Recently, an executive coaching client confided in me that they were feeling deeply dissatisfied and unappreciated by their company. They shared that, for the first time in their career, they felt disempowered and second-guessed at every turn by their organization's leadership. They said that more days than not they were considering quitting their job and walking away completely!
As I listened, I couldn't help but think of two critical leadership principles that often get overlooked but make all the difference in retention, workplace culture, and overall job satisfaction.
1) People need to feel encouraged, valued, and seen.
We are wired, as humans, to crave acknowledgment. It’s not just about wanting a pat on the back—it’s about feeling that our work, our time, and our contributions matter. When employees don’t feel valued, disengagement starts to creep in. And disengagement is a silent killer of morale, productivity, and retention.
Yet, as leaders, we can get so caught up in the mechanics of our work—the meetings, the deadlines, the fires we’re constantly putting out, that we forget to slow down and intentionally acknowledge our people. I can think about times when I've been so focused on a task getting completed that I've forgotten to acknowledge the PERSON who is doing that task. A simple "I see what you did there, and I appreciate it" or a genuine "Tell me more about what you need to feel successful here" can go a long way.
When leaders fail to foster encouragement and pride in their team members, they risk creating an environment where people feel invisible or worse—replaceable. And when someone starts feeling replaceable, they begin looking for other places where they will be seen and valued.
2) Accountability isn’t micromanagement—it’s integrity in action.
On the flip side, while creating a culture of encouragement is critical, so is having clear systems of accountability. Without these systems of accountability, things start slipping through the cracks, expectations become murky, and eventually, trust erodes.
I may have mentioned before that I used to work with a colleague who would often say, "People respect what you inspect." That stuck with me. Not because I believe in watching over people’s shoulders, but because it speaks to the power of intentional leadership. When employees know that expectations are clear and that leadership will follow through—fairly, consistently, and with integrity—it creates an environment where accountability is part of the culture, not a punitive afterthought. By following through on agreements, we let our teams know we are paying attention for where they might need assistance, where clarification might be needed, and/or what training or support might enhance their success - as well providing encouragement to stay the course and celebrating "WINS".
Too much unchecked freedom can lead to shortcuts, corner-cutting, and, in some cases, a lack of integrity. However, too much control can create a culture of fear where employees hesitate to take initiative. The sweet spot? A leadership approach that is both empowering and structured—one that fosters trust while maintaining high standards.
The KEY: Balance Encouragement with Accountability
Self-Aware Leadership is all about balance. It’s about empowering people and growing skill sets while also establishing expectations, agreements, and boundaries—not through force or control but through collaboration, clarity, and respect.
Are your team members feeling recognized and empowered?
Do they understand the expectations, and do they trust that leadership follows through?
Are there areas where you're unintentionally fostering disengagement or frustration?
Take a moment to reflect. How are you balancing these two concepts in your leadership? Where might there be room for enhancement?
At the end of the day, leadership isn’t about making people choose between feeling valued and being held accountable. The best leaders understand that both are necessary for long-term success—both for the individuals they lead and for the organization as a whole.
I’d love to hear from you:
Have you ever found yourself in a situation where you felt undervalued or overly scrutinized at work? How did it impact you?
As a leader, how do you personally balance encouragement with accountability?
Send me a message with your thoughts, and let’s continue the conversation. Leadership is a journey, and the best insights come when we share and learn from each other.
YOU MATTER!