Clarity of Vision, Goals, and Boundaries

Cathie Leimbach • April 23, 2024

A crystal-clear vision, coupled with well-defined goals and boundaries, forms the cornerstone of a thriving workplace. A compelling vision acts as a guiding light, inspiring employees and aligning their efforts toward a common purpose.

However, without specific goals, this vision risks being irrelevant words. By setting three or four key goals, leaders can direct focus onto the vital 20% of tasks that yield 80% of desired outcomes. When goals are communicated clearly, ensuring that all team members fully understand expectations, having a clear vision and goals fosters efficiency and prevents wasted effort on non-essential activities.  


However, as Ken Blanchard and Phil Hodges point out in their book, Lead Like Jesus, leaders often conclude that “they have been “perfectly clear” in their initial instructions about what they want, and then they hold their listeners accountable for perfect comprehension and perfect retention.” In reality, being a leader who helps employees and the organization succeed  requires two-way conversations to check for understanding and frequent repetition of the goals to keep everyone focused on priorities.


Additionally, establishing clear boundaries provides employees with a framework within which to operate, empowering them to make decisions confidently and autonomously. These boundaries serve as guardrails, ensuring that actions remain aligned with organizational objectives while allowing room for creativity and innovation.


Blanchard and Hodges explain that “Boundaries channel energy in a certain direction. It’s like a river. If you take away the banks, it wouldn’t be a river anymore; it would be a large puddle, devoid of momentum and direction. What keeps the river flowing are its banks.”



Together, clarity of vision, goals, and boundaries creates a roadmap for success, guiding both individual and collective efforts towards organizational success. Leaders have the responsibility to ensure that vision, goals, and boundaries are established, frequently communicated, and fully understood and followed by all team members. 

Why New Tools Don’t Change Behavior

By Cathie Leimbach • January 27, 2026
New tools promise big results. New software, dashboards, and systems all look great on paper. But months later, many leaders are still asking, “Why hasn’t much changed?” Because tools don’t change behavior — leadership does. A system can organize work, but it can’t create ownership. It can’t set expectations. It can’t follow through. Without strong leadership habits, even the best tools just make problems more visible. What really drives results? Clear expectations Consistent follow-through Helpful feedback Leaders who model the right behavior When those are missing, people work around the tool instead of with it. Adoption drops. Frustration rises. And the old problems stay. So the better question isn’t, “What tool do we need next?” It’s, “Do our leadership habits support the results we expect?”  👉 Join our 60-minute Leadership Conversation to explore the habits that actually drive performance.

If Nothing Changes, What Will This Cost?

By Cathie Leimbach • January 20, 2026
When things feel “manageable,” leaders often continue with status quo. People are busy. Work gets done. But small issues quietly add up. Rework becomes normal. Deadlines stretch. Decisions take longer. None of it feels like a crisis, but together it eats away at time, energy, and profit. Inconsistent leadership makes it worse. When expectations change from day to day or from one manager to another, people stop giving their best. Some coast. Some get frustrated. Some start looking elsewhere. Turnover rises, along with hiring and training costs. The warning signs are usually right in front of us: Work keeps getting redone. Managers avoid tough conversations around poor performance. Good people are doing less than they could. Progress feels slower than it should. The real question isn’t, “Can we live with this?” It’s, “What is this costing us if nothing changes?” 👉 Join our 60-minute Leadership Conversation to explore how today’s patterns may be impacting your results — and what small shifts could make a big difference.