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.

4 Leadership Behaviors That Drive Trust, Performance, and Accountability

By Cathie Leimbach • March 31, 2026
Most leaders don’t struggle because they lack knowledge. They struggle because leadership opportunities show up in daily conversations —and those moments are easy to miss. The difference between average and high-performing teams often comes down to four leadership behaviors: 1. Build Trust Through Everyday Conversations Trust is built in small moments. Listen to concerns Ask thoughtful questions Follow through Address issues quickly and respectfully 🤝 Trust grows through consistent, everyday conversations. 2. Reinforce What Good Looks Like People repeat what gets recognized. Be specific: “I appreciated how you handled that client issue quickly—that made a difference.” 🔒 Clarity + recognition = stronger performance. 3. Address Problems Early—Kindly and Clearly Avoiding issues creates bigger ones. Keep it simple: What was expected? What happened? What needs to change? 👥 Clear, timely conversations reduce drama and improve results. 4. Support People So They Can Succeed Your role is to help your team succeed. Clarify priorities Remove obstacles Provide resources Coach progress 🔍 When people have clarity and support, performance follows. The Real Lever: Conversations None of this requires new systems. It happens in everyday interactions— 1:1s, quick check-ins, and follow-ups. Better conversations → better results. Quick Reflection Which one would make the biggest difference for you right now? Build trust Reinforce performance Address problems early Support success 👉 Join our next 60-minute Leadership Conversation – Inspiring Employee Performance on Monday, April 6, at 3:00 pm ET. Not a webinar. A working session with other leaders looking at what’s actually happening on their teams—and how small shifts in daily conversations change performance fast. If you're curious what even a 10% shift in consistency could look like for your team… this is a good place to start.

Three Small Shifts That Change Everything

By Cathie Leimbach • March 24, 2026
You don’t need to make big changes in your leadership practices to get better results. Often, it’s small shifts in everyday leadership conversations that quietly change how work gets done. Here are three that work:  1. Make priorities clear Start meetings by stating current priorities. That creates focus right away and helps conversations stay on topic. 2. Ask instead of solve Instead of answering an employee’s questions, ask, “What are your suggestions?” Such questions encourage employee thinking and stronger follow-through. 3. Hold short monthly one-on-one check-ins Meeting with each employee one-on-one allows the regular review of goals, progress, and obstacles. These short conversations surface issues early and keep everyone aligned. These small habits keep teams steady and focused. Your challenge this month: Pick one shift and try it. Notice what changes in clarity, buy-in, or accountability. Sometimes the difference between teams that struggle and teams that move smoothly comes down to a few simple leadership conversations happening consistently. 👉 Join our 60-minute Leadership Conversation on March 30th at 3:00 PM to see how small shifts in everyday leadership conversations can quickly improve clarity, ownership, and results.