Passion Struck with John R. Miles – Episode 573: Why Mattering at Work Is the New Metric Leaders Must Track
Release Date: February 14, 2025
Introduction to the Episode
In Episode 573 of Passion Struck, host John R. Miles delves into a critical yet often overlooked metric of leadership: mattering. Moving beyond the traditional focus on revenue, efficiency, and productivity, John explores how creating a sense of significance among employees can transform organizational culture and drive lasting success.
The Problem: Misconceptions About Employee Turnover
John begins by addressing a common frustration in the workplace:
"You work hard, you show up, you give everything you've got. And yet, why does it sometimes feel like none of it makes a difference?" (03:45)
He challenges the prevailing belief that employees leave solely due to factors like money, stress, or burnout. Instead, John posits that the deeper, often overlooked reason is feeling invisible and not mattering in the workplace.
Core Concept: Mattering as a Leadership Metric
Central to the episode is the idea that mattering is the new essential metric for leaders. John emphasizes:
"People don't leave companies, they quit leaders." (07:20)
He argues that traditional leadership metrics miss the fundamental human need to feel valued, seen, and integral to the organization's success. By prioritizing mattering, leaders can foster environments where employees are motivated to stay and excel.
Supporting Data and Insights
John presents compelling statistics to underline the importance of mattering:
- Gallup Report: Only 31% of employees feel engaged at work. (09:15)
- High Performers: 70% would take a pay cut to work for a leader who makes them feel appreciated. (10:05)
- Employee Turnover: 33% leave jobs because they feel uninspired and seek new challenges. (10:30)
These figures highlight a significant gap between organizational goals and employee fulfillment, underscoring the necessity for leaders to focus on creating meaningful connections within their teams.
Real-World Examples and Stories
To illustrate his points, John shares stories of leaders who have successfully implemented the mattering metric:
Jay Skabinski at Lendlease
John recounts his experience with Jay Skabinski, the global CIO of Lendlease:
"Jay didn't just see me as the person in charge of security. Instead, he saw my potential. He pulled me aside and asked me to lead the largest IT infrastructure project in the company's entire history." (12:40)
Under Jay’s leadership, the team achieved remarkable results by fostering trust and valuing each member's contributions, transforming a broken culture into one of high engagement and efficiency.
Satya Nadella at Microsoft
John reflects on Satya Nadella’s transformation of Microsoft’s culture:
"When I met Satya during my interview process, he told me that Microsoft was a shell of what it used to be. But he believed that there was a possibility to transform their culture and become the company that they once were." (14:10)
By promoting a growth mindset and emphasizing continuous learning and curiosity, Nadella revitalized Microsoft, tripling its stock and enhancing employee satisfaction.
Howard Schultz at Starbucks
Highlighting Howard Schultz’s approach:
"Starbucks wasn't just a coffee company. He built a community. He gave his baristas stock options. He called them partners, not employees." (16:20)
This strategy significantly reduced employee turnover and boosted customer loyalty, demonstrating the profound impact of making employees feel like valued stakeholders.
Core Questions to Measure Leadership Impact
John introduces four core dimensions to assess leadership effectiveness:
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Do you believe your leadership matters?
"If you don't believe that what you do matters, why should anyone else?" (19:07) -
Do the people you lead feel seen, heard, and valued?
"Jeff Bezos once said, invention requires a willingness to be misunderstood for a long time. Amazon thrives because people feel safe to challenge ideas." (16:50) -
Does your workplace create a sense of ownership?
"Howard Schultz understood that people want to know their work is leading somewhere. When people feel like they matter, they show up differently." (17:30) -
Will the impact that you are creating outlive you?
"Leadership isn't just about what happens while you're in charge. It's about what remains after you're gone." (18:15)
These questions serve as a framework for leaders to evaluate and enhance their approach, ensuring they cultivate environments where employees genuinely feel their contributions matter.
Leadership Challenges and Call to Action
John doesn’t just present problems; he offers actionable challenges for listeners to implement:
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Leadership Challenge:
"At your next meeting, try this. Instead of talking, first, ask your team, what do you think? And if their idea is great, then say so." (18:50) -
Self-Evaluation:
John encourages leaders to rate themselves on the four core questions, identifying areas for growth and committing to specific changes.
"If you're leading, you're already being measured, whether you realize it or not." (19:25) -
Legacy Reflection:
"If you left tomorrow, what would your team say about you? If they were going to write it down, what would they remember about the way that you made them feel?" (19:35)
These exercises are designed to help leaders internalize the importance of mattering and make tangible improvements in their leadership styles.
Inspirational Stories: Sarah Blakely and Pixar
John shares additional examples to reinforce his message:
Sarah Blakely of Spanx
“Sarah made sure every employee knew exactly why their work mattered. She personally called her first customers and celebrated small wins.” (18:50)
This approach led Spanx to become a billion-dollar empire, demonstrating how fostering a sense of purpose and connection among employees can drive extraordinary business success.
Pixar’s Brain Trust
“At Pixar, everyone's ideas mattered. That's why Pixar didn't just make movies, they made masterpieces.” (17:00)
By creating a system where junior animators and senior directors had equal voices, Pixar cultivated an innovative and inclusive culture that fueled its creative achievements.
Conclusion: Embracing Mattering in Leadership
John wraps up the episode by reiterating that mattering is not a soft skill but a competitive edge:
"Mattering isn't a soft skill. It's your competitive edge. And the best part, you control it. You create it. You become it." (19:55)
He urges leaders to take the four core questions seriously, implement the challenges, and strive to build a legacy where their leadership made a lasting impact on their teams and organizations.
Looking Ahead: Future Episodes
John previews the next episode, featuring Randy Blythe, the lead singer of Lamb of God, discussing resilience and discipline:
"Next week, I am sitting down with none other than Randy Blythe, the powerhouse lead singer of the band Lamb of God. We're talking about resilience, discipline, and what it takes to push through challenges most people would walk away from."
Final Takeaway
“The best leaders aren't just about strategy or results. They're the ones who make people feel seen, valued, and capable of more than they've ever imagined.” (19:50)
John R. Miles challenges listeners to redefine their leadership metrics, prioritizing the human element to create thriving, loyal, and high-performing teams. By focusing on mattering, leaders can transform not only their organizations but also their personal leadership legacy.
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- Website: passionstruck.com
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This summary captures the essence of Episode 573, providing a comprehensive overview for those who haven't listened while highlighting key discussions, insights, and actionable advice shared by John R. Miles.