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Lisa Sharapata is the chief marketing officer at The Arbinger Institute, the innovator of leadership development and culture transformation. At Arbinger, Lisa taps into her 20 years of marketing experience to create strategies that engage and inspire audiences across the buyer journey. Prior to Arbinger, Lisa served as CMO at BoostUp.ai, was the VP of Global Marketing at MindTickle, and held senior positions at 6sense and Aprimo. Lisa has been widely recognized for her contributions in marketing, including being named as one of CIOLook's 10 Most Influential CMOs to Follow in 2023. She was also awarded the 2021 B2B Vanguard and B2B Innovator, and was named a "Woman to Watch” by DMN. Lisa is passionate about making a difference. She serves as a GTM Partners Ambassador, lends her expertise as an advisor for Hushly, and plays a pivotal role as Co-Founder and board member of the PEAK Community. Outside of work, she thrives in the great outdoors, and enjoys watching soccer and spending time with her family and dog. 

Lisa Sharapata

Are leaders on the same page as their employees? Some recent findings suggest otherwise. A 2024 workplace survey by Arbinger (go.arbinger.com/trends-report-2024) highlights this gap between leader and employee perceptions of workplace challenges. The data reveals that while executives may feel confident in their efforts, employees often feel undervalued, overlooked, and disconnected. If left unaddressed, this disconnect can harm organizational culture, productivity, and success. In this blog post, we’ll look at how to bridge this gap by fostering trust and engagement. Executive-Employee Disconnect: Key FindingsThe survey underscores the divide between executive and employee perspectives:Executives are 2.5 times more likely to believe their organizations provide ample opportunities for growth and skill development.They are nearly 3 times more satisfied with efforts addressing employee well-being.They are more than 3 times more satisfied with company communication and collaboration.Despite these positive executive views, only 22 percent of employees reported high job satisfaction. This stark contrast highlights the need for talent development professionals to bridge the gap between leadership and employees.Causes of the DisconnectOne significant reason for this disconnect is the lack of regular communication between leaders and employees. Research shows that fewer than half (43 percent) of organizations regularly facilitate these critical conversations. Without ongoing dialogue, executives remain out of touch with employee needs, leading to lower engagement, diminished growth, and a weakened organizational culture.When employees feel unseen or unheard, they often disengage, resulting in reduced productivity and stifled innovation. Fostering open communication and understanding should be a top priority for leaders to build stronger relationships and improve workplace dynamics.Bringing Humanity to the Workplace: A Path to ReconnectionA key way to bridge this gap is by bringing humanity to the workplace. When employees feel valued as individuals rather than just workers, trust and engagement increase. Consider these simple yet effective practices to empower leaders to shift their mindset:Know employees beyond their roles: Engage in personal conversations to understand their aspirations and challenges.Reflect on your impact: Regularly assess how your actions affect others and make necessary adjustments.Avoid assumptions: Miscommunication often stems from assumptions. Leaders should focus on clarifying facts and fostering open dialogue.The Leadership Qualities Employees ValueArbinger’s survey findings revealed that employees desire certain characteristics in their leaders, the top answers being:TrustworthinessAccountabilityActive listeningRecognition of contributionsAdaptability and passionBy embracing these traits, leaders can build trust and bridge the disconnect, boosting employee engagement and satisfaction.The survey also revealed the importance of psychological safety, with 41 percent of employees fearing negative consequences for speaking up. This fear stifles creativity and collaboration. Leaders who prioritize creating a safe environment for open communication enable their teams to voice ideas and concerns, driving innovation and improving performance.Empathy-Driven LeadershipEmpathetic leadership is crucial to reducing workplace disconnect. By adopting a more human-centered approach, leaders can create environments where employees feel heard and valued. Practical steps include:Show appreciation: Regularly recognize employee contributions.Take responsibility: Admit mistakes and model accountability.Be a good listener: Listen to employee concerns and feedback without judgment.Balance workloads: Monitor employee stress levels and provide support as needed.Foster psychological safety: Ensure employees feel safe speaking up without fear of retaliation.Moving Forward: Bridging the GapClosing the gap between leadership and employees requires time and effort. However, by prioritizing communication, empathy, and trust, organizations can transform their culture. Talent development professionals play a vital role in guiding this process and supporting leaders as they work toward building more inclusive, connected, and productive teams.

