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Be Trustworthy!

Cathie Leimbach • June 6, 2022

Trust is essential for success in any and all aspects of our lives. When we don’t trust others, we don’t want to spend time with them or collaborate with them. Likewise, when we aren’t trustworthy, others don’t want to work or play with us. The degree to which leaders are trusted by the people around them determines whether they are likely to be leading an enthusiastic results-oriented team or surrounded by lethargic and disgruntled low performers.  


Trust is so important that it is the focus of David Horsager’s company, Trust Edge. Trust can be defined as a “firm belief in the reliability, truth, ability, or strength of someone or something”. Do your boss, peers, employees, customers, and suppliers all believe that you are reliable, honest, and skilled? If not, then they don’t see you as trustworthy. Their lack of trust in you is impacting the organization’s performance.


Increasing trust creates transformation. When leaders learn to balance transparency, consistent communication, and healthy, results-based accountability, their colleagues perceive them as more trustworthy. This is true for in-person, virtual, and hybrid work situations. A lack of trust breeds a lack of uncertainty which increases fear. This sparks our natural fight or flight instinct which reduces productivity and increases dissatisfaction, decreasing morale, performance, and retention.


Unfortunately, lack of trust is very common. 10% of people say they have never had a leader or employer they could fully trust. On average, employees indicate that they have mostly or completely trusted their leaders for only 45% of their work life. In early 2022, only 13% of the workforce reported completely trusting their current employer.


Since everything takes longer and costs more when trust is low, the lack of trust can be an organization’s biggest expense. 94% of Americans say that lack of trust affects their performance. Collaboration and strong connections among workplace colleagues create the foundation for business success. Yet, the majority of senior leaders spend more time on finances, technology, strategy, and production than they do on people and culture.


How much attention are you giving to connecting and collaborating with your people? What about engaging and empowering them by helping them know what is expected of them and ensuring they feel valued? Are you one of the 13% of leaders who are seen as trustworthy or one of the 87% who are contributing to suboptimal results by not paying enough attention to organizational culture and valuing your people? If you’re in the majority, when are you going to take your first step towards being more trustworthy and what will that first step be?  

The Four Cs of Effective Conversation

By Cathie Leimbach • February 18, 2025
Based on “Four Cs of Effective Conversation” - The Ohio State University Leadership Center. Ever walked out of a meeting thinking everything was settled, only to realize later that key actions didn’t happen, or alignment was off? That’s because effective conversations require four key elements: clarity, candor, commitment, and completion. Clarity: Make Sure Everyone’s on the Same Page Miscommunication is one of the biggest productivity killers. It’s easy to assume people understand what’s being said, but without clear expectations, mistakes happen. Take the time to check for understanding—what’s obvious to you might not be obvious to everyone else. Candor: Say What You Mean, Mean What You Say Honest, direct conversations build strong teams. When people hold back their real thoughts or concerns, issues fester, and progress stalls. Creating a culture of candor—where people feel safe to speak openly—makes teams more effective and relationships stronger. Commitment: Get Specific About Next Steps A vague “I’ll handle it” often leads to dropped balls. When commitments are specific—who will do what by when—things actually get done. Leaders sometimes hesitate to ask for deadlines, fearing it feels like micromanagement, but clear commitments drive accountability without overstepping. Completion: Don’t Move On Too Soon Before wrapping up a discussion, check that everything’s been addressed. Did we answer all key questions? Does everyone know what happens next? Ensuring a topic is fully covered prevents confusion later and keeps teams aligned.  Mastering these four Cs can turn routine workplace conversations into powerful tools for productivity and collaboration.

Improve Leadership to Boost Workplace Productivity

By Cathie Leimbach • February 11, 2025
Today's workplaces are changing, and managers play a key role in increasing workplace morale and productivity. Research shows that managers impact 70% of what affects how engaged and effective employees are. Surveys show many employees are dissatisfied. They say that expectations are unclear, they don’t feel respected by management, they don’t get enough training, and they don't see how their work matters. With the increasing number of seniors and fewer people in the workforce, increased productivity is essential. Strong leadership is more important than ever. Managers need to develop skills to help their teams succeed. This includes: • Setting clear goals, • Showing appreciation, • Providing good training, and • Helping employees see the purpose of their work. The innovative Conversational Management program helps managers build these leadership skills. It focuses on the leadership practices which boost engagement and productivity. Managers can participate in a virtual Test Drive to see how these strategies can improve teamwork and performance. If you want better results and productivity, REGISTER HERE to join a Test Drive and learn about this highly effective leadership approach! 
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