Thank God for evolution. I mean, seriously—without it, we’d still be licking light sockets and chasing saber-toothed tigers off cliffs.
Jump off that bridge? Nope, instincts say hell no.
Stick your head in a lion’s mouth? Probably not ideal.
Eat day-old gas station sushi? Well, I *was* pretty hungry…
Our instincts are built to keep us safe. Alive. Upright. Our instincts are great for avoiding death. But, terrible for leadership.
Because those same instincts?
They’re the ones that stop you from taking a risk.
They’re the ones that stop you from backing an idea.
They’re the ones that stop you from giving your people the damn mic.
…and they’re the ones that whisper “no” before your team even finishes their sentences.
When you lead (or parent) from that place—when every suggestion is met with “That won’t work,” or “Here’s why that’s a bad idea,” or just a soul-crushing sigh? Eventually, the suggestions stop. The hands don’t go up. The energy flatlines. And guess what? You’re now the proud leader of a disengaged team with zero innovation, zero trust, and zero shot at greatness.
Look, I’m not asking you to be the Party of Yes. I’m asking you to be the Party of Possible.
The leader who says, “Huh. I would love to figure out if that’ll work, let’s dig into it.”
The leader who makes space for gutsy ideas, even the weird ones. (Especially the weird ones.)
Because here’s something that you as a leader (and, yes, as a parent) need to know: Empowerment isn’t a bonus—it’s the actual job.
You didn’t hire smart, scrappy, wildly capable people just to shut them down every time they speak up. Your job is to build the kind of culture where they feel safe enough—and fired up enough—to throw out bold ideas, even if some of them sound like, well… day-old sushi.
Let them bring the crazy. Let them think big. Let them fail—because failure is how you get to genius.
The one thing I know to be true this week is this: your team can’t fly if you keep clipping their wings.
So stop second-guessing them. Stop smothering their spark. Start listening like you actually give a damn. And then? Watch them soar.
Empowerment Isn’t a Bonus — It’s the Business
We didn’t just pull this from thin air. We analyzed over a million data points in a multi-year, global study. (Yes, a million.)
And, what we found shocked us: Employees aren’t failing leaders. Leaders are failing employees.
The data doesn’t lie:
- Fewer than 40% of people say they bring their best selves to work.
- 72% say they’d work harder if their work actually meant something to them.
- And no, it’s not about paychecks. It’s about purpose.
Now, before you congratulate yourself and say, “Yes, but I’m a good leader,” consider this second shocking finding:
People leave bad leaders. (Duh, right?) We knew that too. So we concentrated our research specifically on people who say they work for a “good leader,” someone who does the training, who is well respected, who drives big results.
And, what did we learn? People who said they work for a “good leader” but have no relationship with that leader are just as likely to leave as people who said they work for a “bad leader.”
When people don’t feel seen, heard, or aligned with their work, disengagement skyrockets. Studies show that at last three quarters of your team is holding back. They’re checking boxes, they’re collecting paychecks, but they’re not bringing the full weight of their brilliance to the table.
And here’s the kicker: it’s not because they don’t care. It’s not because they’re lazy. It’s not even because they’re under-skilled. It’s because the environment you’ve built hasn’t given them a reason to go all in. Because still, nearly 72% of our respondents say they’d work harder if their work actually mattered more to them. The gap isn’t effort. It’s meaning.
Because here’s the second thing I know to be true: when people feel trusted, connected, and in control of their impact, they stop coasting—and start soaring. They take ownership. They innovate. They bring you solutions you didn’t even know you needed. That’s not just engagement; that’s Limitless engagement. And it’s the difference between a team that stagnates and a team that soars.
I’m Not Suggesting You Start Giving Out Hugs At The Office But…
Since Sunday happens to be National Hug Your Hound Day, let me say this: my Doberman? She gives actual hugs. Full-on paws on the shoulders, lean-in, “I’ve got you” kind of hugs. (Yes, there’s video proof on my Instagram.)
And honestly? It made me think. We don’t need to squeeze our employees like my #DailyDober does, but we do need to show them that same kind of presence: “I see you. I value you. I’ve got your back.”
So this week, be generous with the human version of a hug—listening deeply, celebrating loudly, encouraging boldly. And while you’re at it, send me a picture of your pup. I want to meet the four-legged members of your leadership team.
Want more? Download The Limitless Leader report to see exactly what drives engagement—and how to build a culture where your people want to give their best, every damn day.
💬 Know a leader who needs this wake-up call? Forward this to them.
📚 Haven’t read Limitless or Wonderhell yet? Fix that.
📣 Want a keynote that’ll light a fire under your whole damn organization? Let’s talk.
