When Employees Choose Their How

Cathie Leimbach • February 1, 2022

When employees have the freedom to decide how to do their work satisfaction, retention, and productivity increase. Human beings like to make a difference in the world around them. They want to matter. They want the freedom and satisfaction of having some control over their life and what they do at work. When they feel valued and trusted by being given some freedom to decide how to do their work, they become more productive and loyal.


Organizations want to hire the best employees. They are seeking people who can help the company achieve its goals without handholding, individuals who can solve everyday problems and pivot their focus to meet tight timelines or handle emergencies. Yet, many supervisors voice their frustration when staff stray from the way they were taught to do the job.


The owner of an employment firm whose clients are small family-run businesses explained the dilemma well. His clients want employees who will follow his hour-by-hour instructions on the days he is working, yet, when the owner is on vacation he expects his staff to achieve the same quality and quantity of work and make the same decisions as he would have. We can’t have both worlds.


However, before employees can effectively decide how to do their work, leadership has to prepare them for success. This includes:

  • Having and communicating clear company goals and setting the measurable results you expect from each employee
  • Defining and communicating company values to guide the employees in their workplace behaviors and decisions
  • Assigning employees a right fit position that allows them to use their strengths and interests at work at least part of every day or week
  • Equipping them with the knowledge and skills needed to do the job well
  • Showing them one way that achieves the desired output and coaching them to follow that process to get the desired results


Now, they know why the company exists and what makes it successful. And you and they have evidence that they can achieve the desired results. 


At this point, it is time to give your employees freedom in how to do their job. Many will figure out a tweak to the process that allows them to do their work more quickly. Others will adjust the order of their tasks to match their personal energy levels. Some will come up with a great new idea that reduces the cost of production or provides added value to the customer. They may even solve a workplace problem that has been frustrating their colleagues for years.


And, they will enjoy their work, have some control over their day, like making a difference, and become a long-time value-adding employee. All because you prepared them and trusted them to decide how to do their work.   

Boost Your Focus with Cognitive Gears

By Cathie Leimbach • October 14, 2025
In his book, Regenerative Performance, author James Hewitt suggests thinking about your brainpower using the idea of cognitive gears. This simple idea can help you manage your energy and get more done without burning out. Just like a car, your mind has different gears: high, middle, and low. Learning to switch between them is key to working smarter. Understanding the Gears The high gear is for your toughest, most important work—the stuff that needs all your focus, like solving a hard problem or writing a detailed report. Use this gear when you have lots of energy and can block out all distractions. It's powerful, but you can’t stay in it for long; it drains your energy quickly.  The middle gear is your everyday speed. Think of it as "autopilot" for tasks that need less intense focus, such as checking emails, attending routine meetings, or working on familiar projects. You can stay in this gear for longer stretches, and it's where most of your day-to-day work happens. The low gear is for recovery and maintenance. This isn't about working at all! It's about taking breaks, moving your body, and doing activities that let your mind rest, like going for a walk or chatting with a co-worker. Using the low gear helps you recharge so you can shift back into middle or high gear when you need to. Drive Your Day Smarter The secret to regenerative performance is to be mindful of which gear you're in. Don’t try to do high-gear work all day. Schedule short, focused bursts in high gear, then shift to middle gear for less demanding tasks, and always make time for the low gear breaks. By consciously managing your cognitive gears, you'll improve your focus and keep your performance high without running out of gas. Want a quick visual reminder? Check out Cognitive Gears , summarizing these gears!

Better Leadership Starts with Belief

By Cathie Leimbach • October 7, 2025
Great leaders don’t just manage tasks—they build people up. Christine Caine’s leadership advice reminds us that believing in others is one of the most powerful things we can do. When leaders believe in people, they help unlock potential that might otherwise stay hidden. It’s not about perfection—it’s about possibility. Believing the best of others means choosing trust over suspicion. Instead of assuming someone will fail, assume they’ll rise. This mindset creates a culture of encouragement, not fear. People work harder when they know their leader sees their strengths and believes they can grow. Leadership isn’t about being the smartest person in the room. It’s about helping others shine. That starts with listening, showing respect, and giving people room to learn. Mistakes will happen—but leaders who believe in their team use those moments to teach, not tear down. Christine Caine’s approach is simple but powerful: speak life, not doubt. Expect excellence, but lead with grace. When leaders believe in people and believe the best of them, they build teams that are confident, creative, and committed. In the end, leadership is less about control and more about trust. And trust begins with belief in people. Want a quick visual summary? Check out Better Leadership Starts with Belief , for a clear, inspiring breakdown you can share with your team.