Loyalty in Leadership: Lessons from History, Hollywood, and the Workplace

Introduction: Loyalty, the Ultimate Commitment

Loyalty is often mistaken for tenure — a long-standing myth that a person’s time in an organization is directly proportional to their allegiance to its goals. But as I once wrote, “Never confuse tenure with loyalty.” True loyalty is not about how long someone stays (on contrary, long tenure can be a big detriment sometimes); it’s about how deeply they are committed to the cause, the mission, and the people around them.

So, how do we foster loyalty in our teams? Is it something that can be bought, like the Carthaginians thought? Or is it earned and cultivated over time, as the Romans demonstrated? Can leaders, like Gunnery Sergeant Hartman in Full Metal Jacket, instill a sense of mission that binds individuals not just to their tools but to their team and their purpose? Let’s explore the answers by weaving together history, psychology, and practical strategies.

Carthage, a city (in Punic Republic) that employed mercenaries as soldiers — picture by Damian Entwistle

The Carthaginian vs. Roman Paradigm: A Lesson in Long-Term Commitment

In ancient history, the Carthaginian and Roman armies offered contrasting approaches to loyalty. The Carthaginian army was primarily composed of mercenaries — soldiers motivated by immediate payment. These warriors were loyal only as long as the gold kept flowing. After battles, Carthage often faced rebellion or desertion when payments fell short or incentives dried up. Their loyalty was transactional.

The Romans, on the other hand, played the long game. Roman soldiers were not paid extravagant sums after each battle; instead, they were promised land, pensions, and citizenship after years of service. This promise created a deep-rooted loyalty that extended beyond individual battles. The soldiers saw themselves not just as tools of war but as integral parts of a greater system — a future they were building together. Their loyalty was transformative, rooted in shared purpose and delayed gratification.

The result? Rome endured and thrived, while Carthage fell. This historical lesson teaches us that transactional loyalty is fragile, while loyalty built on shared goals, promises, and mutual respect stands the test of time.

Scene from movie “Full Metal Jacket”

The Speech from Full Metal Jacket: Personal Ownership Creates Loyalty

In the iconic movie Full Metal Jacket, Gunnery Sergeant Hartman drills into his recruits:
“This is my rifle. There are many others like it, but this one is mine. My rifle is my best friend. It is my life…”

This mantra exemplifies personal ownership, a powerful driver of loyalty. When people see their work, tools, or responsibilities as extensions of themselves, they care for them deeply. They don’t just “work” on a task — they own it. And more, in this quote it stays that there are many other rifles, many like it, but this soldier chose that one, and that is why he and his rifle are both special. Loyalty between the soldier and rifle is what makes that particular rifle, special.

In the workplace, fostering this kind of personal ownership is key to building loyalty. Employees who feel like stakeholders — who believe their efforts directly impact the company’s success — are far more likely to stay committed. Ownership doesn’t mean literal shares in the company (though equity can help); it’s about creating a culture where individuals feel empowered to make decisions and take responsibility for outcomes.

Roman testudo formation — symbol of unity and loyalty to the team — photo by Neil Carey

How to Build Loyalty in a Team: From Strategy to Practice

Loyalty isn’t something you can demand. It must be nurtured. Here’s how leaders can inspire and sustain loyalty in their teams:

1. Reward Loyalty, Not Just Results

Loyalty should not go unnoticed. However, rewards should not only focus on results, like hitting sales targets, but also on commitment and consistency. Borrowing from the Roman model, think long-term. Offer incentives that build security and a sense of belonging, like professional development opportunities, clear career paths, or even non-monetary rewards like public recognition and meaningful “thank yous.”

Alexander the Great fighting in the first lines, showing his dedication and loyalty — Alexander Mosaic

2. Show Loyalty to Your Team

Loyalty is a two-way street. If you want employees to be loyal, you must demonstrate loyalty to them. This includes:

• Supporting them during tough times.
• Backing them up when mistakes happen (instead of scapegoating).
• Advocating for their growth and development.

A leader who stands by their people creates a team that stands by the leader.

3. Cultivate Shared Purpose

Just like the Roman soldiers were promised land and legacy, today’s employees need to see how their work contributes to a larger mission. Connect everyday tasks to the bigger picture. When people believe in the “why” behind their work, they’ll push through challenges with greater resolve.

4. Foster Personal Ownership

Encourage employees to take pride in their work, just as Gunnery Sergeant Hartman instilled in his recruits. You can do this by:

• Giving them autonomy and decision-making power.
• Recognizing individual contributions.
• Helping them see their work’s direct impact on the organization’s success.

Honesta missio — honorable discharge from the Roman military service — it brought honor and benefits — photo by Matthias Kabel

5. Balance Immediate Gratification with Long-Term Incentives

Employees, like Roman soldiers, need a mix of short-term motivators and long-term rewards. Offer frequent small wins — bonuses, recognition, or fun team events — while keeping the focus on larger goals like promotions, career milestones, or the chance to lead impactful projects.

6. Teach Loyalty Through Example

Leaders must model loyalty. This means staying consistent with your principles, showing up for your team, and aligning your actions with your words. Loyalty isn’t taught through lectures; it’s demonstrated through behavior.

Loyalty in Action: Key Metrics and Questions

How do you know if you’re building loyalty? Consider these metrics and questions:

• Retention Rates: Are your employees staying long-term for the right reasons?
• Engagement Surveys: Do employees feel connected to the company’s mission and their role in it?
• Ownership Mindset: Do team members take initiative and care deeply about outcomes?
• Advocacy: Are your employees speaking positively about your company, even outside the workplace?

And ask yourself:

• Are you creating an environment where employees feel valued and supported?
• Are your rewards meaningful and aligned with your team’s values?
• Are you fostering trust and consistency in your leadership style?

Scipio Africanus and Hanibal Barca, contrast of visionary and transaction inspiration models — photos by Sergey Sosnovskiy and Fratelli Alinari

The Leadership Loyalty Paradox: Serve to Inspire

Loyalty is a paradox in leadership. It’s not something you can demand; it’s something you must earn by serving your team and inspiring them to follow you. Leaders who chase loyalty through transactional rewards often find it fleeting. But those who invest in shared purpose, personal ownership, and mutual respect create bonds that endure.

The historical example of the Romans and Carthaginians highlights this perfectly. While one side paid for temporary alliances, the other built lasting loyalty through vision and promise. The Romans didn’t just win wars; they built an empire.

So, as a leader, ask yourself: Are you inspiring the kind of loyalty that will stand the test of time? Or are you relying on short-term incentives that could crumble under pressure?

Let your leadership be like the Roman army — focused on the long game, loyal to your team, and unwavering in your commitment to shared success. As Gunnery Sergeant Hartman would put it: Make your team say, “This is my mission. There are many others like it, but this one is mine.” That’s the loyalty that builds legacies.