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? 

Why Engagement Isn’t About Perks

By Cathie Leimbach • February 10, 2026
When engagement drops, many organizations reach for perks—rewards, programs, or incentives. These can create a short lift, but they rarely solve the real issue. Engagement starts with expectations. Most people want to do good work. What gets in the way isn’t motivation—it’s uncertainty. When priorities shift, roles feel unclear, or success means different things to different leaders, people disengage quietly. Leaders often don’t realize they’re contributing to this. Vague direction, inconsistent follow-through, or assuming “they already know” leaves teams guessing. Over time, guessing turns into frustration—and frustration turns into disengagement. Strong engagement cultures focus on leadership basics: Clear priorities Shared definitions of success Aligned expectations Consistent reinforcement When expectations are clear, people move with confidence. They take ownership, collaborate better, and stay engaged because they know where they’re headed. Perks can support engagement—but only after clarity is in place. 👉 Read our full article on Why Engagement Starts With Expectations to turn clarity into a real advantage.

How Could You Create a 5-10% Productivity Shift? 

By Cathie Leimbach • February 3, 2026
When it comes to improvement at work, the focus is often on big changes. But frequently, it’s small shifts that quietly create big results. Productivity rarely improves without strong leadership practices. So, what if better leadership increased productivity by just 5-10%? That could mean: Less rework Faster decisions More follow-through Less firefighting More output — without more people That’s not wishful thinking. When leadership improves, absenteeism and turnover drop. Work flows more smoothly. Results, and the bottom line, improve.  When leaders get clearer, communicate better, and follow through more consistently, friction fades. People know what matters. Decisions move faster. Energy shifts from fixing problems to getting real work done. Organizations that invest in leadership development often see: Higher output Lower turnover Better use of talent Stronger momentum The real shift happens when leaders stop asking, “ Should we invest in leadership ?” and start asking, “ What is it costing us not to ?” 👉 Join our 60-minute Leadership Conversation to see what a 10–15% shift could mean for your organization.