Diary of a Leader: How Engagement Builds Teams and Future Leaders
- Lindsay Sheldrake
- Dec 29, 2024
- 4 min read
Updated: Apr 4
Welcome to "Diary of a Leader" - Real Stories, Leadership Lessons, and Personal Growth
Ah, leadership! The thrilling, heart-racing journey of ups, downs, and all the delightful chaos in between.
Welcome to "Diary of a Leader," where I peel back the curtain on the good, the bad, and the downright awkward moments of being a leader.
And Today, I’m Serving Up a Leadership Lesson About Engagement
Let’s start with a simple truth: engagement isn’t just a buzzword. It’s the foundation of connection, productivity, and growth. Yet, in many organizations, it’s the missing piece that leads to misalignment, low morale, and eventually, disengaged teams.
When we talk about engagement, we’re talking about something more than just showing up. It’s about creating an environment where people feel empowered, heard, and connected to the mission. And here’s the kicker—it’s not just about the present. Engagement paves the way for the next generation of leaders.
But here’s the challenge: disengagement doesn’t always announce itself with neon signs. Sometimes it’s subtle—missed deadlines, quiet disinterest, or a reluctance to share ideas. And sometimes it’s glaringly obvious.
Disengagement: A Physical Sign I’ll Never Forget
I’ll never forget one example of disengagement that was impossible to miss. I once worked with a manager who started wearing his hood up at work—a physical signal that he was checking out. It wasn’t subtle, and it spoke volumes.
This wasn’t just about frustration or a bad day. It was a clear sign that something had gone wrong—communication had broken down, collaboration had stalled, and his connection to the mission had all but disappeared.
It wasn’t just his disengagement that stood out to me—it was the ripple effect it had on the rest of the team. Disengagement is contagious. When one person disconnects, it often creates a domino effect, where others begin to question their own investment and enthusiasm.
What’s worse? Without action, disengagement snowballs. What starts as a silent frustration or sense of exclusion can turn into a full-blown culture problem. And culture, as we all know, eats strategy for breakfast.
What Really Drives Engagement?
Engagement doesn’t happen by chance. It happens when leaders prioritize clear communication, shared goals, and meaningful connections. It happens when barriers are removed, and people feel like they’re part of something bigger than themselves.
Here’s the big idea: When teams are engaged, they’re not just more productive—they’re also more creative, more adaptable, and more willing to step into leadership roles themselves.
Think about it: when silos are broken and leaders keep the metaphorical doors open, new opportunities for leadership arise. People feel confident stepping up, taking initiative, and finding ways to contribute beyond their immediate responsibilities.
And this is crucial for succession planning. Engagement isn’t just about today’s team—it’s about tomorrow’s leaders. By creating an environment where people feel connected and see opportunities, you’re building a leadership pipeline that strengthens your organization over the long haul.
How Do You Build Engagement?
Let’s get practical. Here are a few key strategies to spark and sustain engagement:
Break Down Silos - Disconnection often happens when departments, teams, or individuals operate in isolation. When you remove the barriers, collaboration thrives, and people feel like they’re part of a unified effort.
Example: Encourage cross-departmental meetings or shared projects where individuals from different teams can collaborate.
Lead With Authenticity - Engagement begins with trust, and trust begins with authenticity. When you’re transparent about challenges, celebrate wins, and admit when you don’t have all the answers, you create an environment where others feel safe to do the same.
Tip: Share your own moments of vulnerability. It shows that being real is more important than being perfect.
Listen and Act - People want to feel heard. Create regular opportunities for team members to share their thoughts, ideas, and concerns—and follow through with action. Listening isn’t enough; it’s about showing that their input makes a difference.
Question to ask: What’s one thing we can do as a team to make your work more effective or fulfilling?
Create Room for Growth - Engagement isn’t just about the work being done today. It’s about creating opportunities for people to grow, take on new challenges, and step into leadership roles. When pathways for growth are clear, engagement follows.
Action step: Offer mentorship programs or stretch assignments that allow team members to explore new areas of responsibility.
Align on Purpose - When people feel connected to the mission and understand how their work contributes to the bigger picture, engagement becomes natural. Revisit and reinforce the “why” behind the work often.
Example: At the start of major projects, remind the team how their contributions align with the organization’s mission and vision.
Why Engagement Matters for Leaders
As leaders, it’s easy to focus on goals, deadlines, and results—but without engagement, those things fall flat. Engaged teams aren’t just about delivering results; they’re about creating an environment where people feel like they’re part of something meaningful.
And here’s the ripple effect: when engagement is strong, you’re not just building a team—you’re building a pipeline of future leaders. When people feel connected and see opportunities, they’re more likely to step up, take ownership, and grow into leaders themselves.
Engagement doesn’t just benefit the organization—it benefits individuals. When people are engaged, they feel a sense of purpose, satisfaction, and pride in their work. And when that happens, retention improves, morale increases, and everyone wins.
Wrapping Up (Because Time is Precious)
Here’s the takeaway: Engagement isn’t just about keeping your team happy or hitting targets. It’s about connection, clarity, and creating an environment where everyone feels valued and capable of stepping up.
When you invest in engagement, you’re not just building a better team today—you’re shaping the leaders of tomorrow.
Catch you next time, fellow leaders-in-training—and remember, engagement starts with you.
Stay tuned for more reflections and lessons from the trenches of leadership in the next installment of
"Diary of a Leader"
Комментарии