The ivory tower syndrome isn't new. It's been around for a long time to refer to situations when leaders and companies lose touch with employees. And the consequences can be disastrous.
According to Gallup, when that connection is broken, employees feel like they don't belong, performance suffers and engagement drops. Gallap's data show that "Employees who feel included-based on strongly agreeing with Gallup's recommended measures for inclusion-are more engaged at work than those who do not strongly agree with those survey items."
The CEO has made it his mission to avoid the ivory tower syndrome by implementing various tactics that allow him to balance vision with day-to-day business operations for optimal results. When I spoke with him by email, he listed four strategies to mitigate the ivory tower syndrome: prioritizing being physically present, fostering open communication, being accessible, and seeking feedback from employees.
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