Leaders—Are You Starving Your Golden Geese?

Imagine a leader, let’s call him John, who tirelessly pushes his team to achieve ever-increasing sales goals. He requires his team members to be on weekly calls where they publicly discuss their results over the last week, or lack thereof.

This is great for those who are overachieving. But for those who are struggling, it’s uncomfortable at best and embarrassing at worst.

What it isn’t for anyone is inspiring!

Despite his efforts, he notices a decline in engagement during the calls, no real change in sales growth, and a troubling rise in employee turnover.

To add to his stress, his manager is breathing down his neck, questioning why the team’s results aren’t improving.

Frustrated and burned out, John wonders why his relentless drive isn’t yielding the expected results.

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This scenario is all too common in today’s corporate landscape. Leaders are under immense pressure to deliver, often leading them to focus solely on production while neglecting the very individuals responsible for achieving those results.

The paradox is evident: in the pursuit of excellence, we overlook the well-being of our most valuable assets—our people.

A Personal Reflection

Reflecting on my own journey, I recognize that I, too, have been guilty of this very same mistake. For most of my career, this was the only model I had seen from my leaders.

I prioritized metrics over mentorship and encouragement, believing that setting crystal-clear expectations would naturally lead to success. It wasn’t until the quiet-quitting trend began that I saw how unengaged many of my colleagues—and even people on my own team—really were.

What we thought was leadership was actually control-focused management.

The Research on Leadership & Engagement

Research underscores the impact of leadership on team performance. A study published in the Frontiers in Psychology journal found that teams led by engaging leaders reported higher levels of happiness at work and trust in leadership, coupled with lower levels of burnout. This suggests that leadership styles directly influence employee well-being and productivity (pmc.ncbi.nlm.nih.gov).

Conversely, data from Gallup reveals a concerning trend: employee engagement in the U.S. fell to its lowest level in a decade in 2024, with only 31% of employees engaged. This decline highlights a growing detachment between employees and organizational goals (gallup.com).

The Root Cause of Disengagement

The disconnect often stems from leaders who have not received real training on the purpose of business leadership—to inspire and influence teams toward specific business goals.

Without this foundational understanding, many leaders default to a top-down, command-and-control style of management that prioritizes tasks and results over relationships.

Managers who fail to connect personally with their teams or support the specific challenges their team members face inadvertently foster environments of disengagement. This not only hampers performance but also stifles innovation and growth.

The Leadership Shift: How to Nourish Your Golden Geese

To reverse this trend, leaders must embrace vulnerability and commit to continuous personal and leadership development. Acknowledging our imperfections and actively seeking growth not only sets a powerful example but also fosters a culture of openness and trust.

Leaders should normalize the need for growth, which means we all need support in some area.

Here are actionable strategies to nourish your “golden geese” and cultivate a happy, thriving team:

1. Prioritize Individual Relationships
   Dedicate time to understand each team member’s strengths, aspirations, and obstacles. Personalized interactions demonstrate genuine care and build trust.
2. Foster a Culture of Recognition
   Regularly acknowledge and celebrate achievements, both big and small. Recognition boosts morale and reinforces desired behaviors.
3. Encourage Open Communication
   Create safe spaces for team members to voice ideas, concerns, and feedback. Open dialogue fosters innovation and a sense of belonging.
4. Invest in Professional Development
   Provide opportunities for learning and growth, such as workshops, courses, or professional coaching programs. Supporting development enhances skills and shows commitment to employees’ futures.
5. Model Work-Life Balance
   Demonstrate the importance of balancing professional and personal life. Encourage practices that prevent burnout and promote well-being.
6. Lead with Empathy and Vision
   Create an environment where ideas can be shared openly without needing to be “right” or the best idea. Model and foster a culture where growth is the norm, helping each team member reach their full potential.

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Just as athletes require consistent training and nourishment to excel, our teams need regular support and encouragement to perform at their best. By shifting our focus from mere output to genuine engagement, we not only enhance productivity but also cultivate a workplace where individuals feel valued and motivated.

If you’re a leader, pick at least one of these and put it to work today. Let’s commit to feeding our golden geese, ensuring they—and our organizations—remain healthy and thriving.