not just supported but promoted and celebrated. This means normalizing conversations about mental health, offering resources for stress management, and ensuring team members feel psychologically safe.

A positive and thriving workplace culture isn’t built overnight, but it starts with visible and bold action. When leaders prioritize their own well-being and demonstrate vulnerability, employees are more likely to follow suit.

As I discuss in detail in Culture Is the Way, noble intentions fall flat without consistent behavior and action from an organization’s leaders.

4. Redefine Success Beyond Output

For too long, success has been measured by output alone. The truth is, a disengaged workforce can hit targets without delivering any real value. Organizations must prioritize metrics like employee satisfaction, retention rates, and internal mobility as true indicators of meaningful success.

To achieve this, leaders should seek ongoing feedback from their teams. By consistently examining and reflecting on how employees feel about their work environment, organizations can course-correct before small problems become big ones. It’s crucial to understand that informal, real-time check-ins are just as valuable as formal processes.

5. Commit to Continuous Development

The latest global workplace report makes one truth abundantly clear: organizations that actively encourage growth and development see thriving levels spike from 28% to as high as 50%. This isn’t about checklists—it’s about integrating development into the organization’s DNA as a shared commitment to success.

A powerful question I often encourage leaders to reflect on is, “How am I investing in my people not only as workers but as human beings?” This might include creating mentorship programs, giving employees ownership of special projects, or offering skill-building workshops that go beyond job-specific tasks.

Leadership That Makes a Difference

Navigating this seismic shift in the workforce requires more than business acumen; it requires heart. The real difference-makers in our organizations will be those who see their people not as cogs in a machine, but as complex, ambitious, and capable individuals.

Meaningful engagement isn’t about fancy perks or hollow gestures—it’s about making people feel seen, heard, and valued.

The challenges outlined in Gallup’s latest workplace report are daunting, but they also present an unprecedented opportunity for leaders to reimagine the workplace. By investing in managers, prioritizing well-being, and embracing flexibility, organizations can address disengagement and empower their people to thrive.

The time to act is now. Leaders must rise to the occasion and create workplaces where people and businesses thrive together. The future of work depends on it.

The post Tackling Disengagement in Today’s Workforce appeared first on Matt Mayberry.

If you reflect on the most successful team you’ve been a part of, it’s likely that the team’s effectiveness wasn’t solely due to talent or resources. It was the trust, transparency, and reliability each person brought to the table, creating a sense of shared purpose and pride. Accountability is the glue that binds those traits, turning ordinary efforts into extraordinary outcomes.

Building a culture of accountability isn’t about policies or top-down mandates; it’s about intentional leadership, empathy, and a collective commitment to creating an environment where everyone feels empowered to deliver their best.

The Core Principles of Accountability

At its core, accountability is about embracing full ownership, driving transparency, and demonstrating unwavering follow-through on commitments—because trust is built not just on words, but on actions that consistently align with them. It begins with defining expectations clearly and enabling individuals to take responsibility for their actions. Here are the primary principles of accountability to consider:

1. Clarity of Roles and Expectations: People perform best when they know what’s expected of them. When roles, responsibilities, and desired objectives are clearly communicated, accountability thrives. Ambiguity, on the other hand, is a breeding ground for missed deadlines and finger-pointing.
2. Trust as a Cornerstone: Accountability doesn’t equate to micromanaging. It’s about creating environments where team members feel trusted and empowered. Leaders must establish trust by being transparent, approachable, and consistent in their everyday actions.
3. Alignment of Actions and Values: Accountability is strongest when individual actions align with the organization’s purpose and values. This ensures that accountability doesn’t feel imposed but becomes a shared commitment to collective success.
4. Feedback and Consequences: Effective accountability systems balance recognition for success with mechanisms to address missteps constructively. Feedback isn’t about assigning blame but driving improvement.

Organizations that successfully embed these four principles are in a better position to create teams that are more cohesive and resilient, even when challenges arise.

Strategies to Drive Accountability Within Your Organization

Building accountability starts with leadership but extends to all corners of the organization. Here are some proven strategies to help leaders create a culture of responsibility:

1. Set the Standard at the Top

Leaders set the tone for their teams by embodying the behaviors they wish to see. When a leader openly takes ownership of their decisions and actions—even when things don’t go as planned—it builds trust and inspires others to step up with the same courage. By sharing goals, challenges, and lessons learned with authenticity, leaders create a culture of openness and resilience, where everyone feels empowered to grow and contribute.

