Leaders Build Alignment

Cathie Leimbach • October 21, 2020
building with blue sky above

 

"Leaders have three fundamental responsibilities: they craft a vision, they build alignment, and they champion execution."

Work of Leaders. Straw, Cullard, Kukkonen, & Davis.



How often do you refer to your organization's most recent strategic plan?  Do you have a clear understanding of the organization's priorities and direction?

 

  1. Are you clear on what your team is to do to support the organization's success?
  2. Have you clarified with your downline what is expected from them to fulfill the priorities in the strategic plan?
  3. Has your leader discussed what you are being held accountable to achieve?


A great vision may have been crafted, but the plan won’t be executed well unless everyone in the organization is on the same page. Leaders are responsible for:

  • communicating the vision,
  • discussing the why and the how of the vision
  • celebrating progress towards the vision along the way, and
  • ensuring realignment when the work train veers off the tracks.


Fulfilling the vision requires that leaders build and maintain alignment throughout the organization so its resources are applied to its goals. How well do you ensure your downline is aligned with the organization’s priorities so staff are focused on what the organization is paying them to do rather on their personal agendas?

 

#leadership #vision #success

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 .