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Managing at Work is Like Teaching School

Cathie Leimbach • April 25, 2023

In a busy workplace, managers can be tempted to treat every employee the same despite the diversity of experiences, strengths, and preferences among human beings. The reasons might be not wanting to show favoritism, not making it a priority to get to know each person as an individual, or simply believing that the best management style is the best in all situations.

Let’s think back to our childhood experiences at school. Did everyone in our second-grade class read at the same level? Did all our high school classmates love English literature or struggle with geometry as much as we did?  Was it only the kids who didn’t do their homework or study for the test who got Bs, Cs, or Ds? When we got C on the first science test, what helped us get an A on our first quarter report card?

Sometimes, reading the textbook, completing assignments, and studying for tests made the difference. Other times, putting in the extra effort only raised our grade from a C- to a C. How discouraging! Often,  it was the teacher who made the difference. At the University of Guelph, the outstanding reputation of one first year chemistry professor led to his classroom always being full.  Rather than attending a different professor’s chemistry class as their official schedule directed, many students crowded around the open classroom door to hear the preferred professor explain chemistry in a way that made sense to teenagers. The Oberlin High School teacher who was recently awarded National Teacher of the Year captured the hearts of his students by talking one-on-one with those who seemed troubled, attending athletes’ games, and being available for extra help. His interest in the students’ success helped these young people with school and with life. Many flourished due to his emotional, academic, and life-relevant support.

Many students succeed because teachers took notice, offered time, and taught lessons in different ways to serve varied needs and learning styles. The most appreciated managers at work exhibit similar attitudes and behaviors. They invest in the success of their employees. They explain and re-explain. They train and retrain. They praise progress and achievement. They listen to employees’ workplace or life pains. They set expectations and patiently support individuals along the road to fulfilling expectations.  And sometimes, they point individuals towards a path that better suits them.

Effective leaders at home, at school, or at work recognize that people are unique individuals. They pay attention to human differences and modify their leadership strategy to appropriately guide each-and-every valuable human being to success. 

How skilled are you in meeting your team members where they are and supporting them along their success journey? What steps could you take to enhance your leadership practices? Conversational Management may be a right fit for you. Check it out by contacting me at cathie@agonleadership.com.

The Perils of a Bad Boss

By Cathie Leimbach • April 1, 2025
Bad bosses aren't just a nuisance – they're an epidemic. A staggering 70% of employees report that problematic managers are commonplace in today's workforce. This reality has serious consequences for both workers and companies alike. What drives employees to pack up their desks? Unethical behavior tops the list, with 62% of workers citing it as a reason to quit. Following closely behind are hypercritical managers (54%) and those who burden their teams with unrealistic expectations or excessive workloads (54%). While some managerial shortcomings are merely frustrating rather than deal-breakers, they still damage workplace morale. Disorganized bosses frustrate 33% of employees, micromanagers irritate 29%, and unapproachable or inflexible leadership styles bother 27%. Perhaps most concerning is the communication breakdown: 72% of employees wish they could openly discuss workplace concerns with their managers, but 59% fear retaliation if they speak up. How might these issues be affecting your organization? High turnover rates don't just disrupt workflow – they devastate your bottom line. Between recruitment costs, training expenses, lost productivity, and institutional knowledge walking out the door, each departed employee can cost between 50-200% of their annual salary. Ready to understand what turnover is truly costing your company? Click Here for access to a free Cost of Turnover Calculator.

Achieving Commitment in Team Decisions

By Cathie Leimbach • March 25, 2025
When leaders make decisions or teams vote on changes, not everyone automatically supports them. However, getting everyone's commitment can be crucial for team or organizational success. Two key factors create real commitment: clarity and emotional buy-in. Clarity means removing all confusion about what's changing and why. Everyone needs to understand exactly what they're being asked to do. Emotional buy-in happens when people want to support the change rather than just following orders. To build both clarity and buy-in, talk openly with your whole team. Encourage questions about how changes will work and when things will happen. Listen to concerns instead of ignoring them. Remember that feelings—whether worry, resistance, or excitement—strongly affect how people respond. Don’t be surprised when change doesn’t happen. Use a team engagement process that helps leaders understand and increase each team member’s readiness.  Good leaders know they can't force real commitment. Instead, they build it by including team members in conversations about why and how to make changes work. This turns "their decision" into "our project," creating the team commitment needed for successful change.
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