Want a 350% ROI?

Cathie Leimbach • November 11, 2020

I’ve got the investment for you! And, it’s not too good to be true. It really does yield a 350% ROI! And, it’s legal!


This investment is training!! On average, one dollar invested in training increases the bottom line by $4.53, yielding a 353% return.


What is the catch? To yield a strong return the training has to be relevant to your organization’s needs. It must meet 3 criteria:

  •  result in trainees learning new knowledge and developing new skills,
  •  have job impact, be relevant and be used at work after training,
  • improve the organization’s bottom line.


What is limiting your bottom line? Which of your current challenges would be reduced if your employees interacted, behaved, or worked differently? Training could be the solution. 


Many of the 385,000 open job positions in manufacturing are paying new hires $40,000 per year. These positions remain unfilled because job seekers lack skills in manufacturing fundamentals or robotics. Vocational schools and community colleges offer such training but enrolment is low.


Many small businesses are always short-handed. Their staff are getting burned out. Managers are reluctant to hire job applicants who are weak in workplace fundamentals. Personal Leadership Effectiveness™ training is available to help individuals become more reliable, positive, and productive so they add value at work.


Most people are doing the best job they can with their current knowledge and skills, but due to their lack of know-how they may be achieving less than half of their potential. Their supervisors are too busy with other responsibilities to coach them. The HR department is prioritizing administration above training. The company could increase its bottom line by $3,500 for every $1,000 invested in relevant training.


90% of managers lack effective leadership skills. Most staff who leave a company do so to escape one of these bad managers. Effective management training leads to enhanced employee engagement and can increase the organization’s bottom line by 50% or more. The Conversational Management™ program can generate such an impact. 


Would you like to improve your company’s bottom line by meeting the needs of more customers and helping all employees add value? Then, first, it’s time to identify the gaps in staff knowledge, skills, and behaviors. And, second, invest in training that will produce win/win results for staff members and the organization.



Contact Cathie Leimbach to discuss needs assessment strategies and effective ways to enhance leadership, team player, and soft skills competence within your organization so employees are equipped to achieve profit and impact goals.


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.

Why Engagement Isn’t About Perks

By Cathie Leimbach • February 10, 2026
When engagement drops, many organizations reach for perks—rewards, programs, or incentives. These can create a short lift, but they rarely solve the real issue. Engagement starts with expectations. Most people want to do good work. What gets in the way isn’t motivation—it’s uncertainty. When priorities shift, roles feel unclear, or success means different things to different leaders, people disengage quietly. Leaders often don’t realize they’re contributing to this. Vague direction, inconsistent follow-through, or assuming “they already know” leaves teams guessing. Over time, guessing turns into frustration—and frustration turns into disengagement. Strong engagement cultures focus on leadership basics: Clear priorities Shared definitions of success Aligned expectations Consistent reinforcement When expectations are clear, people move with confidence. They take ownership, collaborate better, and stay engaged because they know where they’re headed. Perks can support engagement—but only after clarity is in place. 👉 Read our full article on Why Engagement Starts With Expectations to turn clarity into a real advantage.