Leadership Lessons: What Horses Taught Me About Autonomy and Engagement

When the Horses Refused to Work

Years ago, I volunteered as an aid in a horse-therapy program. I thought I’d love it. It combined two things I value deeply — helping people and connecting with animals.

There were meaningful moments. One woman with microcephaly would light up when she saw me. I wore her favorite color, purple, every week to strengthen our bond.

But something felt off.

It was the horses.

They didn’t enjoy their work. You could sense it in their hesitation — a quiet defiance that wasn’t about disobedience, but exhaustion. Each new volunteer had to “earn” their cooperation. They were tired of the constant rotation of leaders telling them what to do, how to move, and when to perform.

They were stabled most of the day and only brought out to serve someone else’s goals. They had learned compliance, not connection.

Limited Autonomy = Limited Engagement

Then, in Ecuador, Everything Shifted

Years later, I attended a noetic science and equine-assisted leadership workshop in Ecuador — and it changed everything I thought I knew about engagement.

These horses had complete autonomy. They could choose to engage with us or not. No ropes. No pressure. No “office hours.”

The difference was striking.

They were curious. Playful. Present. Completely trustworthy. They worked with us — not for us. They chose to participate — and that choice made all the difference.

It was transformative.

The Leadership Parallel

That experience reframed my perspective on leadership, culture, and motivation.

When we remove autonomy, we may get compliance — but we lose curiosity. When we dictate performance, we might gain efficiency — but we lose trust. When people (or horses) have no choice but to show up, they stop showing up fully.

Leaders often ask, “How do I get my team more engaged?” The real question is: “How much choice, trust, and autonomy do I allow?”

Because energy doesn’t lie. Whether it’s a horse or a human, the quality of engagement always mirrors the

quality of leadership.

Connection Over Control

In Ecuador, the horses reminded me that leadership isn’t about control — it’s about connection.

They didn’t need external motivation. They needed space, safety, and trust. Once those were in place, they offered their best selves — willingly.

The same holds true for people. When leaders create clarity, psychological safety, and genuine connection, teams move naturally toward shared goals.

You can’t build engagement on top of exhaustion.

You can’t demand trust without offering it first.

You can’t expect alignment without autonomy.

Reflection for Leaders

If your team feels resistant, disengaged, or burned out, pause before adding another initiative.

Ask yourself:

• Have I created space for curiosity and choice?

• Am I leading with control or cultivating trust?

• Do people feel safe enough to choose to engage?

When we lead with curiosity instead of control, people — like those Ecuadorian horses — begin to show up with their full energy, creativity, and heart.

Clarity for Leaders. Alignment for Teams. Growth for Tech.

Rebecca Johnson

Organization Development, Executive & Career Coaching

Dolce Consulting | Learn more at dolceconsulting.com

For more information about Christina Marz's amazing work with horses in Ecuador: christinamarz.com