Blog

Trust is like the glue that holds a team together and makes it thrive. When people on a team trust each other, it's like they're saying, "Hey, I've got your back." This trust lets everyone bring their best ideas and skills to the table without worrying about being judged or overshadowed. When you feel trusted at work, you're more likely to take risks and share new ideas. You're not afraid to step up when challenges arise. This kind of environment isn't just productive; it's where problems get solved in ways no one person could do alone. But trust isn't a one-way street. It's about finding that balance. The best professionals know how to be open and vulnerable while also setting clear boundaries. They understand when to give trust as a way to build strong relationships and when to protect themselves from being taken advantage of. The key is finding that sweet spot: trusting enough to foster collaboration and teamwork but also staying grounded to navigate professional relationships wisely. This balance creates a workplace where people feel safe to speak up and take risks, yet everyone is accountable for their actions. Trust isn't just nice to have—it's essential for a thriving team and a successful career.  👉 For additional tips on building trust, check out David Horsager’s 8 Pillars of Trust from his book The Trust Edge: David Horsager’s 8 Pillars of Trust (PDF)

Change is one of those things that’s easier said than done, right? We all love the idea of progress and innovation, but when it comes down to actually shaking things up in our workplaces—well, let's just say not everyone is on board from the get-go. Did you know that around 70% of the time, those big change efforts in organizations flop? It’s not because people hate new ideas. It’s more about feeling unsure when things aren’t predictable anymore. We like our routines! So, how do you actually make change stick? Well, it’s all about how you sell it. Leaders need to really explain why these changes matter, not just for the company’s bottom line, but for everyone involved. Keeping everyone in the loop and being straight-up about what’s happening can build trust and calm those nerves. Here’s the secret sauce: get your team involved early on. Show them some quick wins to get everyone excited. And don’t ignore the stuff that’s gonna hurt a bit—acknowledge those losses and help people through them. Oh, and don’t forget the training and support they need to actually succeed in this new setup. The best changes aren’t about tearing everything down and starting over. They’re about building on what’s already great and moving toward something even better. When people feel like they’re part of the plan, not just watching it happen, that’s when magic really starts to happen.  So, think about it: how does your company handle change? Got a game plan for making sure your leaders and teams are all on the same page? If you’re looking to level up your leadership skills and tackle change head-on, drop Cathie a line at cathie@agonleadership.com or shoot a text to 440-320-3113 with “Workplace Leadership” in the subject line. Let’s chat about how to make your next big change a smooth ride for everyone involved.

At just 19 years old, Manjit Minhas embarked on an ambitious journey to start her own wholesale liquor business. Her success didn’t happen overnight; it was the result of careful planning and determination. One of her key strategies was setting SMART goals—Specific, Measurable, Achievable, Relevant, and Time-bound. This method helped her clarify what she wanted to achieve and keep her focus sharp. Daily reviews of her goals were also crucial. By regularly checking her progress, she could make adjustments and stay on track. Manjit understood that surrounding herself with experienced mentors made a huge difference. These mentors provided invaluable advice, sharing their insights and helping her navigate challenges she faced in the industry. Additionally, creative negotiation played a vital role in her business dealings. Manjit learned to approach negotiations with flexibility and open-mindedness, allowing her to find win-win solutions that benefited both her and her partners. This combination of setting clear goals, seeking mentorship, and honing her negotiation skills not only set her apart from others but also laid the foundation for her successful business. Today, Manjit Minhas serves as an inspiration to young entrepreneurs everywhere, showing that hard work and smart strategies can lead to incredible achievements.

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.

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! 

