Top of page

Gratitude-Driven Leadership: 3 Tools You Can Use Today

by Paige Edwards-Werhan

In the unique world of higher education, leadership isn’t just about titles — it’s about influence, connection, and resilience. That’s where gratitude-driven leadership comes in.

Rooted in the science of positive psychology and servant leadership, gratitude-driven leadership emerged from decades of research showing that appreciation is not just a nicety — it’s an advantage in the quest to build high-performing teams.

Specifically, recent leadership studies have focused on the trait of gratitude in leaders, demonstrating that leaders who exhibit genuine appreciation are more likely to display humble behaviors. This humility, in turn, is the key mechanism for building psychological safety and fostering team voice, where members feel encouraged to speak up, share ideas, and challenge the status quo. When leaders intentionally practice appreciation, they boost trust and collaboration across entire organizations and embed wellness into their culture.

The best part? You don’t need to be in a formal leadership role to lead with gratitude and exhibit humility. Whether you manage a team or contribute through your expertise, you have the power to influence others through your own specific strengths — how you recognize, empower, and connect with others.

Here are three simple, research-backed tools you can use to start practicing gratitude-driven leadership today.

 1. The One-Minute Gratitude Pause

  • What to do: At the end of your workday, take one minute to reflect on something that went well or someone who made a difference. Write it down or say it aloud.
  • Why it works: This small habit helps you shift focus from stress to appreciation, cultivating internal humility. By regularly acknowledging external sources of success (others’ help), you build self-awareness, making you more open to feedback and receptive to team voice the next day.
  • Best for: Anyone who wants a quiet, personal practice that builds the emotional foundation for humble leadership.

 2. The Specific Shout-Out 

  • What to do: Send a quick message — email, chat, sticky note — to a colleague recognizing something specific they did well. Be clear, be sincere, and tailor it to their preferences. Some people love public praise, others prefer private acknowledgment.
  • Why it works: This is a direct, humble behavior. By specifically recognizing the value of another’s contribution, you signal that the work is better done with a team. This validates the team member, strengthening their confidence and encouraging them to use their voice again in the future.
  • Best for: Anyone who wants to boost morale and strengthen relationships by validating external expertise.

 3. The Empowerment Ask 

  • What to do: Invite a teammate to take the lead on something they’re good at. Say, “I trust your judgment on this — would you be willing to take it forward?” Bonus: Share why you appreciate their skill.
  • Why it works: Empowering others is the ultimate demonstration of humility and respect. It shows you value their expertise over your own need for control. This act of trust creates space for fresh ideas and shared ownership, making the team feel actively heard and ensuring their voice translates into meaningful action.
  • Best for: Leaders and collaborators who want to foster initiative and solidify team members’ sense of ownership and agency.

Together, we can build a workplace where gratitude is the foundation to our wellness, collaboration, and performance.

Learning and Development Opportunities to Explore

Recent Posts

Archives