It all started with one person
The Power of Feeling Seen—Dr. Maya Angelou’s Story
Maya Angelou was 12 years old when she stopped speaking. After experiencing deep trauma, she decided that her words were dangerous, that silence was safer. For nearly five years, she barely spoke.
Then, a woman named Mrs. Bertha Flowers stepped in.
Mrs. Flowers saw something in young Maya that others had missed. She handed her a book of poetry and told her, “You don’t truly love poetry until you speak it out loud.” Then she gave her an assignment—to recite poetry, to find her voice again.
And she did.
Maya Angelou went on to become one of the most powerful voices of her time—an award-winning poet, civil rights activist, and speaker who moved millions with her words. And it all started with one person who saw her when she couldn’t see herself..
Why This Matters in Leadership and Life
Feeling seen is not a luxury—it’s a human need.
71% of employees say the most meaningful recognition they’ve ever received had no monetary value—it was personal. (O.C. Tanner, 2024)
1 in 3 employees say they rarely or never feel recognised at work. (Gallup, 2024)
Loneliness is as deadly as smoking 15 cigarettes a day. (U.S. Surgeon General, 2024)
Mattering isn’t about grand gestures—it’s about noticing. A moment of belief, a single sentence, can shift someone’s entire path.
Because sometimes, all it takes to change a life is one person who sees what we cannot yet see in ourselves.
Why Employees Quit (And How Leaders Can Stop It)
The so-called "war for talent" isn't new, yet companies still rely on outdated retention strategies—higher salaries, more perks, engagement surveys. But according to Harvard Business Review’s 2024 research on job switchers, these strategies don’t work because they miss the real reason employees leave:
They don’t see a future.
The Four Quests That Drive People to Quit
In a study of 1,000+ employees, HBR found that most career moves are driven by four factors:
The Escape Quest – They feel overworked, stuck, or mismanaged.
The Control Quest – They want flexibility, autonomy, and better work-life integration.
The Alignment Quest – Their work doesn’t reflect their skills, values, or aspirations.
The Growth Quest – They crave challenge, mentorship, or career progression.
And yet, most exit interviews fail to uncover these reasons because employees don’t always realize them themselves. Instead, they just leave.
Employees who don’t feel recognised are 2X as likely to quit within a year 69% of employees say they’d work harder if their efforts were noticed
Turnover costs businesses 6-9 months of an employee’s salary per departure.
Companies that retain their best people don’t just offer better benefits—they invest in purposeful leadership, recognition, and clear growth pathways.
Why Direction Matters
A purposeless leader is like a rudderless ship—floating, drifting, reacting instead of steering. Without purpose, leadership is just management.
But purpose-driven leaders? They are clear on their North Star—the vision that shapes their decisions, their teams, and their impact. They don’t just focus on goals; they focus on meaning.
Employees who connect with their company’s purpose are 3X more likely to stay. (McKinsey, 2024)
Teams with highly engaged leaders outperform others by 27%. (Gallup, 2024)
How Do Leaders Lead with Purpose?
They make work matter. Purpose-driven leaders don’t just assign tasks—they connect people’s work to a bigger impact.
They recognise and reinforce strengths. They see people, call out potential, and create a culture of appreciation.
They develop, not just manage. They coach, mentor, and invest in people’s growth—not just their output.
A leader without purpose burns out teams. A leader with purpose builds movements.
The question is—which one are you becoming?
