The Poultry Mindset: Why Most Organizations Fail to Raise Eagles

Imagine this…

You’re Sarah, a driven, ambitious employee in a mid-sized marketing firm. You’ve spent countless hours brainstorming bold, innovative campaigns, pushing for fresh ideas, and bringing energy to every project. You consistently exceed expectations, hoping that your enthusiasm will inspire change. But every time you approach your manager with a fresh proposal, you’re met with the same soul-crushing line: “We’ve always done it this way.”

The rejection stings, but worse is what you start to notice around you. Your colleagues, once full of promise, have quietly resigned to the routine. They peck away at their to-do lists, sticking to the safe path, content to scratch at the surface. They’ve embraced the coop life. You? You dream of soaring like an eagle. But the longer you stay in this place, the heavier your wings feel. Another idea rejected, another day feeling caged.

Sound familiar?

Welcome to the Poultry Mindset.

What Is the Poultry Mindset?

Sarah’s story isn’t some outlier. It’s a reality lived by employees in countless organizations across the world. This is the poultry mindset in action—a mentality that breeds mediocrity and kills ambition. It’s a corporate disease rooted in fear: fear of change, fear of risk, fear of failure.

At its core, the poultry mindset is about clinging to the status quo. It prioritizes safety and conformity overgrowth and innovation. Hierarchies become rigid, processes ossify, and bold ideas are clipped before they have a chance to fly. In a poultry-mindset organization, no one’s allowed to soar; they’re confined to a coop where the goal is survival, not excellence.

Here’s the brutal truth: companies stuck in the poultry mindset aren’t raising eagles—they’re raising chickens.

The Real Cost of the Poultry Mindset

Let’s be blunt: the poultry mindset is a slow death spiral.

For employees like Sarah, it leads to burnout, disengagement, and ultimately, a resignation letter. Why stay in a place that punishes ambition and smothers creativity? They’ll take their energy and talent somewhere that welcomes innovation.

For organizations? It’s even worse. Stagnation sets in. Opportunities are missed, markets evolve without them, and eventually, they’re left behind. Companies that cling to “we’ve always done it this way” are like dinosaurs—destined for extinction in a world that rewards bold, forward-thinking moves.

According to a Gallup report, disengaged employees cost U.S. businesses up to $550 billion annually in lost productivity. That’s the poultry mindset at work—bleeding organizations dry while they wonder why innovation is nowhere to be found.

Eagles vs. Chickens: Spot the Difference

The difference between eagles and chickens in any organization is stark.

Eagles are those pushing the boundaries, constantly seeking growth, and willing to take calculated risks. They’re the creative thinkers, the innovators, and the bold decision-makers. They aren’t afraid to fail because they know that failure is part of the process.

Chickens, on the other hand, stick to what they know. They do the bare minimum, pecking away at their tasks without ever challenging the status quo. They’re content in their coop, focused on safety rather than soaring.

But here’s the thing: eagles won’t stay in a coop. They need space to fly. If your organization rewards chickens, don’t be surprised when your eagles leave for greener pastures—or, rather, higher skies.

Leadership’s Role: Breaking the Cycle

The poultry mindset doesn’t happen by accident. It’s driven from the top. Leadership sets the tone, and if the leaders are chickens—risk-averse, change-fearing, and obsessed with maintaining control—then the whole organization becomes a coop.

Want to break free? Leadership must embrace change. Stop shutting down ideas with “we’ve always done it this way.” Start asking, “How can we make this work?” Leaders must create an environment where bold thinking is not only encouraged but expected.

Here’s a radical idea: Treat failure as a stepping stone, not a career-ending event. The most innovative companies understand that failure is part of the path to success. If you’re not failing occasionally, you’re not pushing hard enough. This isn’t about reckless risk-taking—it’s about calculated, intelligent risk with room for error.

Rewarding the Bold, Not the Boring

If you want to raise eagles, you need to reward ambition and risk-taking, not just safe, status-quo thinking. Eagles thrive on challenges. They soar higher when they know that their bold ideas will be recognized, not stifled.

Recognize and celebrate innovation. Whether it’s through incentives, public recognition, or simply making room for experimentation, your organization will get what it rewards. Reward mediocrity, and you’ll get more chickens. Reward boldness, and eagles will rise.

Consider this: companies like Google have implemented “20% time,” allowing employees to work on passion projects. That’s how products like Gmail were born—by giving eagles room to fly.

Communication: The Often-Overlooked Key

Here’s another reason organizations are stuck in the poultry mindset—they’re terrible at listening.

Most companies claim to value feedback, but too often, that feedback is ignored or lost in bureaucracy. If you want to cultivate eagles, you need to value and act on what they say. Don’t just collect feedback—actually make changes based on it.

When employees feel heard, they bring their best ideas forward. When they feel ignored? They check out. It’s that simple. And when your eagles check out, it’s not long before they leave.

Breaking Free: Actionable Steps for Leaders

So, how do you break free from the poultry mindset and start raising eagles? Here are some actionable steps:

1. Embrace change. Actively seek out new ideas and encourage innovation. Challenge your team to think differently.
2. Encourage risk-taking. Create a safe environment where employees feel comfortable experimenting—even if that means occasional failure.
3. Reframe failure. Treat it as part of the process. Make it clear that smart failure is a learning opportunity, not a career-ending event.
4. Reward bold ideas. Recognize and incentivize those who push boundaries. Make it clear that playing it safe isn’t the path to success.
5. Listen, then act. Actively seek feedback and demonstrate that you value what your employees have to say by implementing their ideas.

Conclusion: Soaring or Sinking?

Sarah’s story is a wake-up call. Organizations that cling to the poultry mindset are strangling their own potential. The future belongs to the eagles—the ambitious, innovative thinkers who can lead your company to new heights.

The question is: Are you running a coop or an environment where eagles can soar?

It’s time to choose: soar or sink. Don’t just escape the poultry mindset—shatter it. Build a company that doesn’t just survive but thrives by giving its best people room to fly.

The future belongs to the bold. Start raising some damn eagles.