How to Keep the Spirit of Thanksgiving Alive at Work Every Day

Cathie Leimbach • November 25, 2020

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Thanksgiving is a time to give thanks and express gratitude. For many Americans, Thanksgiving is the biggest holiday of the year. Families and friends celebrate together, sharing great conversation and wonderful food. While the celebration may look different this year, I suspect it might be one of the busiest days for Zoom as families gather virtually. 


Even the greeting card industry gets into the act giving us a way to let people know we appreciate them. We reach out to friends and family to express our love, say how thankful we are to have them in our life, and show our support when they are facing challenges.


However, the spirit of thanksgiving is sorely lacking in the workplace. The numbers show a clear picture.  Only 17% of people say they feel valued at work. 85% of people say that feeling appreciated and valued at work is the biggest contributor to them liking their job. When people are thanked at work, their productivity increases 50%. Yet, 65% of people say they haven’t felt appreciated at work even once in the past year.


Organizations are failing to optimize their bottom line because managers are not expressing thanks to their staff. How can you keep the spirit of appreciation and acknowledgement alive in your organization?


1.      Catch people doing something right, and tell them how much you value their regular attendance, quality work, problem solving, or great new ideas.


2.      When an employee drops by your office with a question about the work you asked them to focus on this week, stop scanning your email. Lift your hands off the keyboard, make eye contact with your employee, and give them a thoughtful answer so they can complete the task effectively.


3.      Schedule frequent one-on-one coffee breaks or office drop-ins with each staff member. Ask how their daughter is enjoying her music lessons. Praise them for a recent personal or workplace accomplishment. Ask how you can help them be more effective this week. Individuals who have one-on-one time with their supervisor at least once per week are more engaged and productive.


Thanksgiving is the start of the holiday season. Say thanks. Ensure your employees feel joy throughout the month of December. Create raving fan employees who know that you see them as a valued member of the team.


Want help in creating your own culture of gratitude? Take advantage of a free consultation so that we can brain storm how to turn your employees into raving fans.

Connectional Intelligence: The Power Skill Behind Big Results

By Cathie Leimbach • December 9, 2025
In Erica Dhawan’s book, Get Big Things Done, she defines Connectional Intelligence as the ability to combine knowledge, networks, and relationships to drive meaningful results. In today’s busy workplace, it’s not just what you know—it’s how well you connect that turns good ideas into big outcomes. Strong Connectional Intelligence within a team strengthens workplace morale and productivity by impacting four key attributes of high-performance cultures: Value Visibly – People perform better when they know their contributions matter. Leaders who highlight strengths, acknowledge effort, and celebrate progress create a culture where great work becomes contagious. Communicate Carefully – In an age of nonstop messages, clarity is a competitive advantage. Thoughtful communication reduces confusion, prevents conflict, and ensures that everyone moves forward with shared understanding. Collaborate Confidently – Connectional Intelligence flourishes when people feel empowered to contribute. Confident collaboration means inviting diverse perspectives, leveraging individual superpowers, and creating space for smart problem-solving. Trust Totally – Trust is the anchor of all high-performing teams. When leaders show reliability, transparency, and empathy, people take risks, share ideas, and stay aligned toward common goals. Connectional Intelligence helps teams innovate faster, break down silos, and accomplish what truly matters. Want to learn more? Visit Erica Dhawan’s website to explore her full body of work and deepen your understanding of Connectional Intelligence.

Psychological Safety Isn’t About Smooth Sailing — It’s About Real Growth

By Cathie Leimbach • December 2, 2025
When people hear “psychological safety,” they often imagine a workplace where everything feels easy and conflict-free. But that’s not what true psychological safety is — and it’s not what high-performing teams need. As leadership expert R. Michael Anderson points out, work and life include tough days, unexpected problems, and moments that stretch us. A psychologically safe workplace doesn’t remove those realities. Instead, it gives people the confidence and support to face them. A safe workplace is one where employees can struggle without fear of embarrassment… try new skills without being put down… ask questions, make mistakes, and keep moving forward. It’s a place where people know their leader is behind them — not by preventing discomfort, but by helping them learn through it. Psychological safety isn’t about coddling or creating a predictable bubble. Real safety looks like this: · You may hear difficult feedback, but it helps you grow. · You are encouraged to take risks, and supported when you slip. · You are stretched beyond your comfort zone, and guided along the way. When leaders create this balance — support plus stretch — people build resilience, confidence, and higher performance. To explore more of these ideas, visit R. Michael Anderson's website .