The Courage to Overcome Divisiveness

Cathie Leimbach • May 24, 2022

We are living in very divisive times. Do we have the courage to overcome the division that stresses our communities and our lives?

Currently, divisiveness in the United States is the greatest it has been since the Civil War, says Chuck Mingo, the founder of Living Undivided. We tend to be afraid of the unknown and afraid to ask questions about things we aren’t familiar with. This fear often results in us lashing out against the realities around us that we done understand. Mingo says this fear is unconstructive, unrelenting, and unresponsive. He has a passion to help people overcome this fear by having the courage to reach out and collaborate with those who are different than us.

Mingo and others suggest that the opposite of fear is courage. Perhaps the best way to overcome fear is to have the courage to get to know people who are different than us. We need to move through our fear courageously, not skirt around the things that we are afraid of.

Courageous love may be the most effective way to overcome the fear of differences.  We can love people who aren’t like us at work, in our families, and in the community if we believe that they are worthy human beings and take time to get to know them. This allows us to understand each other, which usually leads to us finding common ground. Then we can build bridges that reduce divisiveness so everyone can have a less stressful and more meaningful life.

When we live with fear and indifference, we let poor conditions and situations thrive. However, when we have the courage to take the time to listen to each other’s stories and perspectives, we usually discover that we can live side by side without being fearful.

Within your leadership context, where could you be exhibiting courageous love? Where can you build bridges to understanding that add value to your life and the lives of those around you?  

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.