Actionable Insight: Embrace ‘visible accountability’ by openly sharing specific goals and regular progress updates. One of my favorite exercises is creating a commitment statement, which I use with nearly every leadership team I work with. Sharing this with the entire organization not only reinforces accountability but also builds trust and alignment, showing everyone that leadership is fully invested in the journey.

A great example of this principle in action is HubSpot, a leading software company renowned for inbound marketing tools. The company has built accountability into its DNA by embracing radical transparency. Unlike companies that closely guard metrics or decision-making processes, HubSpot adopts an open-book approach.

Employees at every level have access to reports, performance data, and even financials, ensuring everyone understands how the organization is performing and how their role contributes to its success.

2. Cultivate Psychological Safety

True accountability can’t thrive in a culture of fear. For it to be sustainable, teams must feel comfortable owning up to mistakes and asking for help without hesitation. This starts with leaders regularly demonstrating compassion and understanding, turning roadblocks into powerful opportunities for learning and growth. When people feel supported, accountability becomes a shared commitment, not a burden.

Actionable Insight: Implement regular ‘learning reviews’—a safe, judgment-free space where teams come together to reflect on recent projects. Celebrate wins, dissect challenges, and uncover valuable lessons as a cohesive group. These sessions not only drive continuous improvement but also strengthen trust and connection, clearly showing team members that every experience—good or bad—is a stepping stone for growth.

3. Pair Goals with Autonomy

Nothing destroys accountability faster than micromanagement. It’s one of the biggest misconceptions about instilling a culture of accountability—many leaders mistake it for hovering over every detail. True accountability thrives when leaders provide their teams with the resources, autonomy, and trust they need to succeed. By pairing responsibility with authority, you empower your team to own their work and deliver their best.

Actionable Insight: Move away from task-based management, which focuses on micromanaging how work gets done, and embrace outcome-based management, which prioritizes results. By adopting tools like OKRs (Objectives and Key Results), you can provide clear priorities while empowering team members with the freedom to choose the best path forward. This shift not only drives better outcomes but also inspires creativity, ownership, and a deeper sense of trust.

4. Incorporate Transparency into Communication

Transparency is the foundation of trust. When teams have clear visibility into strategic objectives, challenges, and decision-making processes, they feel included and valued. This degree of openness improves alignment, strengthens collaboration, and creates a sense of shared ownership, where everyone feels invested in the journey and the outcomes.

Actionable Insight: Leverage dashboards or tools like Slack channels to keep teams informed and aligned on progress. Take inspiration from Amazon’s ‘narrative memo’ system, where leaders present detailed documents outlining challenges and solutions during meetings. This approach enhances clarity, inclusion, and a shared understanding, empowering teams to stay connected and focused on what matters most.

5. Celebrate Wins and Address Shortcomings

Accountability begins to flourish when people feel valued for their contributions and supported in their growth. Celebrating successes along the way reinforces a sense of purpose, while thoughtful, constructive feedback on missed targets encourages learning and improvement. Striking this balance inspires greater enthusiasm and strengthens team morale—without fear or resentment holding anyone back.

Actionable Insight: Do you have a structured mechanism to acknowledge positive contributions, whether informally or formally? Implement a “recognition system” where peers can nominate colleagues for holding themselves accountable. Simultaneously, during performance reviews, include opportunities for self-reflection and forward-looking improvement plans.

The Human Side of Accountability

Accountability is much more than a system or set of rules; it’s about the human aspect and relationships. When leaders approach accountability with a deep sense of empathy, people view it not as a judgment or vehicle to restrict but as support. This requires leaders to listen actively, understand challenges, and coach teams through adversity.

For example, I had the privilege of recently working with an organization where the CEO exemplified a remarkable balance of empathy and accountability. He understood that many factors—like operational disruptions and shifting customer demands—were beyond anyone’s control. However, he still emphasized the importance of focusing on what was still within everyone’s control.

He regularly held town halls where he openly discussed evolving challenges, adjusted team goals in real-time, and personally acknowledged individual contributions by sharing specific examples. This approach not only kept people engaged but also enabled the organization to adapt and thrive during uncertain times.

