Leaders Hold the Wheel
Accountability in leadership is like safe, focused driving. If a leader ignores warning signs, recklessly, or fails to navigate properly, the whole organization falters. Employees watch how leaders operate and follow suit. Gallup’s 2025 State of the Global Workplace report underscores this, showing that manager engagement dropped from 30% to 27%, contributing to a massive $438 billion loss in global productivity in 2024 alone (Gallup, 2025). Gallup also estimated that if workers were fully engaged, the global economy could see an added $9.6 trillion in productivity, equivalent to adding an entire major economy (Gallup, 2025).
When Leaders Stall the Drive
Low productivity often has its root not in employees, but in disengaged leadership. When leaders don’t maintain focus, clarity or direction, confusion, and frustration cascades down the chain. This is especially important given that leaders directly shape team engagement, which in turn drives productivity. For example, organizations that hold leaders accountable for employee experience are 18 times more likely to cultivate healthy cultures, and that culture explains 19% of variation in productivity across companies (I4CP, 2023)
Calling Out Leadership Roadblocks
To fix the journey, organizations must be willing to look at who’s driving:
- Are leaders setting a clear destination? (Goals and vision)
- Are they checking their rearview mirror? (Checking past mistakes and learning from them)
- Are they signaling intentions clearly? (Communicating expectations clearly)
- Are they fueling up first? (Modeling productivity themselves)
As Forbes contributor Dr. Diane Hamilton notes, employees now demand transparency, empathy, and accountability from leaders. When managers own mistakes, rather than deflect blame, engagement, and trust grows. Without it, productivity declines and culture suffers (Forbes, 2025).
Building a High-Performance Vehicle
Here’s how accountable leaders keep the vehicle running smoothly and teams productive:
- Regular tune-ups: Own mistakes and make corrections openly.
- Stay on course: Use performance metrics like a GPS to ensure the team is on track.
- Fuel wisely: Manage energy and time in effectively before asking employees to give more.
- Drive safely: Demonstrate accountability in every action so the team trusts the journey.
These practices prevent breakdowns and ensure the “journey” stays on track.
The Modern Leadership Map
Harvard Business Impact’s 2025 Global Leadership Development Study highlights the evolving pace at which leaders must learn and adapt, especially as AI and rapid change shape modern business needs. Organizations are investing in fast, fluid, and future focused leadership development, with 62% now relying on employee surveys to measure leadership effectiveness (HBI, 2025).
Additionally, The Financial Times reports that manager burnout and lack of support have played major roles in the drop from 23% to 21% in global employee engagement. However, companies that invest in manager training and culture see strong engagement gains (Financial Times, 2025).
Bottom Line
Leaders are not passengers, they’re drivers. Leaders’ accountability determines whether the organization moves effectively or stalls on the roadside. Employees can push the gas as mud as they like, but without leader who models responsibility, productivity always lags.
If the ride feels rough, it’s time for leaders to check themselves first. Accountability isn’t just about motion, it’s about delivering everyone safely and effectively to finish the line.
Reference Highlights (2023-2025)
- Gallup (2025): Manager engagement dropped from 30% to 27%, costing $438B in productivity; full engagement could add $9.6T globally.
- I4CP (2023): Organizations that hold leaders accountable for employee experience are 18x more likely to have healthy cultures, which explain 19% of productivity variance.
- Forbes (2025): Employees now demand transparency and accountability; leadership missteps erode engagement and culture.
- Harvard Business Impact (2025): Emphasizes fast, fluid leadership development; 62% use employee surveys for measuring leadership effectiveness.
- Financial Times (2025): Manager burnout and poor support contributed to engagement decline; effective manager training supports recovery.
References
Berwick, I. (2025, April 23). Happy Managers = happy staff. Financial Times. https://www.ft.com/content/87f39dc8-bb16-44e5-b80e-724b1bae67b8
Gallup. (2025). State of the Global Workplace. Gallup. https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx
Hamilton, D. (2025, January 16). Why employees are holding leaders to a high standard of accountability. Forbes. https://www.forbes.com/sites/dianehamilton/2025/01/16/why-employees-are-holding-leaders-to-a-high-standard-of-accountability/
Harvard Business Publishing. (2025, February 25). 2025 global leadershpi development study: Research findings. Harvard Business Publishing https://www.harvardbusiness.org/insight/2025-global-leadership-development-study-research-findings/
Institute for Corporate Productivity (i4cp). (2025, March 6). How to hold leaders accountable for the employee experience. i4cp. https://www.i4cp.com/meetings/how-to-hold-leaders-accountable-for-the-employee-experience