Improving Team Productivity by 50%

Cathie Leimbach • October 1, 2020

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A leadership coach friend of mine, recently helped a client increase his department's productivity by 50%. The process was simple.


The department supervisor needed an urgent solution. Since his two staff members had started working remotely, their productivity had slipped a lot. They weren't keeping up with client needs. Their output had to be turned around, and now!


My coaching friend advised the supervisor that employee productivity is based on skill, will, and capacity. If their skills and capacity support strong performance, the bottleneck is likely their will, their interest in doing the job.


When we enjoy our workplace tasks we are self-motivated to get them done and do them well. However, we have a limited amount of will power. We can only push ourselves for long to do work that doesn't inspire us, even if we have the skills and the capacity for excellence. We cannot simply suck it up and move forward.



The supervisor asked his staff to share which parts of the department's work they would they like to be doing. Both indicated a preference for many of the tasks the other was assigned. When the supervisor reassigned their responsibilities, productivity promptly increased by 50%.


A serious problem was solved by the supervisor having collaborative conversations with his staff. Poor productivity wasn't a training problem nor a wrong-hire problem. It was an emotional problem. Once the employees were responsible for tasks they liked doing, their productivity skyrocketed.


The clients are now being served well and the company's bottom line has improved.


The supervisor had caused the bottleneck by not knowing what made his employees tick. What is frustrating you at work? How might a collaborative conversation with your downline or your upline be a valuable tool towards enhancing your workplace satisfaction and productivity?

The Futility of Leadership Perfection

By Cathie Leimbach • May 26, 2026
Many leaders quietly carry the pressure that they are supposed to have every answer. Be decisive. Stay strong. Never show uncertainty. Keep pushing forward no matter what. The problem is that approach often creates distance inside organizations instead of trust. In The Imperfect CEO , which was released on May 19, Jim Brown challenges the idea that leadership effectiveness comes from appearing flawless. Instead, he makes the case that healthy organizations are built by leaders willing to lead with clarity, humility, accountability, and honesty. Larry Siff, CEO of Neptune Advisors and C-Level Community, shared this perspective: “In The Imperfect CEO , Jim Brown doesn’t shy away from the messy reality of being a real person in charge, yet he shows how that honesty becomes a source of organizational health.” Edna Lopez, former Senior Executive at Gateway and Amway, wrote: “In every organization I've led, one truth has been constant: culture determines whether strategy ever sees daylight. The Imperfect CEO gets to the heart of that reality.” That connection between leadership and culture is exactly why the ideas in this book matter. In Conversational Management, we often see organizations struggle , not because leaders lack intelligence or effort, but because communication patterns quietly create confusion, defensiveness, disengagement, or fear. The healthiest organizations usually are not led by leaders who are aiming for perfection. They are led by leaders who know perfection is elusive. They acknowledge their limitations and the benefits of team collaboration. They humbly create honest conversations, clear expectations, accountability, and trust — even when it feels uncomfortable.  The wait is over for a down-to-earth book that dares to reveal common leadership imperfections and provides support for enhancing leadership impact! The Imperfect CEO is now available!

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.