Character Forges Trust

Cathie Leimbach • August 2, 2022

“People notice those who do what is right ahead of what is easy,” says David Horsager. And people trust those who value justice and honesty rather than taking the easy way out of difficult situations.

People of good character consistently live by their values.  They are usually conscious of their top 3 to 5 personal values and the live their life accordingly. 


Character is displayed by acting the same in similar situations no matter who else is around. Generous people who have good character will donate the same amount to charity in private as they would if they received public recognition. They don’t put on a show for all to see.


People of good character show respect for all people regardless of their social standing, background, or race. They don’t say thank you to others only when somebody else is watching and they don’t join the ‘cool’ group in bullying the new kid at school.


Honesty is another character trait. Honest people own up to their mistakes rather than letting someone else take the blame and the punishment for their poor choices or destructive actions.


We are more likely to trust someone who regularly exhibits generosity, respect for others, honesty, and other positive character traits. Since their actions are consistent with their positive values, we have confidence they will continue to contribute positively to the community around them.


What is one value that you live regularly demonstrating you may be a person of good character? What is one habit you could develop more fully to demonstrate that you are a person of good character? 


When you frequently show strong positive behaviors, how will it affect the trust you have for others and their trust in you? 

Connectional Intelligence: The Power Skill Behind Big Results

By Cathie Leimbach • December 9, 2025
In Erica Dhawan’s book, Get Big Things Done, she defines Connectional Intelligence as the ability to combine knowledge, networks, and relationships to drive meaningful results. In today’s busy workplace, it’s not just what you know—it’s how well you connect that turns good ideas into big outcomes. Strong Connectional Intelligence within a team strengthens workplace morale and productivity by impacting four key attributes of high-performance cultures: Value Visibly – People perform better when they know their contributions matter. Leaders who highlight strengths, acknowledge effort, and celebrate progress create a culture where great work becomes contagious. Communicate Carefully – In an age of nonstop messages, clarity is a competitive advantage. Thoughtful communication reduces confusion, prevents conflict, and ensures that everyone moves forward with shared understanding. Collaborate Confidently – Connectional Intelligence flourishes when people feel empowered to contribute. Confident collaboration means inviting diverse perspectives, leveraging individual superpowers, and creating space for smart problem-solving. Trust Totally – Trust is the anchor of all high-performing teams. When leaders show reliability, transparency, and empathy, people take risks, share ideas, and stay aligned toward common goals. Connectional Intelligence helps teams innovate faster, break down silos, and accomplish what truly matters. Want to learn more? Visit Erica Dhawan’s website to explore her full body of work and deepen your understanding of Connectional Intelligence.

Psychological Safety Isn’t About Smooth Sailing — It’s About Real Growth

By Cathie Leimbach • December 2, 2025
When people hear “psychological safety,” they often imagine a workplace where everything feels easy and conflict-free. But that’s not what true psychological safety is — and it’s not what high-performing teams need. As leadership expert R. Michael Anderson points out, work and life include tough days, unexpected problems, and moments that stretch us. A psychologically safe workplace doesn’t remove those realities. Instead, it gives people the confidence and support to face them. A safe workplace is one where employees can struggle without fear of embarrassment… try new skills without being put down… ask questions, make mistakes, and keep moving forward. It’s a place where people know their leader is behind them — not by preventing discomfort, but by helping them learn through it. Psychological safety isn’t about coddling or creating a predictable bubble. Real safety looks like this: · You may hear difficult feedback, but it helps you grow. · You are encouraged to take risks, and supported when you slip. · You are stretched beyond your comfort zone, and guided along the way. When leaders create this balance — support plus stretch — people build resilience, confidence, and higher performance. To explore more of these ideas, visit R. Michael Anderson's website .