Learning Lessons from 2021

Cathie Leimbach • December 28, 2021

We are at the end of another year like no other. The incredible rate of change in our lives over the past couple of years has exceeded our normal capacity to comfortably handle uncertainty. Society has been challenged by the spread of Covid, the supply chain crisis, and the decrease in the working age population (as the birthrate continues to decrease). Being resilient, finding ways to move forward differently, has become essential for success!


Resilience requires knowing where you want to go, reflecting on what has and has not been helping you get there, and making changes that increase your success. This week is a good time to remind yourself what you were trying to accomplish this year, reflect on what helped you or hindered you, and decide what you will change to have a more successful 2022.


First, what were you trying to accomplish? What were your revenue or profit goals? What were your quality goals? How were you planning to maintain or grow your business? Did you meet, not meet, or exceed your goals?


Second, what helped you achieve the results you had and what hindered you from doing better? Continue to do the things that helped your success and stop doing the things that hindered your success. For example, one thing that helped me achieve my 2021 goals was outsourcing more administrative tasks to free up time for prospecting and program delivery.  I contracted to diverse individuals. To some I delegated tasks in which I was competent to others who also had the required skill base. To others I delegated tasks in which they were highly skilled so I wasn’t floundering in areas that don’t come easily to me. I will continue to contract out a diversity of tasks in 2022. On the other hand, one thing that limited my success was not planning my week’s and day’s work in advance. I will stop starting my work week without reviewing the full scope of the tasks ahead of me and I will stop starting my work day without blocking off time on my day planner for each priority task.


Third, what do you need to start doing to be more successful next year. For example, I need to think ahead about the upcoming tasks that others could be doing for me and delegate them in advance to free up even more of my time for the work that only I can do.

What do you notice when you reflect on 2021? What will you Start, Stop, and Continue so that 2022 is a successful year for you?

   

People Give More When They Know Why Their Work Matters

By Cathie Leimbach • August 4, 2026
Most employees know what they are expected to do each day. Far fewer fully understand why their work matters or how it contributes to the organization's success. Yet that understanding is one of the most powerful drivers of engagement, commitment, and performance. Gallup research consistently shows that employees who feel connected to their organization's mission and purpose are significantly more engaged, while highly engaged teams achieve stronger productivity, profitability, customer satisfaction, and retention. When people understand how their individual responsibilities help customers, coworkers, and the organization succeed, their work becomes more than a list of tasks—it has meaning. Supervisors play the key role in creating that understanding. A job description explains what to do. Leadership conversations explain why it matters. They help employees see how quality, safety, customer service, teamwork, and continuous improvement all connect to the organization's goals. As work changes, priorities shift, or new challenges arise, supervisors who communicate openly help employees understand not only what is changing, but why those changes matter. Questions, discussion, and regular feedback replace assumptions with clarity and build trust. Employees who understand the purpose behind their work are more likely to make good decisions, solve problems, take initiative, and remain committed during difficult times. They also appreciate knowing that their organization is willing to invest in their future through learning and career development opportunities, even if promotion is not immediate. When supervisors consistently connect daily work to a larger purpose through meaningful conversations, employees gain direction, confidence, and motivation. They don't simply complete tasks—they understand the difference they make. And that understanding creates a workplace where engagement, performance, and retention naturally grow. Need Help with a Difficult Workplace Conversation? Great leadership doesn't happen by accident—it happens one conversation at a time. Join our FREE Workplace Conversations Clinic on the 3rd Monday of every month , from 3:00–3:30 p.m. , beginning August 17 . When you're wondering how to handle a workplace people challenge, join the Workplace Conversations Clinic to run it by Cathie Leimbach and other attendees. Join the Workplace Conversations Clinic Conversation is where leadership happens.

Leaders Who Help People Thrive

By Cathie Leimbach • July 28, 2026
From uncertainty to confident, supportive leadership conversations