Make Your 2021 Great!

Cathie Leimbach • January 7, 2021

One of the outcomes of 2020 for many of us was the opportunity to hit the “pause” button temporarily. It gave us some space to contemplate what worked and what didn’t pre-Covid. Yet, saying goodbye to 2020 hasn’t changed day-to-day life for most of us.

Saying hello to 2021 and embracing the New Year lets us write our own story for the next 12 months. The one thing we can all do is control how we react to the environment within which we work and live. A shift in mindset and some planning can provide an impetus to remain more positive and energized. 


We can decide to focus on the things that matter to us. What would you like to change about your life and your work? And what are a few actions you can take to create that change? The good news is that it isn’t complicated. You can create a simple plan in less than an hour. Selecting the high impact actions to take consistently will yield impactful results.


We’ve all fallen into the trap of New Year’s resolutions. Setting ourselves up for failure because the goals and habits we have identified are not sustainable. It isn’t easy to develop new habits.  We are most successful at achieving them when we work on no more than three areas of improvement and start small.


Here are some ways to get started:

  • Start with the end in mind. Identify what you really want to achieve and how you will get there. 
  • Decide what measures you will have in place to track progress. For example, one of my goals is business growth in 2021. I am monitoring progress by tracking the strategies I am using. And, adjusting if what I am doing is not working.
  • If you have a long list, pick the three most important or most doable ones to work on first.
  • State your desired result in each area.
  • Commit to 2 or 3 actions you will take every day or week towards achieving your desired result.
  • Track your progress daily or weekly.
  • Write down a reward that will motivate you to stay focused but won’t break the bank.


Here is an example from my 2021 action plan. I am focused on experiencing stronger connections with friends, family, and professional contacts. My overall intent is to feel more satisfied with my interpersonal relationships, so my measure will track my level of satisfaction each month.  Here is the breakdown of the actions:

  • Reach out to an extended family member, friend, neighbor, or community member every day.
  • Connect with two professional contacts weekly to stay in touch.
  • Ask how I can help and look for ways to make a positive impact.


I’ve already connected with several people this week and discovered ways to have physically distanced catchup conversations on the porch or during walks. Having phone conversations with my sister and my aunts and uncles during other walks helped me feel connected to my family. A Zoom call (yes, another one) with a business contact helped me catch up on business and personal news.

My satisfaction with relationships and connections has already risen. What a great reward for taking some very do-able actions consistently.


What parts of your work or personal life would you like to change in 2021? I encourage you not to stay stuck in wishing mode. Develop a goal and action step plan and implement it. Take control of your life and create your preferred future!


I would love to hear about the goals you set for 2021 and your progress towards achieving them!



If you wonder how your family or workplace could develop a plan for 2021, email me, and I will send you a group goal setting process that you can accomplish in an hour. If you might like someone to facilitate the development of a basic 2021 plan for your organization, set an appointment for us to talk. 

Everyone Noticed. No One Said Anything.

By Cathie Leimbach • October 27, 2026
“The same production line’s data is late again,” someone said. “Are we just supposed to keep begging for it?” Maya looked up. Two employees had stopped their own work to help track down the data missing from the weekly report to headquarters. She knew there had been delays. She hadn’t paid attention to how often or what happened when the data came in late. Each Friday, John sent the report out, and Maya moved on. Her team hadn’t moved on. They were tired of disrupting their own work to address the same problem week after week. The Symptom Late work. Repeated mistakes. People asking why they should bother when others don’t do their part. When there is a pattern of leaders letting missed deadlines slide, employees notice. Silence can leave people thinking that missed commitments are acceptable, even when that isn’t what the leader intends. Monitoring performance gives leaders a clearer picture of what is happening—and something specific to discuss with those involved. The Tip Here are three steps to noticing problems and sharing your performance concerns. Track the data. Look at information tied to the work, such as deadlines and errors. Maya could track how often data for the weekly reports arrived late. Walk around. Spend time where the work happens. Notice what people are doing and how one person’s work affects another’s. Maya saw two employees put their work aside to finish someone else’s task. Share what you find. Bring the facts and your observations to the attention of the person involved. Maya could say: “Your weekly production data was submitted late three of the last four weeks. Today, I saw Lee and Sam stop their work to get the raw data and do the analysis.” That makes it clear to the employee that submitting data late is not acceptable. Conversation is Where Leadership Happens™ Is there a pattern at your workplace that you’ve noticed but haven’t addressed? Join our Workplace Conversations Clinic on November 16 to discuss addressing performance concerns. Bring a situation you’ve been letting slide. Reserve your place HERE

The Deadline Only You Knew About

By Cathie Leimbach • October 20, 2026
"When you get a chance." Kelly meant Wednesday. Alex heard next week. The report needed fixing. Alex had said he'd take care of it. So, when she opened the file before Thursday's meeting, she expected to see the changes. They weren't there. "I thought you meant next week," Alex said. "And I wasn't sure which sections you wanted changed." Kelly was frustrated. This wasn't the first time something had slipped. But as she replayed their conversation, she remembered what she'd actually said: "Can you tidy this up when you get a chance?" She had a deadline in mind. She knew exactly what needed changing. She hadn't told Alex either one. The Symptom Missed deadlines. Quiet resentment. The thought, "This isn't the first time." It's hard to hold someone accountable for an expectation that was never stated. Too often, when a leader’s expectation isn’t met, they think, "my team members just don't follow through" or "I shouldn't have to chase people." Yet, the problem is often that the leader didn’t communicate clearly. Requests like "Keep me updated," "Make this a priority", and "Be more proactive" may feel clear in your mind when you say it. But others may leave the conversation with a very different picture in their mind. Then, leaders are frustrated when the result doesn't match their intention. The Tip Healthy accountability starts with a shared understanding of what needs to happen. It continues when you follow up on what was agreed to. Before you finish your next conversation about a task, make sure you've settled four things: What needs doing What the desired result includes Who will do it When it is to be done by After you have clearly stated your expectations, ask the other person to state the specifics of the assignment. Give them an opportunity to raise questions or discuss competing demands. Kelly could have said: "Alex, please update the sales figures and add a short summary of what's changed since last month. I need it by Wednesday, October 28, at 3:00 pm so I can review it before Thursday's meeting. To be sure I explained the task well enough, please state what I asked you to do.” “What challenges might get in the way?" Then agree on what happens if a problem comes up: "If that timing looks too tight, let me know by Tuesday so we can work out the next step." Now there's a commitment you can both refer to. If Wednesday comes and the report isn't ready, Kelly can address it directly: "We agreed it would be ready by 3:00 today, and I haven't received it. What happened?" Clarity won't prevent every missed deadline. But it increases the chances that everyone is on the same page – and that your expectations will be met. When leaders make expectations clear and are open to employee questions and concerns, accountability becomes part of how the team works. Quality results become the norm. Conversation is Where Leadership Happens™ Do you wonder how to make your expectations clearer or how to avoid frustration when holding others accountable? Join Us on November 16  Join our Workplace Conversations Clinic on November 16 to practice setting clear expectations and following up when things slip. You could also have a chance to practice difficult conversations within your team. Reserve your place → HERE