Gallup released its newest Global Leadership Report
The surprising #1 thing your team wants from you (it's not what you think!)
The following is an excerpt from our March 2025 issue of Hey Leader.
Hey Leader, crafted with thought & care by The Perk, is a monthly email series all with the intention to help you lead better. You belong here!
Hey, Leader —
Gallup released its newest Global Leadership Report & it gave me a chance to do what I normally do when data like this comes out: Geek out. HARD. 🤓
Gallup does it right when it comes to this kind of data. They’ve surveyed 30,000 people across 52 countries for this latest report, which means that the kind of insights they’re uncovering is the real deal.
And what they found is absolutely fascinating. They asked people two simple questions:
"What leader has the most positive influence on your daily life?"
"Please list three words that best describe what this person contributes to your life."
No fancy wording. No “on a scale of 1-10.” They just asked two questions, & really listened to the answers.
The results? Well, the top four needs of followers (not the hugest fan of using this word, but I’m using it because it’s what Gallup uses) are:
- Hope
- Trust
- Compassion
- Stability
Hope, by the way, isn’t on top by a few responses. Hope was the primary need identified in every region & every country. It’s #1 by a LOT.
This floored me…in the best possible way. Because in all the conversations about leadership development nuances & engagement strategies, we can overlook the fundamental need that’s right under our noses: the desire to believe tomorrow will be better than today.
Because as leaders (*& humans!), we have that need, too.
Two other interesting tidbits:
While hope dominates across all demographics, younger employees (18-29) desire it even more. And, the research shows this pattern has remained consistent since 2008. This isn't a passing trend — it's a fundamental human need in the workplace.
Hope & trust together accounted for 80% of the responses. If you're looking for a focus area as a leader right now, these two elements should be at the top of your list.
So, what does all of this mean for you as a leader?
Well, hope actually has to be a strategy. 😎
If your team members don’t feel hopeful about the future, nothing else you do will have an impact. No amount of team building, strategic planning, or performance management will be able to solve for a lack of hope & trust.
Which brings me to my next point:
Hope can be created. It’s not a finite, fuzzy thing. It’s not an action that some leaders naturally inspire while others don't. It’s not just a cross-your-fingers kind of activity. It can be intentionally cultivated.
At The Perk, we’ve been diving into what creates hope, & we’ve identified five key drivers that consistently make a difference:
Vision creates hope. People need a clear picture of where they're going & why it matters.
Progress creates hope. Nothing kills hope faster than feeling stuck. Helping people get unstuck & celebrate all the points along the journey is what it’s all about.
Mindset creates hope. The way we think about circumstances that are out of our immediate control directly impacts what we believe is possible.
Community creates hope. Hope doesn't thrive in isolation. It grows when people feel connected to others who believe in the same possibilities.
Innovation creates hope. When teams can imagine new possibilities & bring them to life, hope naturally follows.
I love what Gallup says in the report: "If a leader does not create a sense of hope & help people see the way forward, chances are no one else will either." Talk about a responsibility & an opportunity all at once!
If you’re interested in the report but not able to take the time to read the whole thing, we’ve got you covered. The Perk team wrote this blog post highlighting our takeaways from the report—a must-read, if you ask me.😉
Remember: hope isn’t passive wishing. It’s an active force that drives innovation, resilience & engagement. When you intentionally create hope, you’re not just making them feel better—you’re unlocking their full potential. And as leaders, that’s what we’re wanting to do anyway, right?
Five Ways to Become a Hope-Creating Leader
Start meetings with wins. Before diving into challenges or to-dos, have everyone share a recent win or progress point. This simple ritual shifts the energy & reminds everyone that forward movement toward your collective goals is happening (We do this religiously at The Perk & it makes SUCH a difference!).
Ask hope-generating questions. The best questions are the ones that shape thinking. Try asking, “What possibilities do you see here?" or "What do you think we should try in this situation?” These kinds of questions naturally orient people toward hopeful futures instead of dwelling on problems.
Connect daily work to your bigger “why.” Regularly remind your team how their current projects connect to your company’s larger vision. "This project matters because it helps us get closer to X" or "Your work on this is creating Y impact” makes it obvious that they’re contributing in a meaningful way & shaping a better future for all!
Model bouncing back from setbacks. When things go wrong (& they will!), show your team how to respond with resilience. Share your thought process: "Here's what I'm learning from this," or "Here's how I'm thinking about moving forward." Your response to challenges sets the tone.
Create space for blue-sky thinking. Dedicate time in meetings for "what if" conversations where constraints are temporarily set aside. This sparks innovation & expands what people believe is possible. You don't have to implement every idea—just the act of thinking itself creates hope!
As always, if you try any of these out, be sure to reply back & let us know how it goes!
What's The Perk saying?
Our media selections this month are to help you in becoming a hope-creating leader!
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What's our community saying?
We’re always soaking in the latest news & insights on culture, organizational development, & leadership. This month’s resources focus on our key drivers of hope.
53 min listen
7 min read
12 min watch
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