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

Communication Gaps

By Cathie Leimbach • February 24, 2026
Most communication problems don’t happen because people aren’t listening. They happen because leaders assume clarity instead of checking for it. “I think they get it” isn’t the same as “they really do.” When people don’t clearly understand what’s expected of them, they make their own assumptions to fill in the gaps. That’s when rework, missed deadlines, and frustration show up. Strong leaders ask better questions: What do you see as the top priority? What does success look like to you? What could get in the way? These don’t slow work down — they prevent costly resets later. Try a simple weekly habit: Think about one key conversation. What did I mean? What did they hear? Where was the gap? Small awareness leads to big gains. 👉 You’re invited to a Leadership Conversation with other leaders to discuss common leadership gaps and how they quietly influence results.

How Managers Drive 70% of Performance

By Cathie Leimbach • February 17, 2026
Most CEOs focus on strategy, systems, and talent. But the biggest driver of performance is already in place: managers. Manager behavior influences about 70% of team engagement and results. What happens in everyday conversations matters more than perks, pay, or policies. Managers either multiply energy or drain it. Clear, supportive managers raise performance. Avoiding, inconsistent managers quietly lower it. The good news? Small habits make a big difference: Clarifying expectations Giving timely feedback Addressing issues early Reinforcing priorities These moments add up. Instead of telling managers to “motivate people,” try asking: Where might expectations be unclear? Where is inconsistency allowed? What conversation is being avoided? When managers improve just a little, results improve a lot. 👉 Join our 60-minute Leadership Conversation to explore how everyday manager habits quietly shape engagement and results.