Strong teams don’t just happen—they’re built by leaders who focus on engagement, trust, and purpose every single day.
A Single Shift in Focus Can Dramatically Impact Results
By Leadership Expert, Keynote Speaker and Author Connie Podesta
What Does Engagement Really Mean?
Engagement isn’t a buzzword—it’s the lifeblood of performance. An engaged employee listens, observes, communicates, and brings ideas and solutions to the table. They show enthusiasm, collaborate well, and bring positive energy to their role. But let’s be clear: engagement isn’t about smiling all day long—it’s about employees showing up mentally, emotionally, and strategically, ready to contribute.
Why Engagement Matters More Than Ever
In today’s world, companies face hybrid schedules, burnout, “quiet quitting,” and increased competition for top talent. Engaged employees aren’t just easier (and more fun) to work with—they drive productivity, innovation, and retention. According to Gallup’s most recent State of the Workplace report, companies with highly engaged teams see:
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21% higher profitability
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17% higher productivity
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70% fewer safety incidents
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40% less turnover
Translation: Engagement isn’t “nice to have.” It’s a leadership imperative with bottom-line consequences.
Why Do Teams Disengage?
A single disengaged employee might be due to a poor hire, personal struggles, or misalignment with the role. But if an entire team is disengaged? That’s a leadership and culture problem.
Leaders unintentionally create disengagement when they:
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Prioritize the bottom line over people
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Focus on short-term wins over long-term vision
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Operate with hidden agendas instead of transparency
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Dictate instead of coaching
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Fail to recognize, reward, or develop their team
Teaching Point: The Engagement Equation
Engagement = Trust + Purpose + Recognition + Growth
Ask yourself:
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Trust: Do my employees believe I have their back?
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Purpose: Do they see how their role connects to the bigger picture?
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Recognition: Do they feel seen, valued, and appreciated for their contributions?
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Growth: Do they have opportunities to learn, stretch, and advance?
If any one of these is missing, engagement cracks appear.
Leadership’s #1 Priority
Great leaders eliminate obstacles that block their team’s success. They act as advocates, not adversaries. They give credit where it’s due. They encourage, coach, and create environments where people can achieve more than they believed possible.
Put simply: a leader’s success is measured by their team’s success. Full stop.
What Leaders Should Never Do
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Boss instead of coach
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Criticize instead of develop
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Withhold feedback instead of collaborating
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Put self before team
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Model one set of behaviors while demanding another
Teaching Point: The Focus Test
Where is your focus? On yourself…or your team?
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Leader-centered focus breeds fear, low morale, and disengagement.
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Team-centered focus fuels accountability, resilience, and engagement.
The Current Reality
With remote and hybrid work here to stay, AI and automation changing roles, and Gen Z demanding purpose and transparency, engagement isn’t optional—it’s survival. Disengaged employees cost U.S. companies an estimated $1.9 trillion in lost productivity annually. Can your organization afford that?
Final Thought
Great leaders never stop asking: Does my team know that their success is my success? Engaged teams don’t happen by chance—they’re the direct result of intentional, focused leadership.
Don’t leave your team’s success—or your bottom line—to chance. Engagement doesn’t happen on its own. It’s created by leaders who prioritize people, purpose, and growth. Let’s work together to transform your culture, ignite enthusiasm, and unleash the full potential of your team. Call me to deliver the dynamic, actionable leadership strategies your organization needs right now.