Final Thoughts on Building a Culture of Accountability

Building a culture of accountability within an organization isn’t a quick fix—it’s a journey that demands patience, empathy, and unwavering commitment. It starts with individual leaders who lead by example, showing that accountability is not about blame but about growth and shared purpose. When accountability becomes embedded into the fabric of your organization, employees don’t just feel responsible—they feel empowered. They take ownership of their roles, face challenges head-on, and come together to achieve the extraordinary.

What steps will you take today to build a culture of accountability in your organization? Reach out and explore how we can support you in building a more accountable and empowered organizational culture.

The post Building a Culture of Accountability appeared first on Matt Mayberry.

Negative and toxic behavior silently undermines effective teamwork. It erodes trust, prevents good communication, and turns once-effective teams into fractured and scattered groups. The positive news is that these dynamics can be identified and course-corrected before they cause irreversible harm. Here’s how to identify the warning signs and create a culture that eliminates negative and toxic behaviors.

Spotting Toxic Teamwork Dynamics

The signs of unhealthy teamwork dynamics can be subtle at first, but if left unaddressed, they tend to escalate quickly. Here are a few common red flags to watch for in your teams:

The Blame Game

When mistakes happen, strong and healthy teams focus on finding solutions instead of getting caught up in the blame game. Watch out for signs like team members evading responsibility or blaming others to protect themselves. These behaviors can quickly chip away at trust and accountability by putting blame ahead of progress.

Create an environment of psychological safety where mistakes are viewed as a learning opportunity. Leaders must model this by admitting their own mistakes to set the tone. After all, you can’t have innovation and growth without them.

Cliques and Fragmentation

Small groups of employees who consistently cluster together can make others feel left out. Over time, their behavior creates an “us versus them” mentality, and this atmosphere sabotages productive collaboration and reduces the diversity of ideas that make excellent teamwork powerful in the first place.

To keep these scenarios from happening, try rotating project teams regularly so people can connect across different functions. You can also encourage team-wide activities like brainstorming sessions or cross-training to help build stronger connections.

Passive-Aggressive Behavior

Indirect criticism, subtle digs, or a reluctance to voice concerns head-on create unresolved tension. These small irritations can snowball into significant conflicts over time and even be more corrosive than outright hostility.

During a recent client project, I noticed a team member who often made sarcastic remarks whenever a particular teammate shared ideas in meetings. This indirect behavior was building resentment and creating a tense atmosphere. To address it before it escalated, I met privately with both individuals. I coached them on giving respectful feedback and encouraged an open, honest conversation about their concerns. That discussion not only eased the immediate tension but also helped rebuild trust and set the stage for better teamwork moving forward.

Power Plays and Dominance

Ever been in a meeting when only a small number of voices control the entire discussion, consequently suppressing every other attendee? This behavior discourages participation, which results in groupthink and missed opportunities.

Whenever I facilitate brainstorming or problem-solving sessions with clients, I pay close attention to group dynamics. When one person dominates the discussion, quieter team members often disengage. To ensure everyone’s voice is heard, I try to take a moment to reset expectations, emphasizing that every contribution matters. By simply stopping and resetting expectations, this approach pays off when one of the quieter participants shares an insight that completely transforms the direction of the current task at hand.

The Cost of Doing Nothing

Ignoring toxic teamwork dynamics can take a serious toll on your organization. Research shows that disengaged employees cost companies $450 billion to $550 billion annually in lost productivity. And teams that lack trust or cohesion are more likely to experience high turnover, elevated stress levels, and missed deadlines.

The real danger of allowing these behaviors to continue is the lasting harm they can do to your workplace culture. People notice when toxic actions go unchecked, and it sends a message that their values and contributions don’t matter.

Over time, such behavior drives away your best performers—those who care deeply about their work and the overall team—leaving a void that’s difficult to fill.

Turning It Around

Changing unhealthy teamwork dynamics requires active leadership and a commitment to culture. Here are five actions leaders can take to build healthy collaboration and proactively prevent toxicity:

1. Start with Self-Awareness

You can’t expect transparency from your team if you aren’t willing to be vulnerable yourself. The way you show up every day sets the tone for everything else. Take a moment to reflect on your leadership style—have there been times when you’ve dismissed someone’s input or unintentionally overlooked the quieter voices in the room? Recognizing these moments isn’t about blame; it’s about growth. Self-awareness is a powerful step toward building a healthier, more connected team.

2. Act Swiftly and Decisively

Don’t wait to address toxic behavior when you see it. Ignoring the issue can often be mistaken as condoning it. Instead, have a direct but fair conversation about behavioral expectations. A private one-on-one conversation can go a long way in resolving minor issues before they escalate into much bigger problems.

