Creating a Culture of Innovators

Cathie Leimbach • April 15, 2020

Carla Harris, Vice-Chairman and Managing Director of Morgan Stanley, intentionally serves her followers. At Leadercast 2019 she shared several of her success factors for being a servant leader. One of her leadership practices is creating a culture of innovation and a change-ready workforce.

Innovation means trying new ways of doing things. And new ways of doing things aren’t always successful. So, why should leaders encourage their people to try something new?

In the world around us there is constant change. If we don’t change to adapt to the changes around us, we will no longer be relevant. High performers who stick to the once-best-way of getting the job done will be surpassed by better ways discovered by innovators.

So why doesn’t everyone innovate? Why do many organizations and teams find themselves entrenched in a rut? Often, they are trapped in a culture of fear. They are criticized for trying something new because some resources were wasted or the results didn’t meet the goals. This is fair criticism if the unsuccessful trial becomes the norm. But when innovative ideas that improve the bottom line are adopted, organizations tend to flourish.

Since most people resist change, how can you inspire your team members to have an innovative mindset? Allow them to take risks and fail. Encourage your team members to approach challenges creatively by celebrating what was learned from failed attempts and by implementing the new ideas that yield enhanced results.

May your organization encourage and celebrate those who reach beyond the status quo.

Inspire your staff to explore, to innovate, and to make new discoveries!

What Changes When People Actually Feel Engaged?

By Cathie Leimbach • April 7, 2026
Most leaders don’t struggle because they don’t care. They struggle because engagement feels hard to influence. But when people are engaged, the impact is hard to ignore: 18% higher sales 23% higher profitability 70% higher wellbeing These differences come from comparing the 25% of organizations with the strongest employee engagement to those in the bottom 25% (Gallup). And the stakes are bigger than most realize— disengaged employees cost U.S. organizations nearly $2 trillion in lost productivity each year (Gallup). This isn’t about perks or programs. It’s about how people are led every day. Engaged teams are clearer on expectations. They feel supported. They know their work matters. And most importantly—those conditions don’t happen by accident. They’re created in conversations: Clarifying priorities Reinforcing what good looks like Checking for understanding Following through consistently Small leadership habits drive big business outcomes. A question to consider: Where could stronger day-to-day leadership conversations improve results in your team? 👉 Join our next 60-minute Leadership Conversation: Inspiring High Performance — Monday, April 13 th at 3:00 PM ET (this is not a webinar) It’s a small-group discussion with other leaders looking at a simple question: What’s actually driving engagement—and what’s quietly holding it back? If a shift in leadership could impact sales, profitability, and wellbeing… it’s worth exploring what that might look like in your world.

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.