Employees felt unheard, undervalued, and disconnected from the leadership. Words like “distant”, “unapproachable”, and even “intimidating” came up repeatedly. Image: Stock.
Roberta Matuson finds examples of a disconnect between senior executives and the teams they lead – and suggests ways where the two can come together to produce the results their organisations need.
A few months ago, I worked with a client who was absolutely convinced they were a great leader.
They believed they were well liked, respected, and trusted by their team. Their confidence was unshakable.
“My people know I’ve got their backs,” they told me. “We have a great culture here.”
Yet when I sat down to interview their team members, the truth painted a very different picture.
Employees felt unheard, undervalued, and disconnected from the leadership. Words like “distant”, “unapproachable”, and even “intimidating” came up repeatedly.
The gap between how this leader saw themselves and how their team experienced them was staggering.
This isn’t an isolated case – it’s a pattern I see all the time. Leaders often overestimate their effectiveness and underestimate the challenges brewing beneath the surface.
It’s not because they’re bad people or trying to ignore reality; it’s because leadership is harder than ever.
If you’re not actively seeking feedback and adapting, you may be missing the mark and unknowingly costing your organisation in unwanted employee turnover.
Leadership used to be like chess – strategic, predictable, and controlled. Now it’s more like surfing a tsunami while juggling flaming torches. The rules have changed, the stakes are higher, and yesterday’s playbook won’t cut it anymore.
Here’s the kicker: Only 11 per cent of organisations have a strong leadership bench. That’s a recipe for disaster.
The talent landscape is shifting rapidly, and leaders need to step up their game. It’s not just about filling seats anymore; it’s about cultivating a pipeline of future leaders who can drive the organisation forward.
Only 32 per cent of employees trust senior leaders to do what’s right. That’s a massive red flag and it’s time to take a hard look in the mirror.
Trust is the foundation of any successful organisation, and right now, that foundation is cracking. Leaders need to prioritise transparency, authenticity, and consistent communication to rebuild that trust.
Purpose isn’t just a buzzword, it’s a key driver of engagement and retention – the secret sauce to success, but more than a third of chief executives struggle to find purpose in their own jobs.
If the top dogs can’t find meaning, how the heck can we expect our teams to stay engaged?
Leaders need to connect their work to a larger mission and help their teams do the same. It’s about creating a culture where everyone feels they’re making a meaningful impact.
Bridging this gap requires honest dialogue, meaningful feedback, and the courage to face uncomfortable truths. Here’s your plan of action.
Start building your leadership bench today. Identify high-potential employees and give them opportunities to stretch and grow.
Make trust-building a top priority. Be open about challenges, share the ‘’why’’ behind decisions, and follow through on commitments.
Help the team see the bigger picture. Regularly communicate how their work contributes to the organisation’s mission and impacts the world.
Seek out honest feedback from all levels of the organisation. Have an outside, unbiased expert do 360-degree reviews to get an accurate picture of leadership effectiveness.
Encourage the team to stay curious, take on new challenges, and share knowledge across the organisation.
The challenges facing today’s leaders are real, but they’re not insurmountable.
By focusing on talent development, trust-building, purpose-driven leadership, and embracing change, you can navigate these choppy waters and come out stronger on the other side.
Great leadership isn’t about having all the answers – it’s about asking the right questions and empowering your team to find solutions together.
So, think you’re a great leader? Your team might disagree, but with these strategies in place, you can close that gap and lead with confidence into the future.
Roberta Matuson is president of Matuson Consulting, which helps Fortune 500 companies and high-growth businesses create exceptional workplaces, leading to extraordinary results. She can be contacted at [email protected]. This article first appeared on Roberta’s blogsite.
