I’m going to tell you a little story.
I am a naturally positive person. It shows up in every personality test I take. I can always see the bright side of a situation. I naturally look to solve problems, roll up my sleeves and get to it.
Apparently, this can be wildly irritating.
At least it was for one manager, an SVP, who, in complete frustration, snapped at me,
“Jesus, Lori, not everything is rainbows and unicorns. You might need to get your head out of your ass and see the situation for what it really is.” 😳
Six months later, I would be at an entirely different company. And six months after that, the entire team that reported to me would leave that company and leadership as well.
Why? It’s very simple.
Because good people want to work for great leaders.
We know that leadership is complex. But, it boils down to FOUR key elements of leadership that employees need: Hope, Trust, Compassion, and Stability, according to a recent Gallup global survey among leaders with hope being the number one need that followers need from their leaders. This study builds on decades of research on what people want from those at the helm. The number one amongst the four? Hope, by a landslide. Sixty-four percent of desired leadership attributes focus on hope, the primary need of followers worldwide.
While I firmly believe that hope is not a strategy — business and leadership require action, execution, and tangible steps — I also believe that hope is one of the most powerful traits a leader can possess.
In fact, I see hope as a subset of JOY, and when harnessed effectively, it can be a game-changer for leaders and organizations alike.
The Difference Between Hope as a Strategy vs. Hope as a Leadership Trait
I’ve sat in many meetings where people have thrown the word “hope” around: I hope the buyer will get back to me by the end of the week, I hope to hit my revenue target by the end of the quarter, I hope the transportation company will deliver on time.
This is wishful thinking. Fantasy. Fluff.
These passive statements lack structure, accountability and direction. These issues indicate a lack of intentional leadership.
But hope, when embraced as a leadership trait, is entirely different. It is a potent ingredient to a mindset that fuels resilience, creativity, and a belief in possibility.
A belief in possibility —> inspires others!
Inspired teams push through challenges, find solutions, and see beyond immediate obstacles.
How Hope Connects to JOY in Leadership
I’ve defined JOY as “a profound and holistic sense of well-being and contentment that transcends momentary happiness” and stems from alignment, fulfillment, and purpose. JOY is not fleeting happiness, but rather deeply rooted in confidence that things are unfolding as they should. Hope plays a crucial role in this because it fuels the belief that there is something worth striving for.
Leaders who cultivate their own JOY bring hope into every room they enter. They create environments where teams feel:
🔥Valued
🔥Inspired
🔥Motivated
They acknowledge setbacks but do not let them define the future. Their hope is contagious, lifting others to see possibilities instead of limitations.
The Ripple Effect of Hope in Leadership
Leaders who embrace hope as an important trait, not as a strategy, foster cultures of resilience and optimism. When employees see their leaders exude hope in the face of uncertainty, they are invited to be more engaged, solution-oriented, and willing to take ownership of challenges. Hope creates momentum, and momentum drives results.
Additionally, hope enhances emotional intelligence. Leaders who embody hope tend to be more empathetic, understanding, and visionary. They can navigate crises with clarity, keeping teams motivated even when external circumstances are difficult.
How Leaders Can Harness Hope
- Lead with Vision: Hope is anchored in a clear, compelling vision for the future. As a leader, articulate where you're going and why it matters. This instills confidence in your team.
- Take Action: Hope without action is just wishful thinking. Pair hope with intentional strategy, execution, and accountability.
- Foster Psychological Safety: Hope thrives in environments where people feel safe to take risks, voice ideas, and innovate. Build a culture of trust so your team can move forward with confidence.
- Model Resilience: Hope is strongest in leaders who remain steady in uncertainty. Acknowledge challenges, but reinforce the belief that solutions exist and progress is possible.
- Celebrate Small Wins: Recognizing progress reinforces hope and energizes teams to keep pushing forward.
- Maintain Your Own JOY: A leader’s energy sets the tone for the entire team. Prioritize your own well-being — your own JOY — and fulfillment so that you can authentically inspire hope in others.
Hope alone is not a leadership strategy, but it is an essential trait of a great leader. When integrated into a mindset of joy, it becomes a powerful force that fuels resilience, engagement, and long-term success. Leaders who embody hope inspire their teams to believe in possibilities, navigate uncertainty with confidence, and create cultures that thrive beyond challenges.
The truth is, I know everything can’t be rainbows and unicorns all the time. But hope isn’t about ignoring your situation or pretending problems don’t exist. Hope is about the belief things will work out. It isn’t about passive inaction or wishful thinking. It’s the belief that you can create a plan and take action.It’s about knowing that you have the resilience to overcome obstacles and challenges.
Not sure how to bring Hope into your leadership style? Comment below with a question and I’ll personalize a tip for you! 💌
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