The workplace is changing faster than ever, and the old ways of leading no longer cut it. Employees today expect more from their leaders—not just direction, but trust, support, and a workplace where they feel valued. The leaders who succeed aren’t necessarily the most experienced or authoritative; they’re the ones who know how to adapt.
Why Most Leaders Think They’re Doing Fine (And Why They’re Wrong)
Most leaders believe they’re doing a good job. They work hard, they make tough decisions, and they genuinely want the best for their teams. But here’s the hard truth: Many leaders are unknowingly driving their employees away.
Phil Wilson, labor relations expert and author of The Leader Shift Playbook, has spent decades working with companies to improve leadership and employee engagement. He’s seen firsthand how small but crucial mindset shifts can make the difference between a leader people trust and one they tolerate (or worse, actively avoid).
In a recent conversation on The State of Work Today podcast, Phil broke down the leadership shifts that separate great leaders from struggling ones. Today, we’re going to focus on three key lessons from his approach and what they mean for leaders trying to build strong, engaged teams in today’s workplace.
Lesson 1: Approachability is the Ultimate Leadership Superpower
Think back to the best boss you’ve ever had. Chances are, they were someone you felt comfortable talking to—someone who listened, valued your ideas, and made you feel like your contributions mattered. That’s what approachability is all about.
According to Phil, being an approachable leader isn’t just a nice-to-have trait—it’s a game-changer when it comes to employee engagement and retention. Research backs this up: employees are far more likely to stay in a job where they feel heard, respected, and supported by their direct manager.
What This Means for Leaders
If you’re a leader, ask yourself:
· Do your employees feel safe bringing you problems, ideas, or feedback?
· Do you only talk to them when something is wrong, or do you make an effort to connect regularly?
· Have you created an environment where people trust you, or do they avoid you?
Approachability isn’t about being everyone’s best friend. It’s about being the kind of leader who makes people feel valued—someone employees turn to instead of someone they fear. If you’re not sure how your team sees you, start by asking them directly: What’s one thing I could do to be a better leader for you? Then, actually listen to the answer.
Lesson 2: Your Beliefs About Your Team Shape Their Success (or Failure)
One of the most powerful ideas in The Leader Shift Playbook is what Phil calls the hero assumption—the belief that your employees are capable, resourceful, and eager to succeed. Unfortunately, many leaders operate from the opposite mindset.
Think about it: If you believe your team is lazy, unreliable, or not very smart, that belief will shape how you treat them. You’ll micromanage, withhold opportunities, and assume they can’t handle responsibility. Over time, they’ll internalize that message and either stop trying or leave for a workplace where they feel trusted.
On the flip side, when leaders believe in their people, employees tend to rise to the occasion. There’s science to back this up. Studies show that when teachers are told certain students are “high potential,” those students perform better—even if there was no actual difference in ability. The same principle applies in the workplace.
What This Means for Leaders
Start assuming the best in your employees. Give them stretch assignments and opportunities to grow.
When someone struggles, ask how you can help instead of assuming they’re not capable.
Regularly remind your team what they’re great at—people are more likely to improve when they know their strengths.
Your team will live up (or down) to your expectations. If you want high performers, start treating them like they already are.
Lesson 3: Most Leaders Underestimate Their Own Impact
A lot of leaders don’t realize how much influence they have. They assume employees are disengaged because of external factors—low pay, long hours, or the job itself. But the reality is, the biggest factor in employee engagement is their direct manager.
Phil uses the example of the placebo and nocebo effect to explain this. The placebo effect happens when someone believes a treatment will help them, and their symptoms improve—even if the treatment is just a sugar pill. The nocebo effect is the opposite: when someone believes something will harm them, their symptoms get worse.
Leadership works the same way. If you constantly express doubt, negativity, or frustration, your team will start to believe things are worse than they are. But if you express confidence, optimism, and encouragement, your team will feel more motivated, even in tough situations.
What This Means for Leaders
Be mindful of your words and tone—small comments can have huge ripple effects.
When facing challenges, focus on solutions and possibilities rather than just problems.
Regularly check in with your team’s morale. If people seem disengaged, don’t assume they’re lazy—assume something in the environment needs to change.
Being a leader means recognizing that your presence, attitude, and words shape the entire workplace experience for your team. If people are struggling under your leadership, it’s your job to figure out why—and fix it.
The Leaders Who Succeed Are the Ones Who Adapt
Leadership isn’t about having all the answers. It’s about making the right shifts in mindset so you can bring out the best in your team.
The good news? These shifts aren’t complicated. They don’t require an MBA or decades of experience. They come down to:
1. Being approachable so employees feel safe bringing you ideas, feedback, and concerns.
2. Believing in your team and giving them the opportunities to grow.
3. Recognizing your own impact and making sure you’re leading in a way that inspires, not discourages.
If you lead a team—or hope to—now is the time to step back and ask yourself: Am I making these shifts, or am I stuck in old habits that are holding my team back?
Because here’s the truth: The best leaders aren’t the ones who think they have it all figured out. They’re the ones who are willing to grow, adapt, and lead in a way that actually works.
Want to learn more?
Phil Wilson’s book, The Leader Shift Playbook, dives deeper into these concepts with practical tools and real-world examples and has a website where you can learn more, download resources, and get your copy: https://yourleadershift.com.
And if you haven’t already, listen to our full conversation with Phil on The State of Work Today podcast.
Trust me, this is one episode you don’t want to miss.
