The Most Underrated Tool in Leadership
A fresh start does not always require a new plan, a new hire, or a bold strategy. Sometimes the biggest shift happens when we change how we show up.
In this 10 to Win episode of The Trend Report, I challenged our community to rethink something that often gets labeled as soft or optional in leadership. Gratitude.
Research from Harvard Business School and the Wharton School makes this clear. Leaders who consistently express gratitude see higher employee engagement, stronger trust, and lower burnout across their teams. One widely cited Wharton study found that teams who felt genuinely appreciated were up to 50 percent more productive than those who did not. That statistic reframes gratitude entirely. It is not just a feel good gesture. It is a performance multiplier.
This matters because leadership is not positional. It is personal. Regardless of title, everyone leads in some capacity. And gratitude may be one of the most underutilized tools we have to lead more effectively.
Gratitude changes leadership because it changes people. When leaders intentionally express appreciation, it activates trust and psychological safety. Those two elements consistently show up in research as drivers of collaboration, innovation, and performance. When people feel seen and valued, they are more willing to speak up. They take ownership. They support one another. They show up differently.
I have watched this play out repeatedly. When gratitude becomes part of the rhythm of leadership, not a once a year recognition moment but a daily practice, conversations shift. Energy changes. Accountability improves. People know their effort matters. Gratitude does not eliminate challenges. It reframes them. It creates a foundation where people feel supported enough to navigate uncertainty together.
But there is a myth we need to let go of. Somewhere along the way, leadership picked up the idea that gratitude is soft, optional, or only appropriate when things are going well. That simply is not true.
Gratitude does not mean lowering standards. It does not mean ignoring problems. It does not mean avoiding hard conversations. In fact, it strengthens leadership by balancing accountability with humanity. When people feel appreciated, they are more receptive to feedback. They are more resilient under pressure. They are more committed to the work ahead. Strong leaders do not lead with fear. They lead with clarity, trust, and intention. Gratitude reinforces all three.
The most powerful part of leading with gratitude is how simple it really is. It does not require a new initiative or extra time on your calendar. It requires awareness and intention.
Start your day with gratitude. Before the emails, meetings, and news alerts, pause and ask yourself what you are grateful for today. Be specific. Do not default to generic answers like family, health, or the weather. Drill down. Name a person. A lesson. An opportunity. Even a challenge that is stretching you. Specific gratitude anchors your mindset and influences how you show up throughout the day.
Start your meetings with gratitude. Invite one person to share something they are grateful for, professionally or personally. Frame it in a way that gives people the option to participate. As the leader, go first. This simple practice humanizes the room, lowers tension, and reminds everyone that they are more than their to do list. It takes less than two minutes, yet it often changes the tone of the entire conversation.
Recognize effort, not just outcomes. Too often we wait to express appreciation until a win is achieved. Gratitude is far more powerful when it acknowledges effort, progress, and commitment, especially during uncertain moments. Recognizing the work your people are doing, even when results are not perfect yet, builds momentum and trust.
Pause before you react. Leadership is full of moments that trigger frustration and stress. In those moments, gratitude creates space between stimulus and response. Before reacting, ask yourself what you appreciate about this person or this situation. That pause often leads to more constructive conversations and better decisions.
Leading differently starts now. Fresh starts do not require reinvention. They require intention. Leading with gratitude is not about doing more. It is about leading differently. It is a daily choice that shapes culture, performance, and connection.
When leaders model gratitude, it ripples through teams and organizations in ways that are both human and measurable. Gratitude becomes the beginning of a positive ripple effect.
So reflect for a moment.
How might your leadership shift if gratitude became part of how you show up tomorrow, not occasionally, but consistently?
Sometimes the biggest ideas begin with the smallest, simplest shifts