Trillion Dollar Leadership Blindspot

Have you ever wondered, "Who is taking care of the people taking care of the people? That question has never been more critical. Right now, leaders across the U.S. are facing a workforce that is more disengaged and burned out than at any point in the last decade.

According to recent Gallup data, only 31% of American employees are actively engaged at work, while a staggering 69% of workers report experiencing burnout. This isn't just a challenge for HR; it's a massive financial drain, costing the U.S. economy an estimated $1.9 trillion in lost productivity annually.

In this eye-opening episode of the LIFE Podcast, Dr. C leverages her 25 years of nonprofit leadership experience and doctoral research on burnout to provide a clear path forward.

In this episode, you will:

• LEARN: The latest statistics on employee disengagement and burnout, and understand the key factors driving this crisis, from ineffective management to a lack of recognition.

• GET INSPIRED: Hear the real, human stories behind the data and discover how simple acts of listening—like the "$300 music stand" solution—can have a massive impact on morale and retention.

• FLOURISH: Get a practical, evidence-based playbook of interventions for leaders. Dr. C outlines low-cost strategies focused on enhancing managerial practices, providing real organizational support, and cultivating a culture of wellness and inclusion.

• EVOLVE: Discover the one simple question you can ask your team tomorrow to begin rebuilding trust and fostering genuine engagement.

If you are a leader, manager, or HR professional ready to move from knowledge to action, this episode will give you the tools you need to stop the burnout cycle and cultivate a thriving, productive, and resilient team.

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Episode Transcript

SPEAKER_00 (00:00):
Whew.
Is that the sound of yourworkplace?
In the U.S., employee engagementhas hit a 10-year low, costing
the nation a staggering$1.9trillion.
But what if the cure isn't abrand new program, but a new

(00:23):
perspective?
Stay tuned for the live podcastwhere we uncover the secrets to
a thriving workplace.
Hola, everyone.
And welcome to the Life Podcast.
I'm your host, Dr.
C.
Let me ask you something.
Have you ever felt that Sundayevening dread, that little knot

(00:45):
in your stomach when you thinkabout the work week ahead?
Maybe you've seen it in yourteam members, that look of just
going through the motions.
As leaders, we see the symptoms,but we don't really understand
the cause.
I spent over 25 years inleadership roles right here in
Rochester and Buffalo area,primarily the nonprofit sector.
I've even focused my doctoralresearch on the very real issue

(01:08):
of workplace burnout amongfrontline And through all of
that experience, one questionkept coming up, a question that
cuts right to the heart of whatwe're talking about today.
Who is taking care of the peopletaking care of the people?
Today, we're moving from justknowing there's a problem to
taking real concrete action.

(01:31):
We're going on a journey usingmy life pillars.
We'll learn the shocking newdata on burnout and
disengagement right here in theU.S.
We'll get inspired byunderstanding the human cost and
the potential for change.
We'll discover how to help ourteams and ourselves flourish
with proven interventions.
And finally, we'll talk abouthow you evolve as a leader,

(01:53):
starting right now.
All right, let's get right intothe new data, the information
that should be a wake-up callfor every leader in America.
According to a recent Gallupreport, employee engagement in
the As of early this year, only30% of U.S.

(02:14):
employees are actively engagedin their work.
Let that sink in for a minute.
That means less than a third ofour workforce feels enthusiastic
and connected to their jobs.
So where is everyone else?
Well, about 17% are activelydisengaged, meaning they're
resentful that their needsaren't being met and are acting
out on their unhappiness.

(02:36):
And the rest, they're justthere.
See, this isn't just about Yes,that's with a T,$1.9 trillion
annually in lost productivityalone.

(03:01):
And engagement is only half ofthe story.
The twin crisis is burnout.
As of last year, a staggering69% of workers reported that
they experienced a loss ofproductivity.
And we're not just talking aboutbeing tired.
Burnout is a serious state ofphysical and emotional
exhaustion.
We're seeing symptoms likechronic fatigue, cynicism,

(03:24):
apathy towards work, and a totalsense of helplessness.
insufficient opportunities forgrowth, and the lingering stress

(03:45):
from the shift to remote andhybrid work, which has left many
employees feeling disconnectedfrom their organization's
mission.
Okay, so that's the what, aworkforce that is more
disengaged and burnt out than ithas been in 10 years.
Now that we have the data, let'stalk about the human side of the
story.

(04:05):
In my own research, I heardthings that were truly
heartbreaking.
One person told me in My familygets what I have left, not my
best.
Another was told by their doctorthat their job was, and I quote,
killing them after their bloodpressure became dangerously high
from workplace stress.
This isn't just aboutproductivity numbers.

