Getting Off the Starting Block

Cathie Leimbach • January 31, 2023

“The secret of getting ahead is getting started. The secret of getting started is breaking your complex overwhelming tasks into small, manageable tasks, and then starting on the first one.”                                                                                               Mark Twain

How often have you had writer’s block or just couldn’t get going on a workplace project? You were willing to do the job but your brain just wasn’t ready to start. For some reason you weren’t crystal clear on exactly what outcome you were aiming for, or the best path to get you there, or even the first step to take.

Many of us have spent hours, days, or maybe even weeks making little or no progress. Why not reach out and ask for help? It may be your responsibility to do this work, but when you are still on the starting block you aren’t being very successful. If you just knew how to get going you could be up and running.

Many people do their best thinking when they are talking about the subject at hand. You may have found that sometimes while you were explaining a dilemma to another person the solution comes to your mind. Why not repeat this process often?

Why not ask a friend or colleague if they have 5 or 10 minutes to talk with you about a current bottleneck? Have them ask you a few open-ended questions about what you need to accomplish and a couple of ways you could approach it. You could leave that short conversation raring to go because your brain responded to someone else’s listening ear, friendly nudge, or curiosity.

Collaborate with those around you. Don’t be afraid to ask for a few minutes help to enhance your thinking. When you ask a work colleague or a family member to assist you in this way you achieve a win/win outcome. The company gets better results and your family’s needs are better served.

Where are you stuck today? Who could you ask to spur you over the hump?  

The Leadership Problem Most Companies Don’t Address

By Cathie Leimbach • May 19, 2026
Many organizations assume their biggest challenges are rapidly changing technology, customer retention, and employee initiative. But quite often, the root cause is people leadership problems. That’s one reason The Imperfect CEO by Jim Brown is so timely. Releasing today, May 19, the book explores how leaders build healthier organizations not by pretending to have all the answers, but by creating cultures grounded in trust, clarity, accountability, and meaningful conversations. Brian Besanceney, Chair, Board of Orlando Health, Inc., described the book this way: “Through vivid stories, real-world examples, and a model grounded in collaborative culture, Jim Brown gives leaders permission to wrestle honestly with the generational divides, misaligned targets, and cultural fractures that can too often sabotage high-potential organizations.” Greg Apple, CEO of Amgine.ai, connected the book to leadership beyond business alone: “In a fast-moving company, culture is everything. Jim Brown’s principles have helped our team lead with greater clarity and alignment. The Imperfect CEO distills those lessons brilliantly. Every leader should read it.” What stands out to me is how closely this book aligns with the principles behind Conversational Management. Healthy cultures are rarely built through policies alone. They are built through the quality of everyday leadership conversations — how expectations are clarified, how accountability is handled, how feedback is delivered, and how trust is strengthened over time. That’s why leadership development cannot stay theoretical. Culture changes conversation by conversation.  The Imperfect CEO is an easy-to-read business fable that illustrates common people leadership challenges and provides suggestions for overcoming them. Order your copy today and start building healthier leadership conversations inside your organization.

Why Some Companies Attract More Job Applicants Than They Need

By Cathie Leimbach • May 12, 2026
Chick-fil-A restaurants often receive far more job applications than they have openings. This is not luck. It is leadership. People apply where they believe they will be treated well. At Chick-fil-A, employees experience respectful communication, clear expectations, and leaders who support their success. That reputation spreads quickly through word of mouth. Leaders in these restaurants do simple things well. They ask questions before they assume. They listen to employees. They provide encouragement and clear direction. They notice good work and address problems in a helpful way. As a result, employees feel valued. They enjoy coming to work. They tell others. That is what attracts more applicants. Many organizations focus only on hiring. Strong organizations focus on how people are treated after they are hired. When leaders create a workplace where people feel respected, supported, and clear on what success looks like, something powerful happens: People stay. People perform. And more people want to join. This is what leadership really is. Would you like to see several leadership and culture practices Chick-fil-A uses to attract and keep quality employees? Click here to view: How Chick-fil-A Attracts Quality Applicants