Bridging the Leadership Disconnect: Fostering Trust and Engagement

Many managers are promoted into leadership roles without receiving proper training to manage and lead effectively. Without guidance, they can quickly become a liability to their team rather than an asset, potentially causing challenges with engagement, retention, and accountability. Leadership is not something that comes naturally for most; it requires intentional effort and the right mindset.Here are seven practical steps to help develop a leadership mindset within your organization:1. Lead by ExampleAs a leader, your actions and attitude set the tone for the entire organization. The mindset you adopt plays a crucial role in shaping the culture and behaviors within your team. One of the most effective ways to influence others is by shifting from a self-focused mindset to a team-oriented one. By demonstrating this shift yourself, you can empower your team members to take ownership of their work and their impact on others.2. Create Leadership OpportunitiesOffering your team members opportunities to lead projects, initiatives, or workstreams is a powerful way to develop their accountability. For example, giving employees a chance to manage cross-functional projects or oversee events allows them to experience leadership responsibilities. And assigning these responsibilities helps them gain confidence in decision making, collaboration, and accountability.Encourage employees to step out of their comfort zones with “stretch assignments,” which push them to acquire new skills and grow as leaders. These assignments often involve new responsibilities, such as managing a project with high visibility or leading a team brainstorming session.3. Provide Constructive FeedbackTo foster trust and growth within your organization, it's essential to provide your team with feedback that is constructive and supportive. Instead of focusing solely on what employees are doing wrong, frame feedback around their impact. This approach not only boosts their performance but also strengthens their relationships within the team.In short: Offering ongoing, actionable feedback helps employees develop critical self-awareness—an essential leadership trait.4. Equip Employees With Decision-Making ToolsTools empower employees to solve problems independently while ensuring that their decisions align with the organization’s goals. By giving your team access to such tools, you foster accountability and create a sense of ownership within the team.Decision-making frameworks also help streamline processes and enhance collaboration. When employees share a common understanding of how to approach problems, they work together more efficiently and confidently.5. Highlight the Impact of LeadershipHelp your emerging leaders understand the significant impact they have on their teams. Leadership isn’t just about managing tasks—it’s about influencing the entire team’s dynamics and engagement levels. Research shows that managers account for 70 percent of the variance in employee engagement. Leaders who recognize their impact are more likely to create an environment where employees feel heard, valued, and motivated.6. Invest in Leadership TrainingTraining and development are critical to cultivating a leadership mindset. Investing in leadership development programs can yield a 25 percent improvement in business outcomes. Whether through mentorship, workshops, or conferences, leadership training equips future leaders with the tools they need to navigate challenges, empower others, and drive performance.Offering your team members access to both internal and external leadership development resources ensures they are prepared to step into management roles when the time comes.7. Offer Ongoing CoachingLeadership development is not a one-time effort. Ongoing coaching ensures that emerging leaders continue to grow, refine their skills, and gain the confidence needed to handle various situations. Research shows that more than 70 percent of leaders who receive coaching experience improved work performance and communication skills. Regular coaching sessions also offer a support system, providing leaders with valuable insights and guidance as they progress in their careers.The Power of Developing a Leadership MindsetDeveloping a leadership mindset within your organization starts with intentional effort and continuous support. By giving your employees the right opportunities, tools, feedback, and coaching, you help them build the skills necessary to lead effectively. Investing in leadership development today is an investment in your organization’s future success.

From Manager to Leader: How to Nurture the Next Generation

To gain support for prioritizing culture, leaders must demonstrate how a positive culture translates into tangible business benefits.

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