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Are You Being Heard?

Cathie Leimbach • October 16, 2023

Effective communication is the cornerstone of successful leadership, and it's equally important for a leader to ensure that their message is not just conveyed but also heard and understood by their employees. Here are some key indicators that a leader can look for to know if their message has been received:


1.    Active Listening: A leader can gauge an employee's engagement by observing their active listening skills. Are they making eye contact, nodding, or asking clarifying questions? These are signs that the message is being absorbed.


2.    Feedback and Questions: When employees ask questions or seek clarification, it indicates they are processing the information. Leaders should encourage such queries as they demonstrate an employee's genuine interest in understanding the message.


3.    Paraphrasing: Ask the employee to summarize the key points of the message in their own words. If they can, they have likely grasped the information correctly. If they can’t, it is important to further explain and/or demonstrate until their words or actions indicate they know what is expected.


4.    Body Language: Non-verbal cues such as facial expressions and posture can reveal much about an employee's comprehension. An engaged employee will exhibit open and receptive body language.


5.    Follow-Up Actions: Ultimately, an employee's actions speak louder than words. If they take appropriate actions in line with the communicated message, it's a clear indicator of understanding.



If the employee does not exhibit the above indicators of understanding and engagement they are unlikely to meet your expectations. To ensure that their message is understood, a leader must be attuned to these signs of effective communication, fostering a culture of clarity and productivity in the workplace. 

Why Master Open-Ended Questions

By Cathie Leimbach • April 8, 2025
In today's busy workplace, asking good questions can make you better at your job. Open-ended questions—ones that need more than just "yes" or "no" answers—help you learn more and have better conversations with others. Research shows these questions really work. Gallup found that managers who use open-ended questions have 27% less employee turnover and 18% better productivity. These questions make team members feel safe to share their ideas. Harvard Business Review says that when bosses ask at least four open-ended questions in meetings, teams come up with 42% more creative solutions. By asking instead of telling, leaders get more ideas from everyone. McKinsey discovered that managers who are good at asking open-ended questions find 34% more opportunities for process improvement. These questions help spot problems and challenge old ways of thinking. These benefits go beyond just team conversations. The Journal of Applied Psychology found that salespeople who use open-ended questions with customers make 23% more sales. By better understanding what customers need, they can offer better solutions. Learning to ask open-ended questions isn't just about talking better—it's a skill that helps you succeed in all parts of work. Click here for more information.

The Perils of a Bad Boss

By Cathie Leimbach • April 1, 2025
Bad bosses aren't just a nuisance – they're an epidemic. A staggering 70% of employees report that problematic managers are commonplace in today's workforce. This reality has serious consequences for both workers and companies alike. What drives employees to pack up their desks? Unethical behavior tops the list, with 62% of workers citing it as a reason to quit. Following closely behind are hypercritical managers (54%) and those who burden their teams with unrealistic expectations or excessive workloads (54%). While some managerial shortcomings are merely frustrating rather than deal-breakers, they still damage workplace morale. Disorganized bosses frustrate 33% of employees, micromanagers irritate 29%, and unapproachable or inflexible leadership styles bother 27%. Perhaps most concerning is the communication breakdown: 72% of employees wish they could openly discuss workplace concerns with their managers, but 59% fear retaliation if they speak up. How might these issues be affecting your organization? High turnover rates don't just disrupt workflow – they devastate your bottom line. Between recruitment costs, training expenses, lost productivity, and institutional knowledge walking out the door, each departed employee can cost between 50-200% of their annual salary.  Ready to understand what turnover is truly costing your company? Click Here for access to a free Cost of Turnover Calculator.
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