89% of Leadership Success Comes Down to Just Two Things

Imagine you are a passenger on a plane flying through a severe storm.

The turbulence is relentless. The plane jolts up and down, the seatbelt sign stays lit, and anxious whispers ripple through the cabin. You glance around—some passengers grip their armrests, while others close their eyes, whispering silent prayers.

At that moment, the intercom crackles.

The pilot’s voice comes through, calm and steady:

“Ladies and gentlemen, we are flying through some rough air, but I want you to know that our instruments are working perfectly. This aircraft is designed to handle turbulence, and we have a clear flight path ahead. We’ll be through this in about 20 minutes. In the meantime, our crew is here to assist you, and we’ll keep you updated along the way. Sit tight—we’ve got this.”

Something shifts.

The turbulence hasn’t stopped, but the fear in the cabin fades. The passengers breathe easier, shoulders relax. Why?

Because the pilot provided both hope and trust.

• Hope – By sharing a clear vision of the future: “We will get through this.”
• Trust – By demonstrating transparency, confidence, and competence: “We are prepared, and you are in good hands.”

Now, imagine the opposite.

What if the pilot remained silent? No updates, no reassurance—just turbulence and uncertainty? Passengers would be left guessing, anxiety would escalate, panic might spread, and trust in the pilots—and in a safe arrival—would quickly erode.

The same is true in leadership. This isn’t just true about pilots—it applies to leaders everywhere—in businesses, families and nations.

The Data Is In.

According to the 2025 Global Leadership Report: What Followers Want by the World Governments Summit and Gallup (Gallup Report), HOPE is the number one need of followers, with TRUST closely following as the second.

Together, these two attributes account for a staggering 89% of what people desire from their leaders.

(This study defines “Hope” as the need to feel positive about the future and for leaders to provide a clear direction to a future that will be better than the present. “Trust” is defined as the need for honesty, respect, and integrity.)

If you are tempted to think this doesn’t apply to you because you’re not a leader by title, think again. This study found that 62% of respondents named a family member (57%) or friend (5%) as the leader who has the greatest influence on their personal growth, resilience, and ability to live at a higher level.

So, there is something here for everyone.

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Are Leaders Really Listening?

Too often, leadership discussions focus on what leaders think other leaders should do—rather than what employees actually need.

But real leadership begins when we stop talking about what leadership should be and start listening to the people who are being led.

❓ What do employees actually need to be more productive, more engaged, and more motivated to bring their best every day?

The research is clear: what individuals truly seek—what they are yearning for from their leaders—is hope and trust.

If leadership is really about influence, leaders can’t just set a vision once and assume it’s enough—they must consistently communicate a compelling and positive future that energizes their teams.

At the same time, they must lead with radical transparency, honesty, and authenticity, ensuring their people trust not just their words, but their actions.

Given the profound and clear need for these values, why do so many leaders—whether in business, families, politics and even churches—struggle to embody them?

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The Two Essentials Every Leader Must Master

Leadership success isn’t complicated. Nearly 90% of what makes leaders effective comes down to just two things: hope and trust. Yet too many leaders focus on everything but these essentials.

This raises critical questions:

🔹 If hope and trust constitute nearly all of what followers need, why aren’t leaders prioritizing them?

🔹 What obstacles are preventing this focus?

For many, the challenges boil down to pressures for immediate results, time constraints, and misaligned priorities.

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The Barriers to Leading with Hope & Trust

🔹 Short-Term Thinking Leaders often find themselves trapped in a cycle focused on immediate results, quarterly earnings, and urgent issues. This mindset can lead them to overlook the importance of consistently communicating a big-picture vision and fostering a hope-infused culture, which are often dismissed as “intangibles.”

🔹 Mistrust of Employees Some leaders fear that excessive transparency or trust might be exploited, leading to vulnerabilities within the organization.

🔹 Lack of Self-Trust Leaders who do not feel hopeful about the future or lack confidence in their own abilities may struggle to project these qualities to their teams.

🔹 Culture of Cynicism In certain organizations, skepticism, bureaucracy, and self-interest overshadow the leadership qualities that promote belief and confidence among employees.

But here’s the reality: Companies that lead with hope and trust don’t just cultivate better cultures—they achieve superior financial outcomes.

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The Business Case for Hope and Trust

What happens when leaders genuinely adopt these values?

🔹 Employee Engagement Skyrockets People don’t just want a paycheck—they want a purpose. Leaders who inspire hope and exemplify trust foster higher engagement, energy, and commitment among employees.

🔹 Retention Improves Gallup research consistently shows that employees don’t leave companies; they leave managers. Leaders who cultivate hope and trust become the ones people want to follow.

🔹 Culture Shifts from Fear to Growth A high-trust, hope-filled culture encourages employees to take smart risks, contribute ideas, and innovate.

🔹 The Bottom Line Grows Engaged employees = higher productivity, lower turnover costs, and increased profitability. Companies that lead with trust outperform those that don’t.

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The Cost of High Turnover

High employee turnover carries significant financial burdens:

🔹 Recruitment and Training Costs: Replacing an employee can cost between 50% to 200% of their annual salary, depending on their role. This includes expenses related to job postings, interviewing, onboarding, and training. (Source)

🔹 Lost Productivity: New hires typically require 3 to 8 months to reach full productivity, leading to potential revenue losses during this period. (Source)

🔹 Decreased Morale: Frequent turnover can destabilize teams, erode trust, and create a volatile work environment, making it even harder to retain top talent. (Source)

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Challenging Questions for Leaders

To assess where you stand in embodying these values, ask yourself:

1️⃣ Would my team say they feel hopeful about the future under my leadership? Why or why not?

2️⃣ Do I communicate a compelling, clear vision that instills confidence in our direction?

3️⃣ Do my employees trust me? How do I know?

4️⃣ When was the last time I was radically transparent about challenges, opportunities, and our collective future?

5️⃣ Am I leading in a way that I would want to be led?

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Where Do We Go From Here?

Leadership isn’t about control—it’s about influence.

A person without followers is not a leader. Everything leaders do affects the people they lead, and the best leaders act with their followers’ needs in mind. (Gallup Report)

If 89% of leadership effectiveness is tied to just two elements—hope and trust—what transformations could occur if we truly prioritized them?

Imagine the impact on engagement, retention, culture, and financial performance if we can really get this right!

➡️ What’s your next move, leaders?

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Call to Action

🔥 What’s one way you build hope and trust within your team? Drop your thoughts in the comments. Let’s create a movement toward better leadership.