Generosity in leadership is more than just a nice-to-have quality; it’s a catalyst for trust, engagement, and purpose within teams. Generous leaders prioritize their team's needs, creating a culture rooted in shared success, commitment, and resilience. Yet, self-centered behaviors can still dominate many workplaces—driven by human tendencies, biases, and even our brain’s natural wiring, which leans toward self-preservation. In this guide, we’ll explore why generosity can be challenging, the profound impact it has on teams, and six actionable steps to build generosity into everyday leadership using the CARE framework: Clarity, Autonomy, Relationships, and Equity®.
The Struggle with Generosity: Why Leaders Hold Back
Generosity might seem simple, but several psychological factors make it difficult for leaders to practice consistently. Let’s break down the common biases that can hinder generosity and how leaders can recognize and overcome them:
- Self-Preservation Bias Leaders, often tasked with maintaining authority, may lean toward protecting their status and resources. This bias can lead to actions like hoarding credit or avoiding risks that might affect their reputation. Overcoming self-preservation bias means recognizing that sharing authority and empowering others ultimately strengthens the team—and the leader's standing in the long term.
- Negativity Bias Similar to how negativity bias affects gratitude, it also affects generosity. This mindset can make leaders feel the need to protect resources instead of sharing them, fostering a scarcity mentality. Leaders who understand this bias can challenge it by consciously focusing on the benefits of resource-sharing for the team’s growth.
- Default Mode Network (DMN) The brain’s DMN, responsible for self-referential thought, keeps people focused on personal needs and goals. This default toward self-centeredness can make generosity seem unnatural. Leaders can combat the DMN by actively refocusing their attention on their team’s needs, challenging their natural tendency to prioritize themselves.
- Power and Ego Bias Power can inadvertently fuel a leader’s ego, making it harder to empathize or consider others’ perspectives. Research shows that individuals in power may have reduced empathy, which impacts their ability to be generous. Leaders who practice self-awareness and empathy create more collaborative and resilient teams.
The Impact of Generosity on Teams
When leaders embrace generosity, it has transformative effects on teams. Research shows that generosity can:
- Increase Oxytocin Levels Acts of generosity, like recognizing contributions or actively listening, release oxytocin in team members, often called the “bonding hormone.” Higher oxytocin levels enhance trust and team cohesion.
- Strengthen Psychological Safety Generous leaders foster an environment where team members feel safe to speak up and take risks. This psychological safety builds trust and encourages innovation.
- Boost Motivation and Engagement Teams led by generous leaders tend to be more motivated and committed. When team members feel appreciated, they are more likely to go the extra mile, leading to higher job satisfaction and reduced turnover.
- Elevate Team Performance A culture of generosity leads to continuous support and collective growth. Team members who feel valued by their leaders are more likely to collaborate and reach higher performance levels.
6 Steps to Embrace Generosity in Leadership
Here’s how leaders can practice generosity daily using the CARE framework:
- Practice Empathy First Empathy is the bedrock of generosity. By listening actively and seeking to understand team members’ perspectives, leaders show they genuinely care.
- Tip: Start one-on-one meetings with open-ended questions, like “What’s on your mind?” or “What’s one thing we should focus on today?” These questions build trust and demonstrate that you value your team’s insights.
- Give Credit Where It’s Due Generosity includes sharing credit and recognizing contributions. Publicly acknowledging others' work enhances team morale and encourages continued effort.
- Tip: Highlight team achievements in meetings and emails. Make it a point to attribute success to the collective effort, allowing team members to feel valued and heard.
- Delegate Meaningfully Generous leaders empower team members by giving them meaningful projects—not just tasks they don’t want to do.
- Tip: Before assigning a task, ask yourself, "Who would benefit from this opportunity to grow?" When delegating, explain the “why” behind the task to give team members a sense of ownership and purpose.
- Make Time for Mentorship Mentorship is a generous act that strengthens skills, trust, and relationships. Leaders who invest in their team’s development cultivate a deeper connection and commitment.
- Tip: Set aside regular time for mentoring and career discussions. These sessions provide team members with valuable guidance, enhancing their sense of appreciation and support.
- Seek Feedback and Act on It Demonstrating humility by asking for feedback shows your team that you are open to improvement, reinforcing trust and respect.
- Tip: Schedule regular one-on-one feedback meetings. Be vulnerable by acknowledging areas you plan to work on and share these goals openly with your team. This transparency builds mutual respect and reinforces a culture of continuous improvement.
- Incorporate Generosity Using the CARE Framework The CARE framework helps leaders approach generosity with intentionality in four key areas:
- Clarity: Ensure your team has all the information they need to succeed, addressing their needs over personal preferences.
- Autonomy: Respect your team’s independence by giving them control and flexibility in their work.
- Relationships: Build strong connections by showing genuine care for each team member's well-being.
- Equity: Recognize each person’s unique needs and adapt support accordingly to ensure everyone has the resources to thrive.
Tip: Set a weekly reminder to reflect on how you’re using CARE in your interactions. Think about who you can support or recognize in a meaningful way and let the CARE framework guide you in expressing generosity.
Building a Culture of Generosity
Generosity in leadership isn’t just about perks or rewards; it’s about fostering a supportive environment where team members feel valued and motivated. By recognizing and working through biases like self-preservation and ego, leaders can embrace a selfless, team-centered approach that empowers others to flourish. Using the CARE framework as a guide, leaders can make generosity a central part of their leadership, ultimately driving a high-performing and engaged culture. What will you do this week to lead with generosity?
References
- Thoroughgood, C. (2023). "Negativity Bias in Workplaces." Journal of Organizational Psychology.
- Buckner, R. L., Andrews-Hanna, J. R., & Schacter, D. L. (2008). "The Brain’s Default Network: Anatomy, Function, and Relevance." Annals of the New York Academy of Sciences.
- Keltner, D., Gruenfeld, D. H., & Anderson, C. (2003). "Power, approach, and inhibition." Psychological Review.
- Zak, P. J. (2012). The Moral Molecule: The Source of Love and Prosperity.
- Edmondson, A. (2021). "Psychological Safety and Trust in Teams." Harvard Business Review.
- Deloitte Insights (2022). "The Impact of Generous Leadership on Team Performance.