Tips for Business Success from a Fashion Designer

Cathie Leimbach • September 7, 2021

Jerry Lorenzo, founder and owner of the Fear of God luxury casual clothing line, is an intentional leader. His faith and his values guide every decision. His attention to ethically serving his customers’ preferences positioned him for a sneaker partnership with Nike. His belief that “collaboration works best when all parties see the future the same way” led to him leaving Nike and partnering with Adidas.


Here are some of his principles for life success that may inspire you to fulfill your vision and experience your definition of success in your career and personal life.


1.      Strive to be the same person in every part of your life.

2.     Have a clear vision to guide you.

3.     Be disciplined. Choose what you want most in life over what you want now.

4.     To energize creativity, start with the problem.

5.     When feeling stuck do something that sparks options, such as read, watch a video, or have a conversation.

6.     Keep the vision at the front of your mind, but focus on the actions for the week.

7.     Be humble when there are disagreements. Ensure you are focused on solving the problem, not on getting your way.

8.     Hire people who believe in the organization’s vision.

9.     Collaborate with people and organizations that see the future the same way you do.

10.   Pray for help from God and listen for his response.


Jerry offers a lot for us to consider!  Which of these success tips are already part of your way of life?  Which would you like to aspire to?  Pick the one that you would most like to become a habit for you.


Which piece of Jerry Lorenzo’s advice will you start to follow this week?  I'd love to hear what you are going to do today or tomorrow to achieve more of your life's purpose.

The Culture Problem Most Leaders Don’t See—Until It Shows Up in Results

By Cathie Leimbach • April 28, 2026
Most CEOs don’t wake up worrying about culture. They’re focused on growth, margins, execution. But culture quietly determines all three. Because when people feel disconnected, something subtle happens: Execution slows Ownership drops Problems surface later—and cost more Nearly a third of employees describe their workplace as isolated or impersonal. That’s not just a morale issue. That’s an execution risk . And employees don’t “love” a company because of perks. They stay committed when they feel valued. When that’s missing: Effort becomes transactional Communication becomes minimal Discretionary effort disappears The data is clear—when employees feel valued: Attendance improves Conflict decreases Productivity rises This is where many organizations misfire. They try to fix culture with initiatives. But culture is shaped in daily leadership interactions —not programs. And most leaders haven’t been trained to have regular meaningful conversations. They have been promoted to people leadership positions yet not prepared for their new roles. When untrained leaders don’t get topnotch results, it’s not due to a gap in effort or potential. It’s due to a current gap in ability. What can you do about it? Where might your workplace culture be quietly affecting execution—even if performance still “looks okay”? 👉 Join our next 45-minute Leadership Conversation— Workforce Challenges . This is not a one-way webinar. We’ll explore how culture impacts performance—and what leaders can actually do about it.

What’s Really Driving Employee Detachment?

By Cathie Leimbach • April 21, 2026
Most leaders don’t struggle because they don’t care. They struggle because the root causes of disengagement are easy to miss. Right now, many employees are emotionally detached from their workplaces—and a majority are still watching for their next opportunity. But this isn’t about perks or pay. It’s about something more foundational. Less than half of employees clearly know what’s expected of them. Even fewer feel encouraged to grow, connected to purpose, or heard at work. Those aren’t surface issues. They’re leadership gaps. And they show up in everyday conversations. Engagement is built—or broken—through how leaders communicate expectations, opportunities, purpose, and voice. For example: When expectations aren’t clear, people guess and stay busy—and performance suffers. When employees don’t see how their work matters, connection fades. When leaders don’t ask for employees’ perspectives, people disengage—even if they stay. These aren’t big system failures. They’re missed conversations. The good news? What causes detachment is also what fixes it. Where could clearer, more intentional leadership conversations reconnect your team? Look at your last two workplace culture or employee engagement surveys. What do they show about how well your leaders meet employee needs? Where are leaders falling short? How do these strengths and gaps affect your bottom line? How long are you willing to accept the underperformance that follows?  Your Next Step: Click here to book a free conversation with Cathie Leimbach about discovering and/or closing leadership gaps in your organization.