3. Move Beyond the Surface in Communication

Great communication is what keeps teams connected and thriving. Help your team build these skills by investing in training that teaches them to truly listen, show empathy, and provide feedback in a way that builds trust. Remember, your actions carry more weight than mere words. Show them what great communication looks like in every interaction.

4. Champion Team Success, Not Individual Heroics

Shift incentives so that team success is rewarded as much as individual contributions. Praise teams openly when they succeed together and highlight the cross-functional efforts that made it possible. Take Google, for example—they’ve built a culture of collaboration through their well-known ‘Project Aristotle.’ At its core is the idea of psychological safety, which they’ve found to be the key to building strong, effective teams. Psychological safety is all about creating a space where team members feel safe to take risks, share ideas, and openly admit mistakes—without the fear of judgement.

5. Enforce Non-Negotiables to Drive Teamwork

A thriving team culture isn’t just about a good working atmosphere; it’s about setting clear expectations and holding people accountable to what you deem as the non-negotiables. Define behaviors that align with your organization’s values, and include them in performance evaluations. Reinforce values through actions, not just words.

The Bottom Line on Teamwork Success

Building a culture of healthy teamwork dynamics isn’t easy, but the payoff is undeniable. Teams free of toxic dynamics aren’t just more productive and cohesive; they’re also happier, more resilient, and capable of solving complex problems in creative ways.

Your team’s health isn’t something to leave to chance. By spotting red flags early, setting clear expectations, and creating a culture of respect, you can stop toxic dynamics before they take root. What otherwise destroys teams can be replaced with the kind of culture where teamwork truly shines. And that is where innovation flourishes.

Ready to build stronger, more connected teams? Start building healthier dynamics and watch your teamwork thrive. Contact us today!

The post Eliminating Toxic Behaviors for Exceptional Teamwork appeared first on Matt Mayberry.

This siloed mentality isn’t just frustrating—it’s also costly. Recent findings reveal that 86% of employees and executives attribute workplace failures to poor collaboration and communication, signaling a pressing need for leaders to redefine how teams work together. This lack of cross-functional collaboration leads to inefficiencies, redundancies, and missed opportunities that impact the bottom line. However, successful organizations strive to establish connections, dismantle obstacles, and build synergy.

Creating a truly collaborative environment requires leaders to reimagine how teams work together. It’s not enough to simply provide tools or send occasional cross-department memos. The power lies in cultivating alignment, where a team isn’t just aware of another department’s goals but actively works to help them succeed.

Here’s how leaders can inspire their teams to break down silos and build synergy across their organizations.

The Case for Cross-Functional Collaboration

Why does cross-functional collaboration matter? Because the challenges businesses face today—and will continue to—are far too complex for one team to tackle.

Marketing can’t successfully launch a product if operations can’t ensure timely delivery. IT can’t roll out game-changing tools without input from the people who will use them. Solving today’s problems requires diverse perspectives, creative solutions, and, most importantly, a united effort.

Take Apple, for instance. The creation of the original iPhone is a prime example of cross-functional collaboration. Known internally as “Project Purple,” this two-year effort brought together hardware engineers, software engineers, and design engineers to create prototypes and refine the device. The team worked closely with managers, executives, and even Steve Jobs to gather feedback and iterate on their designs. Notably, an engineer led the marketing strategy for the launch, showcasing how team members stepped into unfamiliar roles to ensure the project’s success. Despite miscommunications and tight deadlines, this highly collaborative approach resulted in one of the most successful products in history.

A 2024 McKinsey analysis underscores the sheer power of this idea, revealing that organizations that excel at cross-functional collaboration achieve 30% more efficiency.

Collaboration isn’t some feel-good initiative deployed in an attempt to improve morale. Instead, it’s a powerful tool that creates a strategic advantage.

Barriers to Synergy

Before looking at some practical solutions, it’s critical we pinpoint barriers that make silos so entrenched.

Here are a few that keep teams working in isolation:

• Competing Metrics: Sales is laser-focused on driving revenue while customer support cares about satisfaction scores. Without shared objectives, teams end up working against one another.
• Communication Gaps: Teams often speak different “languages.” What the tech team calls an agile process, marketing may describe as chaotic.
• Control and Ego: Departments can easily struggle with the fear of losing influence. Why would they willingly share resources if it feels like a power grab by another group?
• Lack of Leadership Alignment: Without clear direction from the top, teams adopt their own mandates rather than seeing the bigger picture.
• Geography and Hybrid Work: When teams are spread out remotely, silos become even more profound.

