Change is Essential for Growth

Cathie Leimbach • May 10, 2022

“Organizations are perfectly designed to get the results they are currently getting. To get different results, they have to change.” Many leadership experts use variations of this quote to remind us that if we want different results, we need to do things differently. Yet, all of us, at some time or other, get stuck in a rut rather than risk the uncertainty of change. 


C. S. Lewis said “We all want progress. But progress means getting nearer to the place you want to be and if you have taken a wrong turning, then to go forward does not get you any nearer.” When our current path is not taking us towards our goal, if we really wish to achieve our goal we must change our path, no matter how difficult that may be.


Why do so many of us keep doing what we have always done, even though we are unhappy with the results. Andy Stanley says it is because “We become so comfortable with how we do what we do, that we forget why we do it and who we do it for.” Paying attention to our purpose, our destination, and frequently adjusting how we get there is what leads to success. 


The pandemic has brought many changes, most of which we had no control over. Since, when we are in control, we feel more confident about being effective, our stress levels increase when our circumstances change rapidly. We are living in a whirlwind of change which we may be tempted to resist. Yet, if we don’t want to be left behind the norm, it is important for us to embrace the most important changes in our circumstances.


Since it is best to focus on only a few changes at a time, it is important to make the most important changes first. Let’s take Stephen R. Covey’s advice to “Begin with the end in mind.” This requires that we are crystal clear on the end result from our work. Where are we headed? What are we providing to our customers? Why does the organization exist? Leaders must define the intended results and continually communicate the desired end to every employee and volunteer. 


Once there is clarity about the purpose and goals of the organization, then it is time to develop an effective way to get there. What are the processes that will best achieve the end results? Regularly evaluate progress towards the intended end result and focus all workplace changes on improving end results.


Since the world around us is always changing, we frequently need to change aspects of our lives. When we focus on WHAT we want to achieve, are clear on WHY this is important, and then adjust HOW we do our work and live our lives to achieve our goals, the benefits of changing will outweigh the stress of changing. 


May you embrace quality change and be the better for it!

Listening Is Key to Effective One-on-Ones

By Cathie Leimbach • September 15, 2026
Tom walked into his one-on-one feeling relieved. For a week, he had been struggling with two critical assignments. His supervisor had delegated them without much context, and Tom wasn’t clear about the desired results or how to get started. Surely, he thought, we can sort this out today. Fifteen minutes later, Tom walked back to his desk just as confused. His supervisor had done nearly all the talking—reviewing priorities, sharing updates, and reminding Tom that the two assignments were important. But he never asked the question Tom needed to hear: “What do you need from me to be successful?” When One-on-Ones Become One-Way Conversations This happens more often than we might think. Leaders enter one-on-ones with a list of things they need to communicate. They talk through the list, ask if there are any questions, and move on to the next meeting. But a one-on-one should do more than transfer information. Its purpose is to help the employee succeed. That requires conversation—and conversation requires listening. Ask what the employee wants to discuss. Listen for what is getting in the way. Do they need clearer expectations? More training? Better resources? Help making a decision? Encouragement that they are headed in the right direction? Then determine together what each of you will do next. Try This in Your Next One-on-One Instead of starting with your agenda, begin with one simple question: “What would be most helpful for us to talk about today?” Then listen. You may discover that the most valuable thing you contribute to the meeting isn’t what you say. It’s what you learn. Conversation is Where Leadership Happens™ If this has you thinking about the conversations you have with your team, join me at the Workplace Conversation Clinic on September 21 . Bring a question about your one-on-ones or a conversation you’re finding difficult, and let’s work through it together. RESERVE YOUR SPOT HERE

Are you Supporting Your Employees to Overcome Hurdles?

By Cathie Leimbach • September 8, 2026
For weeks, Mary had been frustrated with frequently occurring delays in shipping. During her one-on-one with her supervisor, she finally told him what was going on. He listened, asked questions, and said he would look into it. She left the meeting feeling encouraged. Maybe this situation would finally get resolved. A week later, her supervisor started their one-on-one by asking “So, what do you want to talk about today?” He didn’t mention what he had learned about the problem in shipping. “Of course not!,” she thought. “Nothing is going to change.” So, she sadly replied, “Nothing really. Everything’s fine.” Sometimes employees stop talking because experience has taught them that speaking up doesn’t make any difference. One-on-ones are an opportunity to change that. Give the employee a voice in what gets discussed. Help them address bottlenecks. Follow-up on your to dos from the conversation. It can be as simple as: “Last week we talked about the shipping problem. I checked into it, and here’s what I found out. A possible solution would be this .... How do think that might work? ... What other ideas do you have?” The message is clear: I heard you. I remembered. What you have to say matters. And when employees believe their concerns and ideas matter, they’re more likely to keep speaking up. Conversation is Where Leadership Happens™ What Workplace Conversation Are You Struggling With? Maybe an employee has stopped talking. Maybe you’re dealing with accountability, conflict, attendance, performance—or simply a conversation you’re not quite sure how to approach. Bring it to the FREE Workplace Conversations Clinic on September 21. Join Cathie Leimbach and other leaders to talk through real workplace people challenges, hear different perspectives, and get ideas for moving forward. Register Here