The Silent Killer of Culture: Ineffective Leadership
There’s a silent culture killer that’s been undermining performance, retention, and morale inside organizations for decades. It isn’t a lack of talent. It’s not the economy. And it’s not an overreliance on technology.
It’s ineffective internal leadership.
Most companies think they have a sales problem, a recruiting problem, a change management problem. But more often than not, these issues stem from poor leadership practices—and the numbers tell a story that leaders can no longer afford to ignore.
A recent study found that 79% of employees don’t trust their leadership. That means nearly 8 out of 10 people show up to work every day unsure whether the people at the top have their best interest in mind. That’s more than a morale issue. That’s a culture crisis.
Trust is the foundation of every high-performing organization. Without it, communication breaks down, collaboration stalls, and employee motivation plummets. Teams don’t take risks, they don’t innovate, and they don’t speak up. Instead, they protect themselves. They play small. They survive instead of thrive.
It’s no surprise, then, that 69% of employees report being either not engaged or actively disengaged in their jobs. That’s not just about being unmotivated—it’s about being emotionally checked out. Disengaged employees might still do the bare minimum, but they’re not invested in the mission. They’re not bringing creative energy or a desire to grow. And disengagement is contagious. One checked-out team member can drag down the performance of others, creating ripple effects that hurt productivity and morale across the board.
Worse still, 50% of employees say they’ve left a job because of their manager. Not because of compensation, not because of the workload, but because of leadership. When you lose a good employee due to poor leadership, you don’t just lose a role—you lose institutional knowledge, internal culture, team dynamics, and often, customer relationships. The cost of replacing them is steep, both financially and emotionally.
So, how did we get here?
For years, organizations have promoted people into leadership roles based on tenure or performance in an individual contributor role—without giving them the skills to lead people. They’ve assumed leadership is instinctive or “learned on the job.” They’ve offered training programs that are outdated, theoretical, or worse, entirely forgettable.
But leadership today is more complex than ever. Today’s leaders must navigate hybrid teams, growing mental health challenges, rapid market changes, and generational shifts in employee expectations. They need more than technical knowledge and quarterly KPIs—they need emotional intelligence, coaching skills, and the ability to lead with purpose and clarity.
Here’s the good news: Organizations that do invest in developing their leaders see the difference.
According to research, companies that prioritize leadership development are 2.3 times more likely to be leaders in their respective markets. Why? Because effective leaders build trust, engage their teams, and create environments where people want to grow—and stay.
At Braintrust, we believe leadership isn’t about power or position. It’s about impact. And impactful leadership starts with understanding how the brain works—how people make decisions, how they respond to pressure, and how trust is built or broken in everyday moments.
That’s why we created the NeuroCoaching® program, led by Dr. Dan Docherty, a global expert in emotional intelligence and the neuroscience of leadership.
This program isn’t just another leadership workshop. It’s a proven framework that helps leaders at all levels understand and apply the principles of neuroscience, psychology, and coaching to drive real, measurable change. NeuroCoaching helps leaders:
- Build trust by communicating with empathy and clarity
- Create psychological safety for feedback, growth, and innovation
- Navigate tough conversations with confidence and consistency
- Coach their team toward better performance without micromanaging
- Align individual purpose with organizational goals
- Shift from reactive management to proactive leadership
One of our clients—a global manufacturing company—implemented NeuroCoaching with over 50 of their senior leaders. In just one year, they saw not only a measurable increase in engagement scores but also a significant reduction in regrettable turnover. More importantly, leaders reported feeling more confident, more connected to their teams, and more aligned with their organizational purpose.
That’s the power of neuroscience-informed leadership. When leaders learn how to truly coach—not just manage—everything changes. People feel seen. They feel supported. They perform at higher levels. And they stick around.
If you’re feeling the effects of low engagement, high turnover, or a lack of leadership trust in your organization, you’re not alone. But you do have a choice.
You can keep chasing surface-level solutions. Or you can invest in something deeper.
The next generation of leadership requires more than charisma and checklists. It demands clarity, connection, and the neuroscience of human behavior.
Is your organization ready to lead differently?
Discover how our NeuroCoaching® program is helping companies transform leadership from the inside out. Visit www.braintrustgrowth.com to learn more and take the first step toward building a leadership culture rooted in trust, purpose, and impact.
