hope as a leadership practice for organizational success and thriving through uncertainty

the /rōoted/ leader #3

Leadership is about more than guiding strategy or achieving goals—it’s about being a keeper of hope and creating environments where people feel seen, supported, and inspired to move forward.

In a world filled with uncertainty and division,many people are grappling with feelings of hopelessness stemming from global crises, political divides, and societal unrest. From the devastation of natural disasters like the fires in Los Angeles to the erosion of civility and humanity in public discourse, the challenges we face often seep into how we show up in every aspect of our lives, including the workplace.

While optimism and positivity rely on outcomes and expectations—the belief that “everything will be okay”—hope is rooted in resilience and the belief in potential, even when the future feels deeply uncertain. It’s a practice that bridges the reality of pain and hardship with the belief in what’s possible, offering teams a path to resilience and growth, even when the future feels deeply uncertain.

This week, we’re exploring the critical role hope plays in organizational success and how leaders can foster it to create resilient, purpose-driven teams.

what we’re exploring

Leadership is about more than just strategy, decision-making, or guiding organizations toward goals. It’s also about creating an environment where people feel seen, valued, and supported. Leaders aren’t only responsible for steering their teams toward success, but also for sustaining the emotional and psychological well-being of those they serve.

Holding hope is an essential part of that work. By doing so, leaders offer their teams a bridge between acknowledging pain and believing in possibility. They model empathy and resilience by addressing current challenges, while inspiring trust in a collective ability to navigate them.

This is especially important in today’s world, where the lines between personal and professional challenges blur more than ever. Employees bring their full selves to work, carrying the weight of personal losses, social injustices, and global crises. Leaders who fail to recognize these realities risk alienating their teams, fostering disengagement, or exacerbating burnout. Moreover, they also risk losing credibility because they seem to be out of touch with what people are experiencing. Hope, when held authentically, creates space for people to process their experiences and move through hardship while staying connected to their purpose.

why it matters

Organizations today operate in an environment of unprecedented challenges: economic instability, rapid technological advancements, social unrest, and the lingering impacts of global crises. Yet, we are not just professionals managing these pressures; we are whole human beings, deeply affected by what’s happening outside of work.

Whether it’s mourning the losses from the fires in Los Angeles, feeling the weight of humanitarian crises, or wrestling with the lack of civility in society, these external realities shape how people feel and function in the workplace. Hopelessness doesn’t just stay at home—it spills into our workplaces, directly impacting engagement, collaboration, and innovation.

This is why hope is more than a personal virtue; it’s an organizational necessity. When leaders intentionally cultivate hope, they empower their teams to face challenges with resilience and purpose. Hope fosters:

• Resilience: It gives individuals the capacity to bounce back from setbacks and navigate change.

• Engagement: It connects teams to a shared mission, encouraging them to persevere through difficult times.

• Innovation: By believing in the possibility of improvement, hope creates the conditions for creative problem-solving and progress.

In contrast, the absence of hope often leads to fear, stagnation, and disengagement. Leaders who embrace hope as a guiding principle create the foundation for a workplace culture that is both compassionate and results-driven.

how to take action

1. Acknowledge Hardships with Empathy
   Start by recognizing the personal and professional challenges your team may be facing. Empathy doesn’t require extraordinary acts—it’s about meeting people where they’re at and validating their experiences. When leaders listen without judgment and acknowledge the weight of what others are carrying, it helps people feel seen, heard, and valued. This builds trust and psychological safety, craeting space for authentic dialogue and laying the foundation for deeper connection and resilience.

2. Share a Clear and Inspiring Vision
   Articulate a realistic yet inspiring vision for the future. Be transparent with your team about where the organization is headed and remind them how their efforts contribute to a greater purpose.

3. Model Vulnerability and Self-Compassion
   Show your team that it’s okay to be human. Acknowledge your own challenges and uncertainties while maintaining hope and focus. Pairing vulnerability with self-compassion demonstrates that you are willing to be open and kind to yourself in difficult moments. This not only builds trust but also sets a powerful example for others to practice self-compassion and show up authentically, fostering a culture of mutual understanding and resilience.

4. Create Opportunities for Connection
   Foster a sense of belonging by encouraging collaboration and mutual support. Teams that feel connected and supported are better equipped to navigate challenges together.

5. Celebrate Progress
   Recognize and celebrate small wins along the way. This reinforces a sense of momentum and reminds teams that their efforts matter.

a few things to consider

Hope isn’t about denial; it doesn’t ignore difficulties or challenges but rather embraces them while holding space for the possibility of improvement. It’s important to remember that everyone experiences hope differently—what inspires one person might not resonate with another. By including individuals in the process and fostering hope in ways that feel authentic and meaningful to them, leaders can empower their teams to practice hope in ways that support their unique needs. Finally, building a culture of hope requires playing the long game. With consistent effort, intentionality, and patience, the impact of hopeful leadership will grow steadily over time, creating a foundation for resilience and connection that can sustain organizations as they navigate challenges.

reflection prompts:

• How do I acknowledge and address the challenges my team is facing, both inside and outside of work?

• What vision can I share to inspire hope and guide my team through uncertainty?

• How can I model resilience while remaining honest about difficulties?

additional sources of inspiration

• Book: Love, Hope & Leadership—A Special Edition by Gary Burnison
  An inspiring collection of reflections, perspectives, and pivot points that capture the moment and define how we live and lead today.

• Article: The Strategic Power of Hope by Jamil Zaki for the Harvard Business Review
  Exploring how hope provides a barrier against this self-defeating behavior, and if leveraged appropriately, can be a powerful force in helping organizations thrive.

• Podcast: Hidden Brain–Wellness 2.0: Rising to the Occasion
  Examining the psychology of pushing through a crisis and how hope can be a powerful motivator in times of crisis.