What Toy Story 5 Can Teach Us About Leadership

When I watched the new Toy Story movie with my niece last week, the biggest message was that today's kids are struggling to connect. Surrounded by screens and technology, they've become experts at consuming information but are losing opportunities to play, collaborate, communicate, and build relationships.

As I watched the movie (and maybe shed a few tears at some of the scenes with Jessie), I couldn't help but think:

We're seeing the same thing in organizations we work with. There is a real lack of meaningful conversations.

We know from Gallup’s research that “one meaningful conversation every week with their manager” is what builds high performers and increases employee engagement. But who is teaching the managers how to be a great coach and have meaningful conversations?

Employees have access to more information than ever before. Training videos, online courses, AI tools, leadership books, podcasts and articles are available at the click of a button. Yet many leaders still struggle to build engagement, trust and strong workplace relationships.

Information alone doesn't create connection.

Conversations do.

When managers talk with employees about how their strengths show up at work, we see engagement increase.

When leaders learn how to ask better questions instead of immediately providing answers, team members grow faster.

When teams create space for honest dialogue about challenges and opportunities, conflict gets resolved through productive conversations.

When a keynote sparks new ideas, people continue those conversations long after the event ends.

It's why CliftonStrengths continues to resonate with the leaders and teams we work with. It gives people a language to have better conversations about how they work, communicate, solve problems and contribute to success. Yes, the assessment itself is valuable, but the real impact happens when teams begin talking about their strengths and learning how to leverage them together.

As we look to the future, the organizations that thrive won't necessarily be the ones with the most training. They'll be the ones that teach managers how to have conversations. Because conversations lead to connection, connection leads to engagement and engagement leads to results.

As leaders, perhaps we should ask ourselves some of the same questions parents and educators (and the producers of Toy Story) are asking:

• Are we creating opportunities for people to connect?

• Are we teaching our leaders how to have meaningful conversations?

• Are we helping employees feel seen, heard, and valued?

Sometimes the most powerful development strategy isn't adding another online program. It's simply helping people have better conversations. Because leadership is fundamentally relational, not informational.

And if you need a thought partner on how to create spaces for better conversations for your teams, grab a time on my calendar here.