The Leadership Power of Gratitude

As the year winds down and Thanksgiving approaches, we’re reminded to pause and give thanks. Yet for many leaders, gratitude is something that happens once a year around a dinner table, not something woven into how they lead. That’s a missed opportunity.

Gratitude, when practiced consistently, is not a soft skill or a seasonal nicety. It is a legitimate leadership strategy that strengthens performance, trust, and resilience inside teams. It is also one of the simplest ways to reconnect people to purpose, something that has been strained in workplaces that are more distracted, distributed, and fatigued than ever.

Why Gratitude Matters More Than Ever

In a world that rewards speed, output, and constant improvement, appreciation often slips through the cracks. Leaders are under pressure to move quickly, fix problems, and keep teams aligned. Gratitude can feel like a luxury in the face of deadlines and deliverables. But the data and experience say otherwise.

Research from organizations like Gallup and Harvard Business Review consistently shows that employees who feel genuinely appreciated are more engaged, more loyal, and more productive. Teams that recognize and celebrate wins, both big and small, build higher trust and stronger collaboration. Leaders who express gratitude regularly are perceived as more effective, empathetic, and grounded.

Gratitude does not mean ignoring reality or glossing over challenges. It means choosing to notice what is working and who is showing up, even when the circumstances aren’t perfect. It builds resilience by reframing obstacles through a lens of learning rather than frustration. It turns “why is this happening to me” into “what is this teaching me.”

Gratitude as a Leadership Practice

True gratitude in leadership is not performative. It is not a thank-you email once a quarter or a shout-out when metrics are up. It is an ongoing awareness of how others contribute to shared success and a deliberate choice to name it out loud.

Here are three ways leaders can turn gratitude into a daily practice that fuels effectiveness.

1. Start with perspective.

Every team, regardless of size or industry, has something to be thankful for. Maybe it’s the client that pushed you to deliver your best work. Maybe it’s the teammate who quietly picked up the slack during a tough stretch. Gratitude begins when leaders slow down long enough to see what’s often invisible. A quick morning reflection such as “Who made progress yesterday that I haven’t acknowledged?” can be a simple yet powerful reset.

2. Make it specific.

Generic appreciation doesn’t land. Instead of saying “great job,” say “I appreciate how you handled that customer concern with empathy and clarity. It turned a tense situation into an opportunity.” Specific gratitude connects the dots between values and actions. It reinforces what good looks like and signals that you are paying attention.

3. Build it into your systems.

Saying thank you should not depend on your mood or the season. Bake recognition into your rhythms such as weekly check-ins, project reviews, or all-hands meetings. At Sundog, we often coach leaders to start meetings with “bright spots,” brief acknowledgments of what’s going right. This lifts morale and sharpens focus on progress and learning.

The Ripple Effect

When gratitude becomes a habit, it creates a ripple effect across culture. People mirror the behaviors they experience from their leaders. Teams that feel seen are more likely to see others. Departments that feel appreciated collaborate more naturally.

One of my clients recently shared that after months of low morale, she began ending her team calls by asking, “Who deserves a thank you this week?” At first, it was quiet. Then gradually, people began to speak up, recognizing not just performance, but effort, patience, and kindness. Within weeks, she noticed a shift. The same team that had felt disconnected began to reengage, fueled by appreciation that cost nothing and meant everything.

Gratitude is Strength, Not Sentiment

Too often, gratitude is dismissed as something nice leaders do when time allows. In reality, it is what strong leaders do because they understand that performance and humanity are not opposites. They are intertwined.

A culture of gratitude builds psychological safety. It invites honesty, humility, and a sense of belonging. It helps teams weather uncertainty because people feel valued, not just for outcomes but for their ongoing contribution. And it keeps leaders grounded in what is essential: people, purpose, and progress.

As you take time this season to give thanks in your personal life, consider what it would look like to extend that same practice into your leadership. Who on your team needs to hear a simple, heartfelt thank you that is long overdue?

Gratitude might not show up on your balance sheet, but its impact runs deep. It is the quiet force that builds trust, sustains performance, and reminds us that leadership, at its core, is about connection.

So yes, gratitude belongs at the Thanksgiving table, but it also belongs in the boardroom, the team huddle, and the one-on-one. When leaders give thanks consistently, they do more than make people feel good. They make people and organizations better.

About the Author

Brian Vogel is the founder of Sundog Coaching and co-founder of sensibleHR, where he helps leaders, founders, and teams reach their full potential through practical, no-BS coaching and people strategy. A former Division I swimmer and coach turned HR exec, he brings a real-world lens to leadership, performance, and growth. You can find him at CoachFinder or visit his Substack