Do You Provide the Tools Your Employees Need to be Rockstars?

Cathie Leimbach • November 18, 2020

As a leader, you want employees to be productive at work. You want efficient production and quality results. And, chances are, your employees want the same thing.

To be rockstars, each employee has to be provided the tools they need to be incredibly productive, and less frustrated. Sometimes, the simplest thing can make a huge difference. 

When looking at what isn’t working, think about this. There are rarely bad people. There are often, okay, almost all of the time, bad processes. Your team members’ daily output may be limited by realities such as these.

·        The summer intern was responsible for a weekly accuracy cross-check of a 200-page warehouse inventory that was printed on unlined paper. But there weren’t any rulers available to help him focus on one line at a time. It was a month before a new ruler was purchased for him.

·        The admin assistant was frequently asked to format training and promotional documents attractively. The only software available to her was a free online word processor. 

·        Staff who worked remotely for months during the pandemic were instructed to join the weekly team ZOOM meeting from their work computers. But only a couple of them had webcams. They quickly felt isolated. Their energy and productivity dwindled.

Highly effective managers ensure their team members have the materials and equipment necessary to achieve production goals.

It is actually a simple fix. Just ask if they have the supplies and equipment they need. Make sure that your staff members are comfortable letting you or IT know when ink cartridges need to be ordered or their computer is blue screening? Quickly respond to their needs so that they are empowered to be as productive and engaged as possible rather than learning to make do as long as possible despite increased frustration and decreased productivity.

Want simple tools to ask those questions and more? Get in touch with me for a free assessment of what your employees are really thinking. 

Put Your Brain in Gear When Using AI

By Cathie Leimbach • June 16, 2026
Artificial Intelligence is becoming a powerful workplace tool. It can summarize information, analyze data, draft content, and generate ideas in seconds. But there is a growing risk leaders need to recognize: AI can sound convincing even when it is wrong. In an article by Erica Dhawan, she describes a legal case where attorneys used ChatGPT to help prepare a court filing. The brief looked professional, the reasoning seemed logical, and the citations appeared legitimate. There was only one problem: several of the cited cases did not exist. The AI had fabricated them. The danger wasn't carelessness. It was trust. Because the information was presented clearly, confidently, and professionally, nobody stopped to question it. Psychologists call this the "fluency heuristic"—our tendency to assume information is accurate when it is easy to process and sounds credible. As leaders, we cannot allow polished answers to replace critical thinking. When you find yourself thinking, "This is too good to be true," put your brain in gear. Dig deeper. Investigate. Verify the facts. Ask what assumptions were made, what information might be missing, and what evidence supports the conclusion. AI can be an incredible assistant. It should never become a substitute for judgment. The smooth answer is not always the wrong one—but it is often the one that deserves the most scrutiny. Before You Act, Verify. The biggest risk with AI isn't bad information. It's believable information that's wrong. That's why we created the AI Verification Checklist for Leaders —a simple 5-minute tool designed to help leaders challenge assumptions, identify missing information, verify conclusions, and make better decisions before acting on AI-generated recommendations. Download the free AI Verification Checklist for Leaders and start asking better questions before making important decisions.

If Employees Aren't Growing, Performance Isn't Either

By Cathie Leimbach • June 9, 2026
Most leaders want better performance. They want employees who take ownership, solve problems, adapt to change, and consistently deliver results. Yet Gallup reports that only 31% of employees are engaged at work. That means nearly 7 out of 10 employees are not fully applying their talents, effort, and initiative to their roles. The question leaders should be asking isn't simply: "Why aren't employees performing?" It's: "Are we developing people to perform at their best?" Gallup's latest research suggests many organizations may be falling behind. Nearly 6 in 10 CHROs say employee development is one of the areas where their organization struggles most. At the same time, fewer than half of U.S. employees have participated in training or education to build new skills for their current job. That gap creates risk. As AI, technology, customer expectations, and job responsibilities continue to evolve, employees cannot meet changing expectations with outdated skills. The impact is especially significant among high performers. Gallup found that organizations providing fewer development opportunities are more likely to lose their best people. The good news is that development doesn't require expensive programs or lengthy workshops. It starts with leaders who consistently: • Connect strengths to daily work • Clarify expectations • Provide meaningful feedback • Coach performance • Hold growth-focused conversations  One of the most effective ways leaders can support employee development is through regular 1-on-1 meetings with each direct report. These conversations create opportunities to coach, remove obstacles, align priorities, and discuss growth before problems become bigger issues. For practical ideas, read our resource: 5 Factors in Successful 1-on-1s . Organizations that thrive won't simply expect more from employees. They'll develop people so they can contribute more. Because when employees grow, performance grows with them.