What George Harrison Can Teach Us About Team Disengagement

Even the greatest teams can fall apart. Just ask The Beatles. Their final years weren’t defined by a lack of talent—but by a growing disconnect between members. If it could happen to them, it can happen to any team. Here’s what to watch for—and what to do next.

You don’t lose teams overnight. You lose them one disengaged voice at a time.

The Cost of Disengagement

In my years coaching leadership teams, I've witnessed a pattern that mirrors what happened to The Beatles in their later years. As explored in Chapter 7, "The Bus Derailed," even history's greatest band couldn't survive when team members became disengaged from their shared vision.

When George Harrison quit The Beatles in January 1969 during the "Let It Be" sessions, it wasn't a sudden decision. It was the culmination of feeling that his songs weren't receiving the same attention as John and Paul's compositions. His creative contributions were being undervalued.

This mirrors what I see in organizations today. According to Gallup, 85% of employees are not engaged at work, costing approximately $7 trillion in lost productivity globally. But the real cost isn't just financial—it's in the lost innovation, the unrealized potential, and ultimately, the "break-up" of teams that could have achieved greatness.

The most troubling aspect is that leaders often miss the early warning signs. In my analysis of dozens of high-performing teams that eventually derailed, I've observed three consistent indicators of impending disengagement:

1. The silence that precedes departure - Team members stop offering ideas or volunteering for new initiatives

2. The shift from "our" to "your" language - Listen for subtle changes in how team members talk about projects and goals

3. The withdrawal of discretionary effort - The bare minimum replaces the above-and-beyond contributions

   
   

What makes these warning signs particularly dangerous is that they're easy to dismiss in high-pressure environments where delivery takes precedence over team dynamics.

In my keynote "Building Your Catalytic Vision," I provide the framework for re-engagement that has helped hundreds of teams recapture their "Beatlemania" momentum. It starts with understanding that engagement isn't about perks or benefits — it's about meaningful contribution and recognition.

Book me for your next leadership event!