The good news? Some of these challenges may seem impossible, but breaking down barriers is not only possible, it’s deeply rewarding.

Moving From Silos to Cross-Functional Synergy

While it’s easy to say, “Work together better,” true collaboration requires structural, cultural, and leadership changes. Here are actionable strategies for turning cross-functional friction into the fuel for success.

1. Start with Shared Purpose

Organizations and leaders often struggle to explain the importance of working across departments and teams. Purpose drives people. So, it makes sense that tying that purpose to a department can limit the perception of broader collaboration’s importance. To thrive, teams must understand that the purpose of working together isn’t to simply help each other but that it’s the only way for the organization to achieve its mission.

Watching this in action is special. At a recent company event where I had the opportunity to speak, I witnessed every department come together with such enthusiasm, all motivated by a shared commitment to environmental sustainability. The way the department leaders promoted cross-functional collaboration while still inspiring their teams to fully commit to their own strategic objectives for the quarter resonated with me most. It became clear that this level of alignment and energy was not coincidental—it was rooted in a shared purpose and vision that began at the top.

Actionable Tip: Bring teams together where they can create a shared vision for specific collaborative projects. These group discussions give everyone a chance to align on the bigger picture and see how their unique contributions play a vital role in reaching the company’s ultimate goals. When every department and team truly understands the “why” behind their efforts, it inspires deeper collaboration and makes the work feel more meaningful.

2. Reframe Metrics for Alignment

Misaligned metrics significantly hinder the progress of cross-collaboration. True teamwork and collaboration thrive when teams are measured not just on their outcomes but on the success of shared initiatives. For example, if marketing and sales both share responsibility for revenue from new customers, the incentive shifts. Teams now have a reason to support each other rather than blame one another.

Amazon really excels at this. The company’s customer-centric innovation approach emphasizes aligning all teams under a shared vision of improving customer experience. This strategy drives collaboration across departments, ensuring every effort contributes to meeting and anticipating customer needs.

Actionable Tip: Establish at least one organization-wide shared metric that encourages cross-functional effort (e.g., customer satisfaction, revenue from new innovations).

3. Build Psychological Safety First

Collaboration never thrives where trust is low. Psychological safety is a prerequisite for meaningful cross-team work. Teams must feel safe openly sharing ideas, questioning the assumptions of others, or—even harder—admitting mistakes. Without it, collaboration deteriorates to at best surface-level interactions or, at worst, passive-aggressive meetings.

A classic example I always like referring to is Pixar. The studio’s legendary “Braintrust” method invites brutally honest, cross-functional feedback during the development of its films. Directors aren’t automatically given a free pass by executives or production. Instead, everyone involved—from artists to producers—is encouraged to speak candidly, knowing their ideas will be respected, not punished.

Actionable Tip: Seek opportunities to implement non-punitive brainstorming sessions that actively encourage different teams to challenge one another constructively.

4. Leverage the Tools but Focus on the People

Technology has revolutionized collaboration—with platforms like Slack, Zoom, and Trello facilitating communication across boundaries. But tools alone can’t resolve cultural problems. A team using Slack can still work in isolated channels, just as siloed as before. It’s the human component, the intention behind the tools, that defines ultimate success.

One global organization with which we have been working for the past four months exemplifies the power of combining technology and a people-first approach to collaboration. They made significant investments in cutting-edge tools to streamline workflows and enable seamless collaboration across teams and geographies. These technologies included advanced communication platforms and data-sharing solutions, allowing employees to work smarter and faster.

What truly distinguished them, though, was their focus on the human element of collaboration. Leadership prioritized not only the implementation of tools but also the promotion of a culture in which employees felt valued and heard. They used communication frameworks to clearly show how specific tools contributed to their overall mission of building trust and connection across business units. This deliberate focus ensured that technology was more than just an enabler but also a catalyst for a stronger sense of teamwork and shared purpose across the organization.

Actionable Tip: Invest in collaborative tools and in training teams how to use them to solve mutual pain points.

