Poor Communication Yields Poor Team Results

Cathie Leimbach • June 10, 2020

Celeste Headlee, a communications expert and media personality, believes that a leader is only as strong as the team around them. She believes that leaders need to communicate effectively with their team members to position the individuals and the team for success.

Headlee shares that the time a person spends in face-to-face communication with another human being is directly correlated to their lifespan. She points out that true conversation involves listening to what another person has to say and responding to their comments. Synergy, when two heads are better than one, is the result of people taking the time to understand each other’s perspective and finding the aspects of someone else’s thinking that enrich their knowledge. For us to effectively work with other people we have to have empathy for others, believing that everyone has ideas that can add value to a team’s work.

Not taking time to listen deeply and ask questions so we understand where others are coming from results in miscommunication. And miscommunication among team members is the number one reason for project failure. Research shows that the primary cause of miscommunication is email and texting. These electronic verbal messages do not send body language and tone of voice cues to improve understanding. Neither do they permit emotional connection. They are effective for facts, lists, discussion summaries, and praise but they aren’t good methods for trouble-shooting and collaborative decision making.

Leaders of effective teams take time for face-to-face conversations realizing that the results of quality dialogue yield a high return on the time invested. What is one thing you will do to increase the conversations in your life which will improve understanding and team results?

#communication #celesteheadlee

From Firefighting to Predictable Performance

By Cathie Leimbach • March 10, 2026
Most leaders don’t struggle because they don’t care. They struggle because every day feels reactive. One issue gets fixed, and another one pops up right away. What separates high-performing teams from constant firefighting is simple: predictable leadership . When leaders are consistent, teams become consistent. People know what “good” looks like. They know how decisions are made. They know when feedback will happen. That removes stress and guesswork. Teams quickly learn what leaders reinforce and what they let slide. When expectations, follow-up, and accountability happen the same way every time, focus goes up and chaos goes down. This is how leaders move from reacting to leading. Regular check-ins replace urgent interruptions. Clear ownership replaces confusion. Small problems get handled early instead of turning into big ones. Much of this predictability is built through simple leadership conversations that clarify expectations, reinforce priorities, and address small issues before they grow. The result? Fewer surprises. More trust. Better momentum. 👉 If leadership sometimes feels more reactive than predictable, join our Leadership Conversation on March 17 at 3:00 PM to explore a few small shifts that can stabilize performance.

Accountability Without Drama

By Cathie Leimbach • March 3, 2026
Accountability doesn’t have to feel tense or awkward. When done well, it’s calm, clear, and supportive. Most leaders avoid it because they don’t want conflict. But avoiding it creates something worse — inconsistency, frustration, and missed results. Strong accountability is simple: What was expected? What actually happened? What needs to happen next? When leaders address issues early and clearly, drama fades. People know where they stand. Follow through improves. Common mistakes: Waiting too long Being inconsistent Attacking the person’s character These patterns can change. With the right habits, accountability becomes predictable instead of stressful — and work gets better fast. 👉Download our Accountability Without Drama Checklist to practice these conversations with confidence.