How to Lead in your New Normal

Cathie Leimbach • July 19, 2021

Covid-19 created unprecedented disruption in every area of life. Businesses had to scramble to enable their employees to work remotely. Your employees were suddenly juggling work and family responsibilities while working from the kitchen table. 

 

Navigating the chaos and uncertainty created opportunities to become more effective leaders.  Managing remote workers required new skills in communication. Supporting employees during this challenging time required empathy. The way work is viewed fundamentally changed. As we emerge from our homes and go back to our offices, employees are requesting to work remotely at least part of the time. Many employers are now planning to have a hybrid model, including remote work options.

 

We aren't magically returning to "the way it was." The new normal looks a lot different.  Your employees are your most important asset. Keeping them motivated, engaged, and productive requires specific leadership skills.

 

Listen. Each of your employees will have their unique reaction to emerging from their homes and returning to work. Use open-ended questions to understand how they are feeling and reacting to the "new normal."

 

Watch for behavioral changes. Many of your employees are dealing with internal stress. Covid-19 was a traumatic event for everyone. Some people will be more deeply impacted than others. If your employee is chronically late, missing deadlines, short-tempered, or impatient, it could be a sign that they are having difficulties with the transition. Follow up on your observations, explain how it impacts the team, and help them make better choices.

 

Go back to your why. Every company exists for reasons beyond profit.  Ensuring that your employees understand what your company stands for and why their role is essential will help with engagement and performance.

 

Keep communication flowing. Ironically, communication in many organizations improved because the teams were working remotely. They learned how to communicate consistently and effectively, experiencing a positive outcome from the disruption. Continue to build good communication into your team's culture and provide staff development opportunities to enhance the skill sets.

 

Build on opportunities.  During the pandemic, certain workplace behaviors arose. Compromise, efficiency, creativity, and compassion became more prevalent among teams. There was a solidarity that came from meeting a shared crisis. These behaviors don't need to go away. They elevate your workplace culture and your company's bottom line. A successful return to work plan needs to include ways to support and integrate these behaviors in the culture going forward.

 

The "new normal" is different than normal before the pandemic. Organizations had to learn how to react quickly to changing circumstances. Teams had to learn to work together in new ways. Managers were required to figure out how to lead differently. Out of the chaos and disruption came opportunities to strengthen culture, develop skills, and build trust that the work would get done, even if people worked remotely. Continuing to build on those learnings will help to keep your employees engaged and productive. And, your organization will be better prepared to act nimbly when facing any business challenge.

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.