5. Celebrate Cross-Functional Wins

We as humans are naturally social beings. It’s critical to take time to celebrate those moments when your teams come together and achieve something they couldn’t have done alone. For instance, you could plan a weeklong showcase where teams share the results of collaborative projects while also giving shoutouts to colleagues from other departments who played a key role in their success. It’s a simple yet powerful way to highlight the value of working together.

Actionable Tip: Create a public recognition program for individuals and teams that model strong cross-functional collaboration.

Final Thoughts

The shift from silos to synergy won’t happen overnight. It starts with leaders modeling open collaboration, clear incentives that bring teams together, and a shared commitment to earning trust, one step at a time.

But the payoff is undeniable. Companies that effectively cross-collaborate don’t just unleash operational efficiencies or improve employee engagement. They create organizations capable of solving the complex problems with innovative, diverse perspectives.

Leadership isn’t about overseeing a bunch of individual players; it’s about creating a unified and cohesive team. And when teams within an organization truly align, the possibilities are endless.

The post From Silos to Synergy: Breaking Cross-Functional Barriers appeared first on Matt Mayberry.

Strong, capable leaders are essential for achieving success. With seasoned leaders experiencing burnout at an increasing rate and fewer qualified candidates available to replace them, stability, innovation, and growth are at risk.

This article explores the reasons why leadership roles are becoming less desirable and discusses actionable steps organizations can take to address burnout while building a sustainable leadership pipeline.

Reluctance to Lead

The pressures associated with leadership roles have reached unprecedented levels. Today’s leaders are confronted with increasingly complex challenges, including managing hybrid work environments, integrating disruptive technologies like AI, and addressing the expectations of both internal and external stakeholders with transparency and inclusivity. In addition to these escalating demands, leaders must navigate economic uncertainty, rapid market changes, and rising employee expectations.

Burnout has become a central issue in the growing challenges faced by leaders. According to DDI’s Global Leadership Forecast 2025, 40% of leaders seriously consider leaving their positions to safeguard their well-being, which suggests a potential mass exodus. An LHH survey indicates that 56% of leaders already experience the burden of burnout, with 43% acknowledging that internal and external pressures significantly contribute to turnover within their leadership teams. These challenges affect individual leaders and have a widespread impact on team dynamics, reduce productivity, and undermine the cultural integrity of organizations, raising serious concerns about the future.

Burnout is often misunderstood as being solely a result of long working hours. However, many leaders now point to a lack of emotional support, unclear expectations, and the prevalence of an “always-on” culture as key factors. As younger generations witness the mental and physical toll that leadership can take, it’s no wonder they choose to step back from these roles.

Why the Leadership Pipeline is Shrinking

Leadership no longer holds the allure and mystique it once did, especially for Gen Z and Millennials. These younger generations prioritize flexibility, fulfillment, and work-life balance—qualities that often clash with traditional leadership paths. As a result, many of them choose to avoid climbing the professional ladder altogether, as those in top positions often seem lonely and stressed.

A Deloitte survey indicates a shift in workplace values, revealing that nearly 75% of Gen Z professionals prioritize well-being over career advancement. Additionally, the trend of “conscious unbossing”—the decision to move away from hierarchical roles in favor of entrepreneurship, creative endeavors, and specialized positions—is gaining momentum. This combination of leader burnout and younger generations’ growing disinterest in traditional career paths presents a concerning outlook for the future.

Directly Addressing the Issue

To change this trajectory, organizations must rethink how they support their leaders and prepare for the future. Implementing thoughtful and practical measures can ease the burden on current leaders, make these roles more appealing to the next generation, and ensure that organizations build a strong leadership pipeline for tomorrow’s leaders.

1. Reimagine Leadership as a Balanced Path

One of the misconceptions about leadership is that it must come at the expense of work-life balance. Organizations must dismantle this narrative by redesigning leadership to be more sustainable. By highlighting the benefits of a balanced leadership path, such as increased productivity and job satisfaction, organizations can make leadership roles more appealing to younger generations.

A great example comes from an MIT study that analyzed 76 companies and found that implementing no-meeting days led to a remarkable 73% boost in team productivity. Employees could focus on meaningful, deep work by cutting down on constant interruptions and meeting fatigue, leaving them more energized and satisfied with their progress.

Organizations must empower leaders to set boundaries—whether it’s declining weekend calls, ignoring after-hours email notifications, or both. Companies can normalize this behavior by promoting balance as an institutional priority.

