When Managers Really Listen

Cathie Leimbach • August 5, 2020

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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?

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.