Rory Vaden, a well-known author and speaker, highlights a common challenge many face: avoiding hard tasks or jobs we don’t enjoy. This avoidance can be one of the biggest barriers to achieving our goals. Instead of tackling these important tasks, we often find ourselves busy with less significant activities, distracting ourselves without even realizing it. Many people fall into the trap of responding to urgent tasks and interruptions, which can lead us away from what truly matters. For example, we might spend hours answering emails or checking social media, thinking we’re being productive, but we’re actually avoiding the important work that needs to be done. To overcome this challenge, Vaden suggests being disciplined about our time. One effective strategy is to decide to tackle important tasks early in the day when our energy and focus are at their peak. By prioritizing these tasks, we set ourselves up for success and make significant progress toward our goals.  Staying focused on what matters most is essential for high achievement. With practice, we can learn to recognize our avoidance behaviors and develop habits that help us stay on track, ensuring we use our time and energy wisely to accomplish what truly counts.

Lisa Bilyeu, the co-founder of Quest Nutrition, is a powerful example of what it means to be a lifelong learner. Her journey to success was not always easy, but her dedication to overcoming obstacles has inspired many. Lisa believes that every setback is an opportunity to learn and grow. When things didn’t go as planned, she focused on understanding what went wrong and how to improve for next time. One of Lisa's key lessons is to be aware of the habits that can hold you back. She encourages everyone to take a close look at their daily routines. If you notice habits that aren’t serving you, it’s essential to replace them with better ones. For example, if procrastination is a problem, try setting small, achievable goals to keep yourself on track.  Lisa's approach to life emphasizes resilience and self-awareness. By embracing challenges and constantly seeking knowledge, she has built a successful company. Her story teaches us that success is not just about reaching the finish line but also about the journey of growth and improvement. So, whether you’re facing obstacles or trying to form better habits, remember that every day is a chance to learn something new.

Ari Weinzweig, co-founder of Zingerman's, takes vision statements seriously. For him, a vision statement is not just a few lines; it’s often a page or two long, painting a vivid and inspiring picture of the future. He believes that a good vision should describe what people will see and feel when they achieve their goals. It should include details about the environment, the atmosphere, and the experiences that make it special. Creating a powerful vision is essential for success. It needs to be inspiring and strategically sound, guiding everyone involved toward a common goal. Ari emphasizes that writing down this vision is just the first step. It’s equally important to communicate it effectively so that everyone understands and shares the excitement. Now, Ari trains others to develop their own vision statements that inspire success. He encourages people to think deeply about their dreams and aspirations, helping them craft visions that motivate and unite their teams. By focusing on a clear, inspiring vision, individuals and organizations can create a strong sense of purpose and direction. Ari Weinzweig’s approach reminds us that a well-crafted vision can be a powerful tool for achieving great things.  As you step into 2025, take an hour or two in a quiet, comfortable place to think about what would make the year ahead your best year yet. What do you want your spiritual life to be like? Your home life? Your work life? If you had an ideal life, what would that feel like? What would you experience? What would you accomplish? Jot down your answers to these questions and review them every day. Staying focused on the important things in your life, will bring more joy to you and enable you to show more love to others. May focusing on your Vision help you experience a Happy New Year!

Employee turnover is more expensive than you might think. Replacing a worker can cost between 40% of annual pay for entry-level positions and 200% of a senior executive’s salary. These costs include recruiting new hires, lost company knowledge, training and time for the new hire to get up to speed, and the ripple effects of leaving customers underserved. Shockingly, about half of the workforce is quietly looking for new jobs. Why do they leave? Poor leadership is the top reason—70% of employees who quit cite negative experiences with their managers. 40% of the employees who quit said that with better support from and communication with their manager, and more action on their concerns, they likely would have stayed. Meanwhile, only 30% leave primarily because of pay or benefits.  Turnover doesn’t just hurt morale; it impacts your bottom line. Imagine the cost of losing even one college-educated employee. Investing in leadership development could not only improve retention but also pay for itself by keeping key talent on board. How much is turnover costing your organization? If you’re curious, try our free Cost of Turnover Calculator. Chances are that reducing turnover by providing highly effective leadership training could be the smartest investment you make this year—one that pays off big time by keeping your best employees engaged, committed, and productive.

