Leading Disillusioned Learners

Cathie Leimbach • April 3, 2023

Let’s further explore Blanchard’s Situational Leadership II™ model. This article discusses the most effective leadership practices for Disillusioned Leaners, employees who are in the second quadrant of developing competence and commitment for a new job or task. At this point in their learning process, individuals can perform the basics of the task but are disappointed they haven’t mastered it.  They’ve been receiving praise for what they are doing well. But they are also getting corrective feedback daily.  They may wonder if they’re ever going to become competent.

Although improving, their skill level is still relatively low. They are achieving neither the quality nor quantity goals. Because of frequent corrective feedback, their commitment and confidence have fallen to a low level. Appropriate supervision in this quadrant includes daily positive and specific feedback along with patient coaching for continued skill development. 

As the leader continues to provide strong skill development support, they will be asking the employee to restate the expected results for this task and compare their results with expectations. They will praise successful performance and the progress the learner is making. A leader-coach asks the employee what they think is limiting their skill development and how they think the gap could be closed. The leader asks what help the staff person thinks they need and then provides the requested support. In the second quadrant, it is important for the leader to be actively engaged in the employee’s ongoing training, so their skills continue to improve, adding more value for the organization. When the supervisor praises good work, it encourages the employee to continue learning. And, when the leader listens and responds to the employee’s needs, the learner’s commitment is maintained. Leaders who fail to provide ongoing training and encouragement during this second stage of skill development are likely to have high staff turnover. Most people want to be successful at work, so if they don’t feel they are making adequate progress, they will move on to another opportunity. Let’s avoid ineffective leadership, the top cause of today’s resignations and quiet quitting. 

It is essential that leaders make it a priority to support employees for success by taking the time to develop their skills and commitment. This investment helps employees become high performers who feel valued, reducing turnover, improving morale, and strengthening the organization’s bottom line. 

The Workplace Has Changed. Has Your Leadership?

By Cathie Leimbach • July 21, 2026
There was a time when many employees expected to spend most of their careers with one organization. Job security, pensions, and long-term loyalty often kept people in the same company for decades. Today's workforce thinks differently. Millennials and Gen Z expect to build careers—not necessarily with one employer. If they don't see opportunities to learn, grow, contribute, and advance, they'll find them somewhere else. Research consistently shows that younger employees are looking for more than a paycheck. They want managers they trust, meaningful work, opportunities to develop, flexibility when possible, and a workplace where they feel respected, supported, and heard. Gallup reports that 87% of Millennials say professional development is important to their job satisfaction. Combined with growing expectations for work-life balance and a positive workplace culture, it's no surprise that organizations relying primarily on compensation to retain employees continue to struggle with turnover. The encouraging news is that leaders influence most of what keeps people engaged.  Managers who hold meaningful conversations, clarify expectations, recognize contributions, coach for growth, and genuinely care about their employees create workplaces where people want to stay. They build trust, strengthen engagement, and help employees grow, succeed, and see a future with the organization. Today's retention isn't driven by job security or loyalty alone. It's driven by a workplace experience where employees are growing, supported by leaders they trust, and confident their contributions matter. Download our Retention Conversation Guide to discover practical ways to strengthen trust, engagement, and retention—one leadership conversation at a time. Conversation is where leadership happens.

Feedback Isn't a Download. It's a Dialogue.

By Cathie Leimbach • July 14, 2026
Most leaders know they should give feedback. Yet many avoid it. Not because they don't care, but because they worry they'll discourage someone, create conflict, or say the wrong thing. Unfortunately, when feedback is delayed, vague, or avoided, employees don't feel supported—they feel uncertain. Research highlighted in a recent McKinsey Quarterly article found that employees who receive regular, specific feedback are significantly more engaged than those who don't. The problem isn't that employees dislike feedback. They dislike feedback that feels judgmental, unclear, or disconnected from their growth. The strongest leaders understand something important: Feedback isn't a download. It's a dialogue. When leaders approach feedback as an employee development conversation rather than a list of mistakes, people become more open to hearing hard truths and more motivated to improve. Effective feedback communicates two powerful messages at the same time: I respect you. I believe you can grow. That combination changes everything. The best leaders don't simply evaluate past performance; they help employees see future potential. Rather than focusing only on what went wrong, they provide feedforward —guidance on what someone can do to become even more successful. High-performing organizations understand a simple truth: Improvement requires input. The question for leaders isn't whether to give feedback. It's whether our feedback leaves people feeling smaller—or stronger. Feedback doesn't change people. Better conversations do. Download our one-page guide: 5 Practices That Turn Feedback Into Growth Learn five practical ways to make every feedback conversation more productive, more encouraging, and more likely to inspire lasting growth. Conversation is where leadership happens