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.

Communication Gaps

By Cathie Leimbach • February 24, 2026
Most communication problems don’t happen because people aren’t listening. They happen because leaders assume clarity instead of checking for it. “I think they get it” isn’t the same as “they really do.” When people don’t clearly understand what’s expected of them, they make their own assumptions to fill in the gaps. That’s when rework, missed deadlines, and frustration show up. Strong leaders ask better questions: What do you see as the top priority? What does success look like to you? What could get in the way? These don’t slow work down — they prevent costly resets later. Try a simple weekly habit: Think about one key conversation. What did I mean? What did they hear? Where was the gap? Small awareness leads to big gains. 👉 You’re invited to a Leadership Conversation with other leaders to discuss common leadership gaps and how they quietly influence results.

How Managers Drive 70% of Performance

By Cathie Leimbach • February 17, 2026
Most CEOs focus on strategy, systems, and talent. But the biggest driver of performance is already in place: managers. Manager behavior influences about 70% of team engagement and results. What happens in everyday conversations matters more than perks, pay, or policies. Managers either multiply energy or drain it. Clear, supportive managers raise performance. Avoiding, inconsistent managers quietly lower it. The good news? Small habits make a big difference: Clarifying expectations Giving timely feedback Addressing issues early Reinforcing priorities These moments add up. Instead of telling managers to “motivate people,” try asking: Where might expectations be unclear? Where is inconsistency allowed? What conversation is being avoided? When managers improve just a little, results improve a lot. 👉 Join our 60-minute Leadership Conversation to explore how everyday manager habits quietly shape engagement and results.