Grateful Reflection

Cathie Leimbach • November 26, 2024

Thanksgiving week is a perfect time to reflect on the milestones and moments that have made this year special. Personally, this may mean cherishing family milestones, unexpected joys, or the support of loved ones. Professionally, it could be celebrating projects that hit their mark, collaborations that sparked innovation, or even lessons learned from challenges faced.


Gratitude allows us to focus not just on achievements but on the growth and relationships built along the way. This year may have been a testament to resilience and adaptability—key qualities that drive success both in life and business. It may have been a season of innovation or accelerated success. Now is a great time to pause to recognize the people, big or small wins, and even the setbacks that enriched our paths.



At Agon Leadership, we are grateful for the opportunity to share insights that help you lead with confidence and build stronger teams. Your trust in us to provide practical leadership and team-building guidance is invaluable. Thank you for being part of our journey!

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.