Trust is like the glue that holds a team together and makes it thrive. When people on a team trust each other, it's like they're saying, "Hey, I've got your back." This trust lets everyone bring their best ideas and skills to the table without worrying about being judged or overshadowed. When you feel trusted at work, you're more likely to take risks and share new ideas. You're not afraid to step up when challenges arise. This kind of environment isn't just productive; it's where problems get solved in ways no one person could do alone. But trust isn't a one-way street. It's about finding that balance. The best professionals know how to be open and vulnerable while also setting clear boundaries. They understand when to give trust as a way to build strong relationships and when to protect themselves from being taken advantage of. The key is finding that sweet spot: trusting enough to foster collaboration and teamwork but also staying grounded to navigate professional relationships wisely. This balance creates a workplace where people feel safe to speak up and take risks, yet everyone is accountable for their actions. Trust isn't just nice to have—it's essential for a thriving team and a successful career.  👉 For additional tips on building trust, check out David Horsager’s 8 Pillars of Trust from his book The Trust Edge: David Horsager’s 8 Pillars of Trust (PDF)

Change is one of those things that’s easier said than done, right? We all love the idea of progress and innovation, but when it comes down to actually shaking things up in our workplaces—well, let's just say not everyone is on board from the get-go. Did you know that around 70% of the time, those big change efforts in organizations flop? It’s not because people hate new ideas. It’s more about feeling unsure when things aren’t predictable anymore. We like our routines! So, how do you actually make change stick? Well, it’s all about how you sell it. Leaders need to really explain why these changes matter, not just for the company’s bottom line, but for everyone involved. Keeping everyone in the loop and being straight-up about what’s happening can build trust and calm those nerves. Here’s the secret sauce: get your team involved early on. Show them some quick wins to get everyone excited. And don’t ignore the stuff that’s gonna hurt a bit—acknowledge those losses and help people through them. Oh, and don’t forget the training and support they need to actually succeed in this new setup. The best changes aren’t about tearing everything down and starting over. They’re about building on what’s already great and moving toward something even better. When people feel like they’re part of the plan, not just watching it happen, that’s when magic really starts to happen.  So, think about it: how does your company handle change? Got a game plan for making sure your leaders and teams are all on the same page? If you’re looking to level up your leadership skills and tackle change head-on, drop Cathie a line at cathie@agonleadership.com or shoot a text to 440-320-3113 with “Workplace Leadership” in the subject line. Let’s chat about how to make your next big change a smooth ride for everyone involved.

At just 19 years old, Manjit Minhas embarked on an ambitious journey to start her own wholesale liquor business. Her success didn’t happen overnight; it was the result of careful planning and determination. One of her key strategies was setting SMART goals—Specific, Measurable, Achievable, Relevant, and Time-bound. This method helped her clarify what she wanted to achieve and keep her focus sharp. Daily reviews of her goals were also crucial. By regularly checking her progress, she could make adjustments and stay on track. Manjit understood that surrounding herself with experienced mentors made a huge difference. These mentors provided invaluable advice, sharing their insights and helping her navigate challenges she faced in the industry. Additionally, creative negotiation played a vital role in her business dealings. Manjit learned to approach negotiations with flexibility and open-mindedness, allowing her to find win-win solutions that benefited both her and her partners. This combination of setting clear goals, seeking mentorship, and honing her negotiation skills not only set her apart from others but also laid the foundation for her successful business. Today, Manjit Minhas serves as an inspiration to young entrepreneurs everywhere, showing that hard work and smart strategies can lead to incredible achievements.

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.

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! 

