The Blind Peacock Effect: A Layman's View

By Luis A. Marrero

“When image becomes currency, truth is traded for applause.”— Luis A. Marrero

The Blind Peacock Effect

What Is the Blind Peacock Effect?

Have you ever seen a peacock showing off its beautiful feathers? It’s hard to ignore. But here’s the thing—peacocks can’t actually see their own feathers. They don’t know how dazzling they look.

In some workplaces, people and companies act like peacocks. They focus on looking good—great branding, fancy presentations, and significant numbers. But behind the scenes, things aren’t so perfect. People feel stressed, unheard, or unsure why their work matters.

This is what I call The Blind Peacock Effect—when a company looks successful on the outside but is missing something important on the inside: real purpose, honesty, and respect.

Signs Something’s Off

Here are three warning signs that a company might be caught in the Blind Peacock Effect:

• Looks Over Meaning: Decisions are made to impress others, not to do what’s truly correct or helpful.

• Avoiding Tough Truths: People don’t speak up about problems because they want to keep things “positive.”

• Acting Instead of Improving: Energy goes into looking successful instead of actually fixing things.

In these places, people stop asking, “Why does this matter?” and start asking, “How does this look?”

A Real Example: Consulting Firms

Big consulting companies like Deloitte, PwC, EY, KPMG, and Accenture are known for their intelligence and success. But they also have a problem: lots of people quit.

Studies show that these firms have turnover rates between 15% and 25%, and sometimes even higher (Audencia, 2024). For example, Ernst & Young lost over 2,700 employees in one year.

Why do people leave?

• Long hours and travel

• Feeling invisible or unappreciated

• Not seeing a clear purpose in their work

• Wanting better pay, benefits, and work-life balance (Chelsea W., 2022)

This isn’t just about bad management—it’s about people needing meaning. When workers don’t feel connected to something bigger than their tasks, they start to drift away. They may smile and nod, but inside, they’re checked out.

“Echoes may be loud, but they are not alive.”— Luis A. Marrero

How to Spot the Blind Peacock Effect

Here are some clues that a company might be more focused on image than on meaning:

Symptom	What You Might Notice
High Turnover	People leave even when the company looks great
Flat Conversations	Meetings feel fake or overly rehearsed
Pretty Without Depth	Branding is strong, but culture feels empty
Disengaged Agreement	People agree but don’t speak their real minds

The Former Employee

How to Fix It

The good news? This can be fixed. But it takes courage and honesty.

Here’s how to start:

1. sk Real Questions: “Why am I doing this?” “Is this about helping others—or just looking good?”

2. Check Your Values: Make sure your company’s values are actually lived out—not just printed on posters.

3. Make Space for Truth: Create safe places where people can speak honestly and ask hard questions.

4. Respect People’s Humanity: Treat coworkers as full people—not just performers.

5. Look Beyond the Surface: If your company’s message doesn’t match its actions, it’s time to make changes.

   
   

Blind Peacock Effect

Final Thought: Don’t Be Fooled by Feathers

Peacocks are beautiful—but they don’t know what they look like. Companies can be the same way. They may look amazing from the outside, but be struggling inside.

If you want to lead or work in a place that truly matters, don’t settle for sparkle. Look for clarity, honesty, and purpose.

Ask yourself:

• Are we just showing off—or making a real difference?

• Are we repeating values—or living them?

• Is this success—or just a well-lit illusion?

Learn More

Boston Institute for Meaningful Purpose

To explore how Meaningful Purpose Psychology can help build better workplaces, visit our contact.

To view a short video of “The Blind Peacock Effect,” select here.

© 2025. Boston Institute for Meaningful Purpose. All rights reserved.

Author: Luis A. Marrero

References

• Hancock, J. I., Allen, D. G., Bosco, F. A., McDaniel, K. R., & Pierce, C. A. (2013). Meta-analytic review of employee turnover as a predictor of firm performance. Journal of Management, 39(3), 573–603. https://doi.org/10.1177/0149206311424943

• Audencia. (2024, May 24). High turnover rate: The curse that cannot be broken in the consulting industry? Audencia Blog

• Consulting Point. (2023).The turnover rate change in European consulting firms from 2019 to 2021. https://www.consultingpoint.com/market-information/2021/3/29/regional-attrition-and-tenur

• Edmund T. (2024, April 4). Financial Review: EY disputes data showing more than one in three staff quit in a year. Afr.com. https://www.afr.com/companies/professional-services/ey-disputes-data-showing-more-than-one-in-three-staff-quit-in-a-year-20230331-p5cx41

• Charles B. (2011, April 20). Financial Times: ‘Up or out’ is part of industry culture. ft.com. https://www.ft.com/content/d42434b2-6b69-11e0-a53e-00144feab49a

• Kaiser, J. (2021). Human Resource Management in the Big Four. Turnover in the Consulting Industry.

• Chelsea W. (2022, May 20). Why High Talent Turnover Is the Greatest Threat to Your Consulting Firm — And What You Can Do About It. accelo.com. https://www.accelo.com/resources/blog/why-high-talent-turnover-is-the-greatest-threat-to-your-consulting-firm-and-what-you-can-do-about-it/

• PwC’s HR Consulting team (2021). Staff turnover is a consequence of how a company works. pwc.com. https://www.pwc.com/sk/en/expert-articles/staff-turnover.html

• Consultancy. (2018, December 04). How consulting leaders can tackle the retention problem of juniors. https://www.consultancy.uk/news/19569/how-consulting-leaders-can-tackle-the-retention-problem-of-juniors

Disclaimer

This article reflects the author’s analysis and interpretation of publicly available research and archetypal frameworks. It does not allege wrongdoing, and it invites constructive reflection on organizational dynamics and purpose.