Communicate Your Assumptions

Cathie Leimbach • June 17, 2020

Synergy is a great benefit of effective teamwork. By drawing on each other’s strengths and experiences, the group generally achieves more than if they had worked separately.

Teams may get their best results when:

  • the team goals are clearly communicated,
  • the team members share their resources, knowledge, and ideas with each other,
  • team members listen to each other and ask clarifying questions, and
  • every team member is engaged in the discussion process.

When there are differences of opinion in a group, there can be a tendency to sweep the ‘elephant’ under the carpet. The big touchy subject is put aside and, on the surface, life goes on as if there is nothing to discuss. This can lead to undercurrents with uneasy whispers causing angst and damaging morale. We may fear that opening ‘the can of worms’ will cause a dangerous explosion that could increase the workplace tension.

How can team members surface their different perspectives so they understand where each other is coming from without lighting a fuse? Many teams schedule a simulation activity which requires them to complete an unfamiliar group task, develop a strategy together, and debrief their process and results. During the simulation, individuals tend to behave in a way that mirrors their normal approach. The group discussion yields insights into our own and other’s habits and positions us to work together more effectively. We may even become comfortable addressing ‘the elephant in the room’.

Arrange for a group at your workplace to participate in a simulation such as ‘The Search for the Lost Dutchman’s Gold Mine™’. You will come away with a list of insights to improve both your workplace productivity and your job satisfaction.

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.

When Leadership Feels “Fine”… But Results Tell a Different Story

By Cathie Leimbach • January 13, 2026
Many leaders feel things are mostly on track. Goals are set. Meetings happen. People stay busy. On the surface, it all looks fine . But underneath, small cracks often tell a different story. You may notice work getting redone, decisions slowing down, or people quietly avoiding ownership. These aren’t just workflow problems. They’re leadership signals — and they’re easy to miss when everyone is moving fast. Leaders often believe they’ve been clear. They think people know what’s expected and who owns what. And they assume that if something was wrong, someone would speak up. But in real life, expectations get interpreted in different ways. Ownership can feel risky. And many people stay silent just to keep the peace. That gap between what leaders intend and what teams experience is where performance starts to slip. A few simple questions can help reveal what’s really going on: · Where is work quality lacking? · What decisions keep getting stuck? · Where do leaders step in instead of letting others own it? Start noticing those patterns. They point to exactly where stronger leadership can make the biggest difference. 👉 See what a 10–15% leadership shift could mean for your bottom line. View the Leadership ROI Chart .