Rory Vaden, a well-known author and speaker, highlights a common challenge many face: avoiding hard tasks or jobs we don’t enjoy. This avoidance can be one of the biggest barriers to achieving our goals. Instead of tackling these important tasks, we often find ourselves busy with less significant activities, distracting ourselves without even realizing it. Many people fall into the trap of responding to urgent tasks and interruptions, which can lead us away from what truly matters. For example, we might spend hours answering emails or checking social media, thinking we’re being productive, but we’re actually avoiding the important work that needs to be done. To overcome this challenge, Vaden suggests being disciplined about our time. One effective strategy is to decide to tackle important tasks early in the day when our energy and focus are at their peak. By prioritizing these tasks, we set ourselves up for success and make significant progress toward our goals.  Staying focused on what matters most is essential for high achievement. With practice, we can learn to recognize our avoidance behaviors and develop habits that help us stay on track, ensuring we use our time and energy wisely to accomplish what truly counts.

Lisa Bilyeu, the co-founder of Quest Nutrition, is a powerful example of what it means to be a lifelong learner. Her journey to success was not always easy, but her dedication to overcoming obstacles has inspired many. Lisa believes that every setback is an opportunity to learn and grow. When things didn’t go as planned, she focused on understanding what went wrong and how to improve for next time. One of Lisa's key lessons is to be aware of the habits that can hold you back. She encourages everyone to take a close look at their daily routines. If you notice habits that aren’t serving you, it’s essential to replace them with better ones. For example, if procrastination is a problem, try setting small, achievable goals to keep yourself on track.  Lisa's approach to life emphasizes resilience and self-awareness. By embracing challenges and constantly seeking knowledge, she has built a successful company. Her story teaches us that success is not just about reaching the finish line but also about the journey of growth and improvement. So, whether you’re facing obstacles or trying to form better habits, remember that every day is a chance to learn something new.

Ari Weinzweig, co-founder of Zingerman's, takes vision statements seriously. For him, a vision statement is not just a few lines; it’s often a page or two long, painting a vivid and inspiring picture of the future. He believes that a good vision should describe what people will see and feel when they achieve their goals. It should include details about the environment, the atmosphere, and the experiences that make it special. Creating a powerful vision is essential for success. It needs to be inspiring and strategically sound, guiding everyone involved toward a common goal. Ari emphasizes that writing down this vision is just the first step. It’s equally important to communicate it effectively so that everyone understands and shares the excitement. Now, Ari trains others to develop their own vision statements that inspire success. He encourages people to think deeply about their dreams and aspirations, helping them craft visions that motivate and unite their teams. By focusing on a clear, inspiring vision, individuals and organizations can create a strong sense of purpose and direction. Ari Weinzweig’s approach reminds us that a well-crafted vision can be a powerful tool for achieving great things.  As you step into 2025, take an hour or two in a quiet, comfortable place to think about what would make the year ahead your best year yet. What do you want your spiritual life to be like? Your home life? Your work life? If you had an ideal life, what would that feel like? What would you experience? What would you accomplish? Jot down your answers to these questions and review them every day. Staying focused on the important things in your life, will bring more joy to you and enable you to show more love to others. May focusing on your Vision help you experience a Happy New Year!

Employee turnover is more expensive than you might think. Replacing a worker can cost between 40% of annual pay for entry-level positions and 200% of a senior executive’s salary. These costs include recruiting new hires, lost company knowledge, training and time for the new hire to get up to speed, and the ripple effects of leaving customers underserved. Shockingly, about half of the workforce is quietly looking for new jobs. Why do they leave? Poor leadership is the top reason—70% of employees who quit cite negative experiences with their managers. 40% of the employees who quit said that with better support from and communication with their manager, and more action on their concerns, they likely would have stayed. Meanwhile, only 30% leave primarily because of pay or benefits.  Turnover doesn’t just hurt morale; it impacts your bottom line. Imagine the cost of losing even one college-educated employee. Investing in leadership development could not only improve retention but also pay for itself by keeping key talent on board. How much is turnover costing your organization? If you’re curious, try our free Cost of Turnover Calculator. Chances are that reducing turnover by providing highly effective leadership training could be the smartest investment you make this year—one that pays off big time by keeping your best employees engaged, committed, and productive.