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It’s an autopilot response, someone leaves, search the talent market to replace them.

If I combine this and some of my reading from Daniel Goleman's Primal Leadership, HBR's "The Resonate Team Leader" and a few other blogs, perhaps the below is a good head start?

As a result, they make more conscious decisions that are likely to lead to greater wins, for the organisation

And then we head back to the office and continue to experience pockets of high and low engagement, weak And when we leave the office, we shut off and we stop leading ..... until morning comes.