How Unexpected Gratitude Lifts Team Performance Faster Than Incentives

Most leaders chasing better team performance reach straight for incentives, targets or a restructured bonus scheme. But Will Dahlstrom, COO of Zinda Law Group and a former Infantry Officer in the US Army, argues the fastest lever is one most leaders barely touch: unexpected gratitude.

I sat down with Will on The High Performance Leader to dig into why this matters and how to make it work in practice. His view is blunt. "The only way you ever succeed is if you're taking care of your people." That's not a soft sentiment. It's a hard-won lesson from leading people in conditions where trust and morale are the difference between success and failure.

If you're responsible for a team and you want stronger engagement without adding cost or complexity, the case Will makes for gratitude as a practical leadership tool is worth your attention.

Gratitude and Leadership: The Perfect Pairing

Will’s journey from serving as an Infantry Officer in the United States Army to leading a prominent national law firm has instilled in him the profound significance of delivering results while showing gratitude to your team.

“The only way you ever succeed is if you’re taking care of your people.”

This sentiment echoes the core principle that true leadership revolves around fostering an atmosphere of trust, respect, and mutual support.

The Power of Unexpected Gratitude

Gratitude isn’t merely about saying “thank you” at the end of a project or a job well done. It’s about those unexpected moments of appreciation that create a profound impact. Unexpected gratitude is like a delightful surprise that not only makes team members feel valued but also enhances their sense of belonging. When you notice someone’s effort and go the extra mile to express your appreciation, it creates a ripple effect of positivity in the workplace.

Creating a Culture of Unexpected Gratitude

How can leaders create a culture of unexpected gratitude within their organisations? It all starts with setting an example and encouraging your leadership team to follow suit. This isn’t something you can institutionalise with a strict framework or a process. Instead, it’s a mindset, a way of thinking, a shared commitment to consistently acknowledge the contributions of your team members.

The catch is that, if not handled thoughtfully, unexpected gratitude can become an expected routine. The key is to strike a balance, introducing surprises sporadically rather than predictably. A continuous stream of surprises loses its novelty, making it essential to preserve the “unexpected” element. Build these moments into your leadership team’s culture, ensuring everyone commits to making them part of the routine.

“Empathy isn’t a sign of weakness; it’s a sign of strength. Understanding your team’s emotions can lead to better collaboration and problem-solving.”

The Impact of Unexpected Gratitude: Loyalty and Engagement

The results of instituting unexpected gratitude in your organisation are impressive. It fosters a sense of loyalty beyond measure. Studies show that teams exposed to gratitude are significantly more engaged and dedicated. Employees in a culture of gratitude are more likely to:

• Trust their leaders
• Collaborate effectively
• Feel motivated to give their best effort

But remember, it’s not about grand gestures or expensive gifts. It’s the thought and acknowledgment that hold the real value. Even small, heartfelt tokens of appreciation can have a profound impact. A simple handwritten note or a favourite coffee treat can convey your genuine gratitude.

Making Gratitude Your Leadership Superpower

As I listened to Will, I couldn’t help but reflect on my own leadership journey. I’ve found that incorporating these principles into my leadership style has made a significant difference in how I connect with my team and achieve our goals.

For leaders looking to elevate their teams and foster a culture of collaboration and success, remember that the secret ingredient might be unexpected gratitude. It’s an authentic, human approach to leadership that can transform your workplace, boost morale, and drive exceptional results. Are you ready to make gratitude your superpower?

What leadership principles resonate with you the most? Share your thoughts and let’s continue this conversation.

If this sounds like your week

Your managers are not the problem. They are where the problem is stuck.

When your last leadership spend was signed off, did anyone go back to those managers' bosses and ask what changed? That question is the JBL Outcome Standard, and it is how I work.

• Find the friction. A short diagnostic that shows which decisions are stalling, and at what level.
• Am I the bottleneck? Ten questions on where your week is actually going.
• How I work with GMs. Six weeks, one hour a week, up to twelve of your managers, scored by their own bosses.
• Beat Burnout, Boost Performance. The book.
• The High Performance Leader podcast.

Managers I work with reclaim around four hours a week, and their bosses score the change 8.75 out of 10. Would it be a crazy idea to find out how we did this? Book a scoping call.