The Value of Collaboration

Cathie Leimbach • March 22, 2022

Study after study shows that collaboration improves productivity and results, yet few organizations are highly collaborative. Collaboration involves multiple people or organizations working together to achieve a common goal. It involves a mutual understanding of and commitment to a desired result and working together with a win/win attitude. 


When people with diverse experiences, knowledge, skills, and resources work together the group makes more informed decisions and adds more value to the organization and/or community. When everyone leverages their strengths, both the individuals and the group achieve more and have a greater sense of satisfaction.


However, collaborating requires us to value each other’s opinions and contributions and to support consensus or majority decisions. We have to avoid the tendency to be in charge, doing things our way. Collaboration requires being interested in other people’s ideas, asking for their suggestions, and listening to their input. It explores multiple options and discusses the pros and cons of each before taking action. Unfortunately, in our society, a competitive mindset tends to overpower collaborative efforts. Fortunately, though, examples of successful collaboration can inspire us to take this approach more often.


Let’s look at two recent successes involving safety services departments in and around the City of Lorain, Ohio.  The media frequently alerts us to discord within police and fire departments, but Lorain’s police department is currently seen as a desirable place to work by many officers throughout Lorain County. Lorain’s Police Chief, Jim McCann, is a collaborative leader. He has an advisory council of several police officers with various positions in the force. When the group meets, he updates them on department initiatives and asks them to provide feedback on what is going well or not so well. He listens to their concerns and queries and explains the rationale behind various decisions. Also, Chief McCann values the leadership role of lieutenants and captains by reminding officers to address day-to-day concerns with them. 


He believes that his strengths are best suited to leading within the department so has delegated community relations to an officer with greater strengths in that area. McCann believes his role as Police Chief includes providing clear expectations, communicating effectively, and equipping and supporting his staff for success. 


Chief McCann also believes in collaborating with neighboring cities. Preparations for and security during President Biden’s recent visit to Lorain involved safety services personnel from Amherst and Vermilion. Chief McCann was quick to give much of the credit for Biden’s safe visit to the strong cooperation among the people from all three cities. They worked so well together that the Secret Service praised them for being one of the best local security teams they have worked with. What a great reputation to have!


Collaboration requires thinking and acting beyond our personal interests with the intent of achieving win/win results. Yes, it takes effort to invite diverse involvement and consider multiple perspectives, but I believe the long-term benefits are well worth the effort. What about you? 

The Self-Discipline of a Growth Mindset

By Cathie Leimbach • April 15, 2025
A growth mindset means believing you can get smarter and develop new skills through hard work and practice. People with a growth mindset see challenges as opportunities to grow. On the other hand, a fixed mindset means thinking your talents and abilities cannot change much, no matter how hard you try. People with a growth mindset are more likely to exercise self-discipline to learn new behaviors. This helps us adapt to new opportunities. When we push ourselves to try different approaches, we open doors that would otherwise remain closed. This takes courage and commitment, especially at first when new ways of doing things feel uncomfortable or difficult. Our brains have amazing potential to change throughout our lives. When we repeatedly practice new skills or ways of thinking, our brain creates new pathways that make these actions easier over time. What once felt impossible can gradually become second nature.  The hard part is sticking with new behaviors long enough for them to become normal. This is where self-discipline comes in . By consistently practicing different approaches, what once required enormous effort eventually feels natural. This ability to adapt keeps us growing, helps us keep up with our changing world, and unlocks possibilities we might never have imagined.

Why Master Open-Ended Questions

By Cathie Leimbach • April 8, 2025
In today's busy workplace, asking good questions can make you better at your job. Open-ended questions—ones that need more than just "yes" or "no" answers—help you learn more and have better conversations with others. Research shows these questions really work. Gallup found that managers who use open-ended questions have 27% less employee turnover and 18% better productivity. These questions make team members feel safe to share their ideas. Harvard Business Review says that when bosses ask at least four open-ended questions in meetings, teams come up with 42% more creative solutions. By asking instead of telling, leaders get more ideas from everyone. McKinsey discovered that managers who are good at asking open-ended questions find 34% more opportunities for process improvement. These questions help spot problems and challenge old ways of thinking. These benefits go beyond just team conversations. The Journal of Applied Psychology found that salespeople who use open-ended questions with customers make 23% more sales. By better understanding what customers need, they can offer better solutions.  Learning to ask open-ended questions isn't just about talking better—it's a skill that helps you succeed in all parts of work. Click here for more information.
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