Key Thought
It’s one thing to recognize that we must care for our people diligently. It’s another to put that into practice day after day. How do we become leaders who attract and retain top talent while nurturing the growth and well-being of those we lead? How do we build up instead of tearing down?
Why “The Builder Boss” Matters
Have you ever heard someone say, “I want a bad boss”? Of course not. The quality of leadership directly affects morale, productivity, and retention. If you’re dismissive or abusive, your people will eventually leave to find leaders who see, value, and respect them. Even the best pay won’t keep top talent in a toxic environment.
My Story: A Lesson from the Wilderness
Years ago, I worked at an experiential school nestled in the Appalachian Mountains. It seemed idyllic—helping young delinquents turn their lives around in nature’s classroom. Unfortunately, the bosses there were as hardened as the teens they were supposed to guide. They belittled staff, set unrealistic demands, and had little regard for the difficulties we faced each day.
I stayed for three years, believing there was a purpose in it. When I finally became a cabin leader, I vowed not to replicate the disrespect I’d experienced. Instead, I worked alongside my staff and encouraged them, refusing to hide in an office while they did all the heavy lifting. My team thrived under this supportive approach—a principle I carry into my current business.
Insights from the Talent Magnet Field Guide by Mark Miller & Randy Gravitt
Paraphrased from Mark Miller’s work, here’s what top talent wants from a Better Boss:
- Recognition as Individuals
They have stories, lives, and dreams. They want leaders who listen, appreciate, and celebrate them.
- Access to Their Leader
They have ideas and skills they want to contribute. Leaders who welcome input make people feel valued; those who don’t risk killing morale and driving talent away.
- A Meaningful Challenge
They love big visions and ambitious goals. They want to be held to a high standard and see how their efforts align with the bigger picture.
Building and keeping top talent can be your ultimate advantage—but it starts with the decision to become a Better Boss.
Leading with Encouragement
Being a Better Boss isn’t just about avoiding negative behaviors. It’s about actively building people up. Catch them doing something right and reward them on the spot. When they mess up, treat it as a learning opportunity rather than a chance to punish. If people commit their valuable time to work for you, make it worthwhile by fostering growth, fairness, and respect.
The Hard Truth
People might endure a toxic boss out of sheer necessity, but the moment they find a role—even one with lower pay—where the leader is supportive, they’ll likely jump ship. If you’re struggling with high turnover, start by looking in the mirror.
Challenge & Call to Action
This week, ask yourself:
- Do I genuinely know my people and their aspirations?
- Do they have access to me for feedback and new ideas?
- Am I challenging them with a big vision and providing the resources they need to excel?
Pick one action step to become a Better Boss that builds—maybe it’s writing a personal note of thanks, setting up a one-on-one to discuss career goals, or working alongside them during a busy shift. Small changes can make a massive difference in trust, morale, and productivity.
Next Up: Crafting Your Day as a Leader
Stay tuned for the next part of our Culture Series, where we’ll explore daily routines and rhythms that help you continually grow into the Better Boss you want to be—because a supportive culture isn’t built in a day, but it is built day by day.
“Don’t use foul or abusive language. Let everything you say be good and helpful, so that your words will be an encouragement to those who hear them.”
—Ephesians 4:29 (NLT)