(04:27):
It's about people's lives.
The impact of these stressors ispredictable.
A lack of managerial supportleads to decreased productivity.
A lack of resources leads todecreased work quality.
A culture without authenticrelationship, well, it leads to
disengagement.
And for employees frommarginalized groups who often

(04:49):
face the additional burden ofmicroaggression, it leads to a
profound decrease in their trustin leadership.
But here's the inspiring part.
Fixing this isn't about hugeexpensive programs.
It's simply about listening.
See, I love this story from anarticle in the Harvard Business

(05:12):
Review.
At a university, a music facultyleader spent their entire annual
improvement budget on a fancynew soundproof studio.
Nothing.
See, engagement was low and somefaculty didn't even show up to
the ribbon cutting.

(05:33):
Why?
Well, because nobody asked themwhat they needed.
What they really needed were newmusic stands, which would have
cost only$300.
See, the old ones were brokenand the students' sheet music
was constantly falling on thefloor.
So for just$300 and a simpleconversation, leadership could

(05:54):
have shown they cared, solved areal problem, and kept That's
the inspiration.
The power to change this iscloser and less expensive than
you think.
It starts with asking the rightquestions.
Okay, let's pause for a moment.
You've heard the tough data onburnout and disengagement.

(06:17):
But don't get discouragedbecause the second half of our
show is all about the fix.
So coming up, I'm sharingsimple, low-cost strategies you
can implement today to build ateam that thrives.
Take a second to hit the followon your podcast app.
It's the best way to make sureyou never miss these insights.
Now, let's get back to thesolutions.

(06:39):
Okay, so this is the part wherewe build.
How do we create a culture wherepeople can flourish?
The Gallup report and my owndoctoral research points to the
same clear intervention forleaders.
First, enhance your managerialpractices.
See, your managers account for70% of the variance in team

(07:00):
engagement.
So the key is to be a supportivecoach, not a boss.
Provide clear purpose andexpectations, offer consistent
feedback, and recognizeachievements in a way that's
meaningful to your employees.
Next, master the one-on-one.
Have regular, reoccurringone-to-one meetings with your

(07:20):
employees.
Co-create the agenda with youremployee.
This builds ownership andensures the conversation is
meaningful for them.
And remember, foster opencommunication.
Create a safe space for honestdiscussions.
Use one-on-ones or evenanonymous surveys to understand
team morale and identifystressors early because when you

(07:42):
listen, you build trust.
Second, provide realorganizational support.
This is about setting yourpeople up for success.
So promote true work-lifebalance.
This is more than a buzzword.
Encourage regular breaks.
Set boundaries around after-hourcommunications and model this

(08:03):
behavior yourself.
Ensure realistic workloads.
Burnout is often a direct resultof being overwhelmed.
So redesign workloads to alignwith human capacity.
When a position is vacant,distribute tasks equitably and
compensate your team for theextra work.
I'm going to repeat that.
Distribute tasks equitably andcompensate your team for the

(08:28):
extra work.
Next, you can invest in employeedevelopment.
So give your team access totraining, mentoring, and
personalized career plans.
When you invest And third, andmost importantly, cultivate a
supportive and inclusiveculture.
See, culture is everything.

(08:51):
Prioritize wellness.
Frame burnout as a workplacehazard.
Your mission to improve livesmust apply to your employees
first.
Remember to recognize andappreciate.
Recognition is a powerfulmotivator.
Tailor your appreciation to whatmotivates each of you.
It boosts morale and strengthenstheir commitment.

(09:39):
value them as people, not justas producers.
We've covered a lot.
We've learned the stark realityof the U.S.
workforce.
We've been inspired by the humanstories and we've laid out a
roadmap of how your organizationcan flourish.
Now it's time to evolve.
What is the one step you couldtake today to begin this

(10:00):
journey?
I want you to try management bywandering around.
Get out from behind your deskand talk to your people.
And when When you talk to them,I want you to ask one simple
question, a powerful question.
What would make work better foryou?
Then just listen.
Don't get offended.

(10:21):
Don't get defensive.
The data you collect from thesesimple human conversations is
the most invaluable data youwill ever receive.
It's the beginning of buildingtrust, creating engagement, and
truly caring for the people whoare taking care of your mission.
That's how you evolve, not witha grand plan, but with simple

(10:42):
questions and a genuine desireto hear the answer and together
seek a solution.
Thank you for joining me on thelive podcast today.
I hope you feel inspired andequipped to help your team
flourish and to evolve as aleader.
Because if you don't take thetime for your employees
wellness, you'll definitely beforced to take time for their

(11:03):
illness.
That's all for this episode.
Did today's conversation sparkan idea?
Don't let it fade.
If you're ready to lead thechange in your organization, hit
subscribe and share this episodewith another leader.
Together, we can buildworkplaces where everyone can
thrive.
Until next time, keep onlearning, stay inspired,

(11:24):
continue to flourish, and neverstop evolving.
I'm your host, Dr.
C, and this is The Life Podcast.