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This is your True Talk Cafe micro episode, designed to start your day with intention, not noise.

Today’s topic: “Leadership Reality

Here’s the question:
What Do You Need from Leadership That You’re Not Getting?”

When people talk about leadership gaps, they’re not talking about how many Zoom backgrounds you have or how many buzzwords you sprinkle into a deck.

People are talking about clarity, connection, and credibility — you know, the stuff that actually makes your work feel meaningful and purposeful.

INSIGHTS + RESEARCH

Let’s look at a few statistics around these three concepts:

• First — clarity. A Gallup-style look at engagement shows only about 47 % of employees strongly agree they know what’s expected of them at work. And barely a third feel someone at work is actively encouraging their growth.
• Second — authentic communication. A GE/Ipsos poll found that while 85 % of executives think they’re communicating values effectively, only 62 % of entry-level staff agree.
• Third — trust and engagement. Only about 23 % of U.S. employees strongly trust their leaders — that low number isn’t a rounding error, it’s a culture-killer. And when trust is low, engagement plummets and turnover climbs.

Bottom line:

• Clarity tells employees what to do.
• Authentic communication tells them why it matters.
• Trust allows them to do it at their best.

Remove any one of those, and the culture cracks. Keep all three strong, and you build a workplace people don’t just tolerate — they commit to.

Trust is the foundation. Engagement is the outcome.

What should effective leadership give you:

✅ A clear picture of what success looks like in your role
✅ Consistent, real communication — not PR scripts
✅ A line of sight between your work and organizational purpose
✅ Feedback that doesn’t feel like a mystery novel
✅ Professional development that isn’t an afterthought

So, what can you do — today — if you’re feeling shortchanged by leadership?

1. Ask for it directly.
2. Document your expectations conversation.
3. Make your own growth plan.

In summary, leaders are more likely to respond when the ask is clear, focused on outcomes, and framed around mutual success. That’s the language executives speak — business impact, not drama.

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