Editorial
At a time of increasing fear and uncertainty, leaders are understandably striving to prepare their workforces for the future. As such, I’ve been reflecting on what sets successful teams apart. Having spent nearly two decades in various facets of employee experience — and the past seven years focused specifically on building effective, sustainable and high-capacity teams through the power of human energy optimization — I’ve noticed recurring traits in the most resilient, engaged and innovative workforces.
These teams aren't just skilled; they are deeply invested in their personal growth and the success of their organizations. They're ready to adapt and thrive in the face of uncertainty.
What was clear was that it’s not just about technical skills or popular human skills such as active listening. While these are crucial, there's another layer of transformative traits that can shape exceptional cultures and empower organizations to reach new heights. These traits don’t just help people perform; they create vibrant, courageous and trailblazing organizations ready to thrive in a constantly changing world.
As you think about your talent strategies for 2025 and beyond, here are five superpowers to cultivate at all levels.
1. Empathy
Empathy, the ability to deeply understand and connect with others, is foundational for building trust and collaboration in any team. It encourages employees to work together harmoniously, empowers managers to lead with compassion, and inspires leaders to create inclusive environments where every voice matters. When empathy is prioritized, teams become more cohesive, communication improves, people approach challenges with mutual understanding and a sense of belonging is fostered. It’s about stepping into someone else’s shoes and seeing the world through their perspective.
An EY study looking at the impact of empathy found that “workers feel that mutual empathy between company leaders and employees leads to increased efficiency (88%), creativity (87%), job satisfaction (87%), idea sharing (86%), innovation (85%) and even company revenue (83%).”
Organizations can build a culture of empathy by introducing “perspective-sharing sessions,” where employees share personal or professional experiences that shaped their views on a topic. These stories can help colleagues understand each other’s challenges and outlooks, fostering deeper connections and mutual respect. Regularly incorporating these sessions into team meetings creates a safe space for empathy to grow naturally, strengthening relationships and collaboration.
Related Article: How to Practice Empathy in the Virtual World of Work
2. Vulnerability
Vulnerability is about the willingness to be open and honest about one’s thoughts, feelings and challenges without fear of judgment. It allows employees to share ideas, admit mistakes and grow without fear. Managers who embrace vulnerability build trust, while leaders who model it establish the foundation for transparency across the organization. Teams that embrace vulnerability are resilient and adaptable, navigating setbacks with unity and confidence.
Leaders can model this by sharing personal stories or learnings to foster a culture of openness — it sets the tone and gives others permission to do the same.
3. Curiosity
Curiosity fuels innovation and adaptability. It drives employees to ask questions, explore solutions, remain open to new ideas and discover new possibilities. For managers, curiosity deepens understanding of team dynamics, while for leaders, it uncovers opportunities for growth and transformation. Organizations that embrace curiosity create a culture of learning, where change is welcomed, challenges spark creativity and a willingness to experiment leads to new opportunities and strategies.
You can encourage curiosity by introducing a “question of the day” discussion in team meetings. Pose a thought-provoking question related to your industry or team goals to encourage exploration and idea-sharing. Sometimes, simply asking, "What possibilities exist or what can we explore?" can help expand the mind.
Related Podcast: Why Curiosity Is the Key to Business Transformation
4. Gratitude
Gratitude fosters positivity, recognition and connection. It encourages employees to appreciate their work and colleagues, motivates managers to acknowledge efforts, and inspires leaders to value their teams. An authentic (and authentic is the important word) culture of gratitude strengthens emotional resilience, increases wellbeing and cultivates a sense of belonging, leading to happier, healthier and more engaged teams.
In a study by the American Psychological Association, researchers found that 93% of employees “who reported feeling valued said that they are motivated to do their best at work and 88% reported feeling engaged.” The article also notes that “the benefits of [leaders expressing gratitude] are twofold, improving day-to-day morale and driving organizational success.”
You can start by with a simple action — have each person share one thing they’re thankful for at the start of team meetings. Or, if you want to amplify this across the organization, you can try a "Gratitude Chain Reaction" initiative. Employees start by sending a personalized thank-you message to a colleague who positively impacted them, along with a physical or digital "gratitude token." The recipient then passes the token on by expressing their thanks to someone else, creating a continuous ripple of appreciation. You can then track the tokens’ journeys and share inspiring stories in town halls, newsletters or internal platforms, spotlighting contributions across teams and strengthening connections in a fun and engaging way.
Related Article: Boost Employee Morale Through a Holiday Gratitude Challenge
5. Hope and Belief
Hope and belief in possibilities, good outcomes and a better future empower organizations to dream big and persevere through challenges. They are incredibly powerful and provide a deep well of energy. Employees with hope approach challenges and work with optimism. Managers who inspire belief in their teams empower them to overcome obstacles. Leaders who cultivate hope create a vision that motivates and unites their organization. Hope and belief create emotional energy and resilience, driving progress even during adversity or uncertainty and organizations that nurture these qualities are better equipped to navigate disruption and achieve long-term success.
Organizations can foster a culture of hope and belief through storytelling and co-creation. Leaders and employees can regularly share stories of perseverance and success, highlighting how challenges were overcome and meaningful outcomes achieved — focusing on individual and team roles and contributions. Involving employees in shaping future goals further strengthens their connection to a shared vision, fostering optimism and purpose. And regular "future-forward" discussions in team meetings, focused on aspirations and actionable steps, can help foster a sense of hope.
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The Road Ahead
Cultivating these five superpowers — empathy, vulnerability, curiosity, gratitude, hope and belief — can transform not just your people, but your entire organization.
While it's essential to understand the barriers to these traits and human dynamics, and to actively work to remove blockers and foster the behaviors and mental habits that support their growth, the good news is that cultivating these traits doesn’t require grand gestures to get started. It can start with small actions, intentional conversations and a commitment to building a workplace where people feel supported and inspired — and fostering a culture where these traits can thrive.
What step will you take today to nurture these superpowers in your team? Let’s all commit to creating workplaces where everyone can bring their best selves to work — and where extraordinary things happen as a result.
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