Start the Year by Finding Your Purpose

Cathie Leimbach • January 9, 2023

“If you can't figure out your purpose, figure out your passion. For your passion will lead you right into your purpose.”   T.D. Jakes

“If you have felt hopeless, hold on! Wonderful changes are going to happen in your life as you begin to live it on purpose.”  Rick Warren

We are all wired differently. We have different interests and different strengths. What one person finds tedious others love to do. When we are in flow or in the zone, using our strengths in an area of interest, we are happier and more successful. We have positive energy which contributes to a positive workplace culture and strong results.

Everyone has something to offer to this world.  When we figure out our passion – something that we love a lot – and determine how we can leverage this passion to serve others, we have found our purpose. This positions us to add great value to the world around us and enjoy doing it!

Many people can’t articulate their passion nor their purpose. They go through life day-by-day without a feeling of self-worth. They don’t feel inspired. Society misses out on what these individuals could offer the world around them.

If you don’t know your passion or purpose, this could be good time to identify them. Take time to think about the things you really enjoy and how these interests can be exercised in your work or life. Position yourself for a wonderful new year.

  1. Put on your thinking cap and jot down: 
  2. What you liked to do in your spare time when you were 10 to 12 years old
  3. What you like doing now
  4. What you would like to be doing more of

   2.  Review the three lists and identify a theme or interest that is common to 2 or 3 of your lists. This is likely a passion for you.

   3.  How could you add value to your organization, community, family, or friends by leveraging this passion?  This contribution to the world around you could be your purpose in life.


What will you do in 2023 to increase your joy in life by exercising your passion and purpose?

Performance Conversations: Clarity Is Kindness

By Cathie Leimbach • July 7, 2026
Most leaders want better performance. They want employees who take ownership, meet expectations, solve problems, and continue growing. Yet many leaders seldom initiate performance conversations – and when they do, it doesn’t go well. Leaders often hesitate because they fear discouraging people. Employees, meanwhile, don't know if they are missing the target. This can be costly. Research highlighted in McKinsey's Courageous Conversations article found that organizations with strong performance practices are four times more likely to outperform their peers. Yet fewer than one-third of employees believe performance reviews actually help them improve. The problem is not just a lack of performance conversations. It's a lack of clarity. The article points to a simple but powerful distinction: separate the hardware of performance from the software of performance. The hardware includes facts, goals, KPIs, commitments, timelines, and standards. The software includes tone, timing, relationships, empathy, and intent. When leaders clearly explain the facts while delivering them with care and respect, employees become more receptive to improvement. Strong leaders don't judge people—they diagnose work.  They focus on behaviors, actions, and results rather than character. They clarify expectations, provide coaching, and create frequent opportunities for alignment. In high-performing cultures, clarity isn't viewed as criticism. It is viewed as support. As the article notes, "Clarity is a kindness, and ambiguity is a burden." Employees deserve to know where they stand, what success looks like, and how to improve. When leaders provide that clarity with dignity and respect, performance conversations become growth conversations. And growth is where better results begin. Download the Performance Conversations: Hardware & Software Checklist for Leaders and learn how to have everyday performance discussions that include opportunities for growth, accountability, and stronger results.

Trust-Building Conversations

By Cathie Leimbach • June 30, 2026
Most workplace tension doesn't come from major conflicts. It comes from too few conversations. A disappointment that was never discussed. A broken agreement that was never repaired. Appreciation that was never expressed. Over time, these "withholds" create friction that slows collaboration, weakens trust, and makes even simple conversations feel difficult. The strongest teams don't avoid tension—they address it early. Research highlighted in a recent McKinsey article found that unresolved tensions can significantly reduce team effectiveness, while high-trust teams consistently outperform their peers. The difference isn't the absence of problems. It's the willingness to talk about them. One of the most practical leadership habits is creating regular opportunities for transparent interaction. That includes appreciation. People should hear what they're doing well far more often than they hear about their shortfalls. Specific, genuine recognition builds trust over time. Those trust deposits matter because once positive relationships are built, difficult conversation are more likely to accept the message . When correction is needed, reinforce that you value the person, even though they aren’t perfect. The goal is growth, not judgment. But leaders should be careful not to make appreciation transactional. If positive feedback has been absent for months, suddenly offering praise immediately before a critique usually feels insincere. Trust is built through a steady pattern of recognition, encouragement, and honest conversation—not a last-minute compliment. Transparent leaders also address issues early. Small frustrations become large resentments when left unresolved. Teams that clear the air quickly spend less energy managing tension and more energy producing results. The result? Less friction. More trust. Stronger relationships. Better performance. Because healthy conversations don't just solve problems—they strengthen the team. Free Leader Guide: 5 Practices for Trust-Building Conversations The best leaders don't wait for tension to become conflict. They build trust before it's needed. Download our 5 Practices for Trust-Building Conversations guide to learn practical ways to strengthen relationships, reduce friction, and create a culture where honest conversations lead to better performance. Download the guide and start building trust one conversation at a time.