Originally premiered in 2022, this sitcom has an office culture dynamic worth discussing. Starring Maya Rudolph and Adam Scott as newly divorced characters, Loot kicks off with Maya’s character, Molly, suddenly showing up at her philanthropic foundation after years of living the lavish life of a jet-setting billionaire. The writing boasts epic, laugh-out-loud moments, making it a gem of modern comedy. As a fan eagerly awaiting season 3, I’m here to dissect the show’s portrayal of office culture and leadership dynamics.

Culture Assessment: A Leadership Consultant’s Take

The non-profit foundation depicted in Loot has a ho-hum office culture, where roles are well-defined—the tech guy, the Finance guy, the boss—yet silos are firmly entrenched. Employees stick to their lanes without looking over their cubicles to collaborate. If Sofia, the executive director, hired me to assess her leadership style, I’d recommend breaking down these silos and fostering more cross-functional teamwork.

A key indicator of Sofia’s leadership shortcomings is seen during their Monday morning meetings. When the obligatory “How was your weekend?” question is thrown out, any real attempt at connection is swiftly shut down. While it’s played for laughs in the show, it reflects an action-only leadership approach that misses out on building deeper Relationships. Knowing your team’s personal interests and priorities can serve as conversational entry points during crunch times, helping to drive harder or more collaborative work when needed.

Sofia’s leadership style is decisive and efficient, but also dismissive. A slightly more open, empathetic approach would help her associates feel heard and engaged.

The Quintessential Characters & How to Work with Them

The characters in Loot are archetypal personalities you might recognize in your own workplace. Here’s how to effectively work with these types:

1. The Awkward One
   This character exudes introvert vibes. They may be hesitant to speak up but often bring valuable insights when given time. Encourage their participation by creating space for them to answer, even if it takes a moment. Patience is key.

2. Big Boss Energy Manager
   Often exuding strong masculine energy, this type of manager responds best to direct communication. However, in one-on-one settings, softer, less blunt questions can help build trust and rapport.

3. The Clueless Leader
   Molly, played by Maya Rudolph, exemplifies this type. While she bankrolls the foundation, she starts off clueless about how it operates. If your boss occasionally takes credit for your work, it often stems from their own insecurities or lack of competence. In such cases, create side conversations with key stakeholders to subtly assert your role as the brains behind the operation.

4. Slow to Pick Up What You’re Putting Down
   This character’s real-world counterpart might be the colleague who drags the team down with distractions or misaligned priorities. In Loot, it’s the lovable but perpetually late-to-the-game tech guru. While humor works for him in the sitcom, in real life, these individuals need focused training or one-on-one Coaching to prevent group embarrassment. If they remain ineffective, they may be in the wrong role or even the wrong organization.

The Importance of Connection

Gallup reports that one of the five most important factors in maximizing team performance is connection. Even with a cast of caricatures, Loot subtly highlights how relationships—or lack thereof—impact team dynamics. In the real world, collaboration and relationships are increasingly at risk, especially in hybrid work environments. Gallup found that in 2022, the correlation between coworker relationships and both employee retention and company recommendations was stronger than before the pandemic.

Managers play a pivotal role in fostering these connections. If executives don’t intentionally create a healthy culture, the team’s culture will evolve on its own—which may leave your best employees feeling disconnected and ready to leave.

Reflections for Leaders

Whether you’re leading directly or influencing from within the team, here are a few reflective prompts:

1. Who is feeling left out, and why?
   What steps can you take to thoughtfully include them in team dynamics?

2. Can you create dual mentor-mentee relationships?
   Two-way mentorship across different expertise levels or generations can foster positive integration and learning.

3. How can you structure routines to rotate the spotlight?
   Giving different team members the opportunity to lead or present can strengthen engagement and collaboration.

4. What personalities are missing, or which ones might be overpowering the team dynamic?
   Recognizing gaps in personality types or imbalances in influence can help you build a more cohesive team.

Loot may be a comedy, but it offers some serious lessons about office culture. With thoughtful reflection, real-world leaders can learn how to foster connection, break down silos, and build a team that actually works.

Lynn Mull Holistic Career Coach & Author

Career Coach | Author | WellNess Advisor | Reiki Master
I offer Clarity through Reiki healing sessions, and Holistic Career Coaching and Facilitating Teams to professional wellness. I use various tools and methods to speak, write, and provide 1.1 counsel to move out of the stuck into the actions that help you or your teams reach their goals.I found my way because I had to create it.
As a working parent and a sandwich caregiver in my early 30s, I understand the pressures to keep going, provide for my family and prioritize everyone else’s wellbeing.

I looked in many corners and could not find one coach to break into my inner blockages and move my career until Reiki and a Career Coach got me there. We can be all the things to everyone, but first, we must get aligned and intuitively move forward for our own .