Connection Extends Trust

Cathie Leimbach • August 23, 2022

“People want to follow, buy from, and be around those who are willing to connect,” says David Horsager. “Trust is all about relationships, and relationships are best built by establishing genuine connection. Develop the trait of gratitude, and you will be a magnet.”

No person is an island. Human beings are meant to live around other human beings. As Stephen R. Covey says, the highest level of human development is interdependence, not independence.  We are at our best when we can enjoy each other’s company and leverage each other’s strengths. 

We earn money when we provide a product or service that benefits others, and we pay for goods and services that others provide to us. When we connect well with other people – when we have positive, appreciative relationships with others – we benefit materially and emotionally. Connecting well with others extends trust and loyalty. We have a sense of security and peace knowing that we are part of a reliable community – that we don’t have to ‘go it alone’.

In the work world, we need to have good relationship skills to connect with customers, workplace colleagues, and vendors. Relationship skills strengthen our capability to be a leader, a follower, and a team member during tough times. Connection confidence and competence are critical to thriving in our interdependent society.

Marta Wilson, a Forbes Books author, suggests improving our interpersonal connections by:

  • Striking up conversations to develop formal and informal relationships with a diversity of coworkers.
  • Looking for small and large ways that we can be unified with coworkers, customers, and suppliers.
  • Recognizing other people’s value. Acknowledge their strengths and achievements. 
  • Setting a positive tone in our work environment to build a culture of support and empowerment. This provides a safe environment to try new things, making it easier for people to grow and change to help their organization achieve its goals and fulfill its mission.

Every day of our lives we rely on others in our family, our workplace, and our community. Positive connections with those around us build trust, which in turn, provides a sense of security and peace, increasing our quality of life.  

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.

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.