Contribution Expands Trust

Cathie Leimbach • August 30, 2022

“Few things build trust quicker than actual results,” says David Horsager. “At the end of the day, people need to see outcomes. You can have compassion and character, but without the results you promised, people won’t trust you. Be a contributor who delivers real results.”

People trust those who make a difference for the organization. When anyone focuses on achieving stated mission and goals, they are making a meaningful contribution. This includes doing their own work well and supporting others to be successful.

Let’s look at four characteristics which many highly-rated contributors have in common.


1 - Ability to Plan and Organize Their Work

Contributors:

  • Manage their time and others’ time well
  • Handle multiple demands and deadlines
  • Monitor their progress without much oversight

 

2 - Strong Interpersonal Communication

Contributors:

  • Articulate their thoughts clearly
  • Ensure they are understood and understand others
  • Share helpful information with others

 

3 - Effective at Collaboration

Contributors:

  • Maintain cooperative work relationships with others
  • Assist others in the completion of their tasks to support group goals
  • Collaborate during meetings and in informal settings

 

4 - Ability to Deliver Consistent Results

Contributors:

  • Are dependable
  • Work on the right tasks to ensure they achieve priority results
  • Take personal responsibility for achieving outcomes


Interpersonal skills as well as effectively planning and completing work are essential characteristics of top contributors. Those who develop these skills and regularly focus on fulfilling their responsibilities will be acknowledged as valuable contributors. In turn, they will be trusted and respected by their colleagues.

Which of these four important characteristics are strengths for you? Which could be your next growth area? What is one change you could make in these areas to increase your workplace contribution, increasing the level of trust others have in you? 

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.

From Performance Problems to Possibilities

By Cathie Leimbach • March 17, 2026
Most leaders can list what’s wrong fast: missed deadlines, uneven effort, or teams that seem capable of more. The bigger shift happens when leaders stop asking, “What’s broken?” and start asking, “What’s possible if we lead differently?” Limits like time, budget, and pressure are common. The resulting overwhelm is reduced when leaders get clear about what really matters. Strong leaders respond to these limits by focusing on priorities, simplifying decisions, and actively guiding their teams. Often, the shift begins with better leadership conversations. The right conversations clarify expectations, surface issues early, and help people take ownership before small problems grow into bigger ones. When leaders create space for clear, honest dialogue, teams stop guessing and start moving forward. Performance improves when leaders: Get clear instead of assuming Address issues early through direct conversations Set priorities people can follow Notice and praise progress, don’t comment only on mistakes These small, steady choices create momentum. We often hear questions like: “How do we stop reacting?” “What if our team is capable but inconsistent?” “How do we improve without burning people out?” Those questions point to opportunities for growth. Don’t think of them as failure. 👉 Where might your team be guessing instead of knowing? Identify one gap—and use your next conversation to close it.