The Most Underrated Leadership Skill? The Ability to Inspire Hope

What’s the most underrated leadership skill? It’s not strategy, decision-making, or even communication. It’s something far more personal: the ability to inspire hope.

A global Gallup survey of 52 countries found that when people described the leader with the most positive influence in their lives, one theme stood out—hope. Those who felt hopeful at work were more likely to thrive and reported better overall well-being.

Here’s another surprising insight: 34% of employees said their most influential leader wasn’t a CEO or executive—it was a manager or colleague.

So, what does this mean for leadership at work? While performance metrics and strategic thinking matter, leaders who create a sense of hope may have an even greater impact—reducing stress, boosting engagement, and driving performance.

It’s a shift in perspective that could redefine what employees truly need from their managers.

Why hope in leadership matters for managers and organizations

Flip through history books, and you’ll find leaders portrayed as decisive, authoritative, and supremely confident—as if these are the defining traits of great leadership.

But another crucial aspect of leadership is the ability to create a sense of connection and inspire hope.

Many managers are trained to focus almost exclusively on productivity and performance metrics. But in doing so, they can overlook something just as important—their employee’s emotional and psychological needs.

Gallup’s leadership research, covering 76% of the world’s population, found that no matter the setting—whether in a workplace or even within a family—people’s core leadership needs remain strikingly similar:

• Hope (56%)
• Trust (33%)
• Compassion (7%)
• Stability (4%)

So why does hope matter in organizations? Because when employees feel hopeful about their future, trust their leadership, and understand the purpose behind their work, they’re more engaged, productive, and invested in what they do.

On the other side, when employees feel uncertain about their role, disconnected from leadership, or hopeless about the direction of their organization, they’re more likely to feel burned out—and more likely to leave.

Mental health leadership strategies: The power of hope

Gallup’s research highlights an important takeaway for organizations: it’s time to rethink workplace wellbeing and mental health leadership strategies. The data reveals a clear pattern—leaders who inspire hope directly impact employee mental health, engagement, and overall flourishing. 

So, what does hope-driven leadership look like in action? These leaders:

• Set clear, achievable goals and provide a vision for the path ahead
• Create an environment of possibility, growth, and adaptability
• Help employees see progress, no matter how small

The impact is real. According to Gallup, employees with hopeful leaders are more likely to thrive (38% vs. 33%) and less likely to experience suffering (6% vs. 9%). These numbers translate to meaningful differences in daily work experiences and long-term wellbeing.

When hope is combined with trust and either compassion or stability, the benefits multiply—employee thriving rates climb to 43%. Organizations that prioritize these qualities see stronger engagement, lower turnover, and higher-performing teams.

The takeaway? Hope isn’t just a nice-to-have leadership trait. It’s a powerful driver of workplace wellbeing and success.

How managers can cultivate hope in leadership strategies 

Managers and HR leaders can infuse hope into their leadership style through small, intentional actions. Leading with consistency, thoughtfulness, and trust creates an environment where hope thrives. 

Here are six ways to do this:

1. Connect daily work to a bigger purpose. Help your team see how their efforts contribute to meaningful goals. When someone wraps up a project, take a moment to recognize their impact—showing employees that their work truly matters fosters a sense of direction and purpose.‍
2. Communicate with transparency—especially in uncertain times. Regular, honest check-ins help reduce anxiety, but they need to be genuine. Share what you know, acknowledge what you don’t, and always follow up. A quick, consistent conversation often means more than a formal monthly meeting.‍
3. Celebrate progress, no matter how small. Did someone improve a process? Learn a new skill? Speak up in a meeting for the first time? Recognizing big or small growth moments reinforces that effort is seen and valued and will lead to future opportunities.‍
4. Make career development an ongoing conversation. Don’t wait for annual reviews to discuss growth. Regularly check in on employees’ career aspirations and help them see a future within the organization. Knowing there’s a path forward builds hope.‍
5. Model resilience in challenging moments. When setbacks happen, keep things in perspective and focus on solutions. Share how you’ve navigated difficult situations to normalize the ups and downs of professional life. Employees take cues from leaders—your response to challenges shapes theirs.‍
6. Make mental health conversations routine. Regularly share information about available resources and create a culture where seeking support is encouraged, not stigmatized. Where there’s support, there’s hope.

Bringing hope into leadership isn’t about grand gestures. It’s about showing up, being present, and making people feel seen. When leaders do that, teams don’t just function better—they flourish.

Spring Health for employers: Manager mental health support

Hope-driven leadership isn’t just a mindset. It’s a skill. And like any skill, it takes more than awareness to develop. Managers need training, practical tools, and their own mental health support to cultivate this quality while maintaining their wellbeing. After all, they play a crucial role in shaping a healthy workplace.

Spring Health makes this easier with SpringWorks for employers, a solution built into our comprehensive EAP platform. With centralized access, managers can find mental health support for themselves and wellbeing resources for their teams—all in one place.

SpringWorks empowers managers to:

• Build emotional intelligence and resilience through personalized manager coaching
• Create psychologically safe team environments with proven tools
• Develop skills to support employees through mental health challenges
• Navigate difficult conversations with confidence and empathy
• Prioritize their own mental health with direct support

When managers have the right support, they’re better equipped to provide the hope, trust, and stability that Gallup’s research identifies as essential to employee wellbeing. When leaders thrive, so do their teams.

Looking ahead: Mental health for managers and leaders

Great leaders do more than drive results. They inspire hope, showing people the future is worth working toward, even in times of change and uncertainty.

As organizations navigate new challenges, developing hope-driven leaders isn’t just a nice-to-have—it’s a strategic advantage. When organizations invest in manager mental health support, they empower leaders to provide the hope, trust, and stability employees need to thrive.

By prioritizing this connection between managers and employees, organizations can build more resilient, engaged, and successful teams—ready to take on whatever comes next, with hope for the future.

Want to see what this looks like in action? Watch our webinar replay with Dr. Grace Ingram to learn how equipping managers with the right skills can transform workplace mental health.