Hope isn’t just a feel-good concept—it’s a measurable, actionable force that drives success.

When schools struggle with teacher motivation, leaders tend to focus on compliance, incentives, or even “buy-in.” But what if the real missing piece is hope?

Let’s explore Hope Theory, the research behind it, and why Hope-Centered Leadership is essential for building Value, Ownership, and Success Mindsets—the key drivers of real, lasting change.

The Science of Hope: What Research Says

C.R. Snyder’s Hope Theory proves that hope isn’t wishful thinking—it’s a cognitive process that fuels persistence, problem-solving, and action.

Hope has three essential components:

• Goals – A clear sense of what you’re working toward.
• Pathways Thinking – The ability to generate multiple ways to achieve that goal.
• Agency Thinking – The belief that "I can take action to get there."

Now, think about teachers who are experiencing resistance, checked out, or overwhelmed. It’s not just about their workload. They may not see a clear goal, a path forward, or believe they have the power to succeed.

This is where Hope-Centered Leadership changes the game.

Hope-Centered Leadership in Action

If a teacher is struggling, instead of asking: “How do I get them to care more?”
Ask: “Where is their hope breaking down?”

Hope fuels Value, Ownership, and Success Mindsets—which means it’s foundational to motivation, engagement, and long-term growth. Here’s how:

1. Hope Creates Value Mindset

People invest effort when they see meaning. If a teacher doesn’t see why a new initiative, strategy, or professional growth matters, they won’t be motivated.

Your leadership move: Instead of pushing compliance, connect the work to what they already care about. Ask:  What in this change aligns with their goals for their students?
How does this connect to their personal teaching philosophy?

2. Hope Fuels Ownership Mindset

If people don’t believe they have control over their success, they disengage. Ownership Mindset is the belief that I can change things by taking responsibility. But if teachers feel powerless—like change is happening to them instead of with them—motivation dies.

Your leadership move: Instead of selling a prepackaged solution, help teachers build their own pathways forward. Ask: What are multiple ways of achieving this in their classroom?
Where can they take ownership of the process?

3. Hope Builds Success Mindset

If a teacher doesn’t believe they can improve, why would they try? Success Mindset is the belief that I can succeed (aka self-efficacy). But if teachers have experienced repeated failures—or if the bar for success feels impossible—they shut down.

Your leadership move: Instead of focusing on what’s missing, highlight past progress and create small wins (and celebrate them). Ask: Where have they already grown? What’s one small step forward they can take today?

Coaching Hope: The Real Work of Leadership

When teachers are stuck, it’s not about willpower—it’s about conditions. Hope is the fuel that keeps people moving forward, and it’s built through clarity, flexibility, and empowerment.

People don’t give up from lack of care—they give up from lack of hope.

Hope isn’t a luxury—it’s a leadership strategy. When teachers believe there’s a way forward, they don’t just follow change, they create it.

Want to learn more about the Catalyst Mindsets™? Check out my previous blog: The Five Catalyst Mindsets™: Why Growth Mindset Isn’t Enough