Recharge This Holiday Season

Cathie Leimbach • November 29, 2022

Many people who are driven to achieve don’t make it a priority to rest, relax, and reflect. They are risking overwhelm and burnout rather than making a difference. Exertion, intense focus, and stress tire our bodies and our minds, negatively impacting results.  To be successful in reaching meaningful goals it is essential to step away from the treadmill of activity and hard thinking. Sprinters can’t keep running indefinitely.  They need to slow down and stretch their muscles.  They need to nourish their bodies.  People are most effective when they take time to recharge along the way.

To regain our creativity, motivation, and focus, we can:   

  • Rest by taking a break from activity or work and having peace of mind or spirit;
  • Relax by taking a break from work or stress to engage in an enjoyable activity;
  • Reflect on our progress by meditating on a thought, action, or idea to gain insights.

During the U.S. Civil War, Abraham Lincoln told stories. He went to the theater frequently.  He took time to unwind despite the turbulent times. Lincoln needed some relief from the stress he was carrying.

During World War II, Franklin D Roosevelt hosted a cocktail party at the White House every night. He insisted that there be no talk of the war despite the turbulent times.  The purpose of this event was to offer a mental break and an emotional recharge.

We are experiencing turbulent times. We need to recharge before the first business day of 2023. What are you going to do to recharge during this holiday season?  How will you rest and relax?  When will you reflect in preparation for a successful new year? 

If Employees Aren't Growing, Performance Isn't Either

By Cathie Leimbach • June 9, 2026
Most leaders want better performance. They want employees who take ownership, solve problems, adapt to change, and consistently deliver results. Yet Gallup reports that only 31% of employees are engaged at work. That means nearly 7 out of 10 employees are not fully applying their talents, effort, and initiative to their roles. The question leaders should be asking isn't simply: "Why aren't employees performing?" It's: "Are we developing people to perform at their best?" Gallup's latest research suggests many organizations may be falling behind. Nearly 6 in 10 CHROs say employee development is one of the areas where their organization struggles most. At the same time, fewer than half of U.S. employees have participated in training or education to build new skills for their current job. That gap creates risk. As AI, technology, customer expectations, and job responsibilities continue to evolve, employees cannot meet changing expectations with outdated skills. The impact is especially significant among high performers. Gallup found that organizations providing fewer development opportunities are more likely to lose their best people. The good news is that development doesn't require expensive programs or lengthy workshops. It starts with leaders who consistently: • Connect strengths to daily work • Clarify expectations • Provide meaningful feedback • Coach performance • Hold growth-focused conversations  One of the most effective ways leaders can support employee development is through regular 1-on-1 meetings with each direct report. These conversations create opportunities to coach, remove obstacles, align priorities, and discuss growth before problems become bigger issues. For practical ideas, read our resource: 5 Factors in Successful 1-on-1s . Organizations that thrive won't simply expect more from employees. They'll develop people so they can contribute more. Because when employees grow, performance grows with them.

Culture Is Built in Conversations

By Cathie Leimbach • June 2, 2026
Most leaders want stronger culture. Less silo thinking. Better accountability. More ownership. Healthier teamwork. Higher engagement. But culture rarely changes because of posters, slogans, or mission statements. It changes through thousands of conversations leaders have every week. That’s one reason Jim Brown’s book, The Imperfect CEO , stands out. Rather than focusing on leadership image, the book centers on the real work of building trust-centered organizations. Shari Seckler, CEO of PenFinancial Credit Union, wrote:  “This book shows why collaboration and culture aren't soft – they're the backbone of lasting success.” Marc Jeffreys, President of Revision University, described it this way: “Jim Brown’s framework helps leaders foster environments where trust grows, purpose strengthens, and teams move forward together.” In our Conversational Management work, we consistently see that culture is shaped by how leaders handle everyday moments: difficult feedback missed expectations recognition conflict coaching conversations accountability discussions collaborative decision-making Employees usually decide whether they trust leadership based on these interactions far more than company messaging. That’s why books like The Imperfect CEO matter. They remind leaders that organizational health is not built through perfection. It is built through clarity, humility, consistency, and meaningful conversations repeated over time. If you lead people, this book deserves your attention. Order your copy today.