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. In my years coaching leadership teams, I've witnessed a pattern that mirrors what happened to The Beatles in their later years.
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. 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 and unrealized potential.
The most troubling aspect is that leaders often miss the early warning signs: the silence that precedes departure; the shift from "our" to "your" language; and the withdrawal of discretionary effort. If you recognize these signs, have individual conversations, revisit how contributions are acknowledged, and create new opportunities for creative ownership. The Beatles couldn't course-correct in time, but you can.
