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.

Thanksgiving: Beyond the Turkey and Thank-You Notes

By Cathie Leimbach • November 25, 2025
As leaders, we know Thanksgiving week is prime time for employee appreciation. But here's the thing—a generic "thanks everyone" email hits differently for different people. Dr. Paul White's research on the 5 Languages of Appreciation in the Workplace offers a smarter approach. Just like people receive love differently, your team members feel valued in distinct ways: through words of affirmation, quality time, acts of service, tangible gifts, or physical touch (think handshakes and high-fives in professional settings). That all-star on your team? She might light up from a handwritten note praising her specific contributions. Your behind-the-scenes problem-solver might feel more appreciated if you help him out by clearing his schedule for an afternoon so he can tackle his backlog. This Thanksgiving, skip the one-size-fits-all approach. Take ten minutes to consider how each team member prefers to be recognized. It's not about grand gestures—it's about matching your gratitude to what actually resonates with each individual. When appreciation lands in someone's preferred language, it doesn't just feel nice. It builds loyalty, boosts morale, and reminds people why they show up every day. That's something worth being thankful for. Curious about what languages are preferred? Click here to learn more!

The Power of Strategic Choice: Making Room for What Matters

By Cathie Leimbach • November 10, 2025
In most organizations, the instinct is to add —more goals, more projects, more meetings. But as Juliet Funt, founder of the Juliet Funt Group, teaches in her Strategic Choice process, real leadership strength lies in deciding what to stop doing . Strategic Choice is the intentional narrowing of priorities—cutting away the clutter so teams can focus on what truly drives results. It’s a disciplined act of letting go: saying no to good ideas so there’s room for the great ones. Funt’s approach challenges leaders to pause, think, and create the mental and operational space their people need to perform at their best. By removing unnecessary tasks and misplaced effort, leaders make room for precision, innovation, and real thinking time. This isn’t about doing less—it’s about doing what matters most. When businesses adopt this mindset, they replace overwhelm with clarity and regain control of their time, energy, and outcomes. For small to mid-sized companies, embracing Strategic Choice can transform busyness into focus—and that focus is where sustainable growth begins. Want a quick visual overview? View Strategic Choice: Making Room for What Matters to see how this process helps leaders focus on what truly drives results.