When Managers Really Listen

Cathie Leimbach • August 5, 2020

This is a subtitle for your new post

When you talk with your team members, do you assume that you are understanding everything they are trying to tell you? Many of us would say that of course we understand. Both of us are fluent in English and we aren't stupid!


However, such thinking ignores several realities of human communication.

There may be, on average, 28 different precise meanings or innuendoes for each word in the English language.

What we as listeners 'hear' tends to only be 50% accurate. Half of what the other person is trying to communicate has not reached our brain.

The words someone says only account for 7% of the message we receive. The speaker's voice has a 38% impact and body language has a 55% impact on how we interpret the message.


Since there are so many factors that interfere with effective communication, we are wise, not stupid, to utilize reflective listening. This can be as simple as listening intently and then saying, "What I heard is . . . . Did I hear you correctly?" Then the other person can further explain to increase clarity.


How much could you reduce interpersonal discord and wasted time and money if you increased clarity and alignment within your team by regularly practicing reflective listening?

Three Small Shifts That Change Everything

By Cathie Leimbach • March 24, 2026
You don’t need to make big changes in your leadership practices to get better results. Often, it’s small shifts in everyday leadership conversations that quietly change how work gets done. Here are three that work: 1. Make priorities clear Start meetings by stating current priorities. That creates focus right away and helps conversations stay on topic. 2. Ask instead of solve Instead of answering an employee’s questions, ask, “What are your suggestions?” Such questions encourage employee thinking and stronger follow-through. 3. Hold short monthly one-on-one check-ins Meeting with each employee one-on-one allows the regular review of goals, progress, and obstacles. These short conversations surface issues early and keep everyone aligned. These small habits keep teams steady and focused. Your challenge this month: Pick one shift and try it. Notice what changes in clarity, buy-in, or accountability. Sometimes the difference between teams that struggle and teams that move smoothly comes down to a few simple leadership conversations happening consistently. 👉 Join our 60-minute Leadership Conversation on March 30th at 3:00 PM to see how small shifts in everyday leadership conversations can quickly improve clarity, ownership, and results.

From Performance Problems to Possibilities

By Cathie Leimbach • March 17, 2026
Most leaders can list what’s wrong fast: missed deadlines, uneven effort, or teams that seem capable of more. The bigger shift happens when leaders stop asking, “What’s broken?” and start asking, “What’s possible if we lead differently?” Limits like time, budget, and pressure are common. The resulting overwhelm is reduced when leaders get clear about what really matters. Strong leaders respond to these limits by focusing on priorities, simplifying decisions, and actively guiding their teams. Often, the shift begins with better leadership conversations. The right conversations clarify expectations, surface issues early, and help people take ownership before small problems grow into bigger ones. When leaders create space for clear, honest dialogue, teams stop guessing and start moving forward. Performance improves when leaders: Get clear instead of assuming Address issues early through direct conversations Set priorities people can follow Notice and praise progress, don’t comment only on mistakes These small, steady choices create momentum. We often hear questions like: “How do we stop reacting?” “What if our team is capable but inconsistent?” “How do we improve without burning people out?” Those questions point to opportunities for growth. Don’t think of them as failure. 👉 Where might your team be guessing instead of knowing? Identify one gap—and use your next conversation to close it.