2. Create a Culture of Connection and Support

I’ve witnessed the isolation many leaders experience, even those at the top of their field. A client of mine operates a mid-sized tech company and faces this very challenge. Their leaders manage immense demands but often feel isolated, lacking the necessary support systems. To tackle this, we established a peer coaching circle where leaders could meet monthly to exchange ideas, address challenges, and celebrate successes. One senior manager shared that realizing others faced similar struggles made her feel less alone and more capable of dealing with her own issues.

They paired newer leaders with experienced mentors, creating a remarkable ripple effect. For newly promoted team leads, the guidance provided by seasoned mentors proved invaluable in navigating challenging situations. Whether supporting a seasoned executive or someone stepping into a leadership role for the first time, having these connections can make a significant difference. This highlights the importance of leaders knowing they are not alone in their journey.

3. Prioritize Mental Health and Wellness

When organizations genuinely prioritize the mental health of their employees, including leaders, it demonstrates their commitment to well-being and a healthier, more supportive workplace. A great example would be how Salesforce offers leaders a comprehensive wellness program that includes therapy sessions, access to stress management training, and mindfulness resources. They also normalize discussing mental health challenges at all levels, de-stigmatizing the issue and encouraging proactive care.

Exhausted leaders are unable to lead effectively. Providing opportunities for them to rejuvenate, coupled with effective stress management techniques, enhances their capacity for growth and ensures their ability to lead long-term.

4. Provide Future-Focused Development

I’ve noticed a gap that many organizations share is the inability to create and scale internal development programs. While many leadership development programs have some value, they fail to address the day-to-day challenges leaders face or prepare them for the future. These programs must go beyond traditional success metrics to instead focus on cultivating skills like adaptability, empathy, and belonging. Leaders also need practical, actionable tools to help them tackle modern challenges—whether managing hybrid teams or leveraging AI to build connections rather than creating distance.

When designing a leadership development program for clients, we ensure it aligns with the organization’s strategy and objectives, enabling participants to work on projects tied to their daily challenges. By focusing on practical application and future-ready skills, these programs ensure leaders drive measurable impact while preparing for what’s ahead.

These programs don’t just build a strong leadership pipeline; they show potential candidates that stepping into a leadership position can be rewarding and within reach.

5. Drive Excitement Around Leadership

Leadership shouldn’t just rely on titles or monetary perks to inspire; it should ignite a sense of purpose and possibility. When I interviewed Ritz-Carlton co-founder Horst Schulze for my book, Culture Is the Way, he spoke passionately about selling the vision of leadership. He took pride in helping others see the impact and fulfillment of stepping into leadership roles.

It’s not just about the rewards, but also the meaningful work leadership enables. The opportunity to make a difference, recognize team achievements, and see how leaders shape the lives of those they lead creates a culture where people want to lead. For value-driven generations, incentives centered on making a difference tap into their desire to leave a legacy, making leadership exciting and deeply impactful.

The Role of Organizations in Rebuilding

A successful leadership pipeline isn’t an accident; it results from purpose-driven, future-focused planning. Here are three imperatives organizations can commit to right now:

• Invest in Comprehensive Programs: Design programs that align with organizational strategy and real-world application while focusing on soft skills that equip leaders to drive meaningful impact and future success.
• Focus on Well-Being: Make wellness a priority, not a reaction. Build it into the fabric of your organization by offering regular mental health days and proactive resources to prevent burnout before it begins. Supporting people’s well-being shows that they are more than just employees.
• Evolve Leadership Roles: Rethink what it means to lead. Move away from rigid hierarchies and explore more inclusive approaches like shared or distributed leadership. These models increase diverse perspectives, making leadership feel attainable, collaborative, and empowering for everyone involved.

The Time to Act is Now

The declining leadership pipeline is not just a passing trend; it reflects the urgent need to rethink our approach to current and future leaders. Overlooking burnout while sticking to outdated methods will result in instability and lost opportunities.

When organizations continually demonstrate what is possible and equip leaders to thrive instead of merely survive, leadership shifts from feeling like a heavy burden to becoming an incredible opportunity. Every thriving workplace is the result of a group of inspired leaders who share a compelling vision for their organization’s potential. The time to act is now.

Partner with us to design leadership development programs that drive measurable impact. Whether revamping or building from scratch, we’ll help create leaders who thrive, inspire, and deliver lasting results. Contact us today to shape a future-ready leadership pipeline.

The post Addressing Burnout and the Shrinking Leadership Pipeline appeared first on Matt Mayberry.