How Committed are You?

Cathie Leimbach • September 20, 2022

At some time or other, we have all failed to keep a promise. We had good intentions to get together with someone, to complete a task, to initiate and finish a project.  But life got in the way. We failed to meet the goal because we weren’t fully committed to it.

What does it take to be committed enough to focus on our priorities and achieve our goals? Sangram Vajre believes that commitment requires three things: a crystal-clear mission or purpose, right-fit people, and a healthy culture.

A clear mission or purpose statement simply and accurately states the organization’s reason for being. It provides focus for the company’s, non-profit’s, or government agency’s work. It defines the destination with the intention that all of the organization’s resources will be dedicated to effectively and efficiently travelling in that direction. When the mission is crystal clear, everyone understands what it means, so they can spend all of their time on things that help them reach the destination.

Once there is clarity of direction, it is important to have the right people on the bus. It is important for managers to only hire people whose personal passions intersect with the organization’s mission. They look for fit between personal and organizational values. When there is alignment between the organization’s purpose and the preferences of its people, great things can be accomplished.  

Then, a healthy culture enables right-fit people to work together to achieve the clear mission. When the workplace environment encourages collaboration and respects everyone’s strengths, engagement and empowerment can flourish. People apply themselves and the organization excels.

How committed are you to doing your best to help your organization fulfill its purpose?  How does your organization rate regarding a clear mission, right-fit people, and a healthy culture? What is one thing you can be committed to that will improve its success? 

The Power of Core Values: Why They Matter for Companies and Employees

By Cathie Leimbach • May 6, 2025
Having strong core values is like giving your company a compass. These values guide decisions, shape culture, and help everyone work toward the same goals. When employees connect with these values, both they and the company benefit in many ways. First, core values create a sense of unity. When everyone follows the same principles, teamwork becomes easier. People understand what matters and why certain choices are made. This shared understanding builds trust among coworkers. Core values also make decision-making simpler. When facing tough choices, employees can ask, "Does this align with our values?" This creates consistency across the organization and helps avoid confusion. For employees, connecting with company values brings greater job satisfaction. Working for an organization whose principles match your own feels meaningful. You're not just earning a paycheck—you're contributing to something you believe in. If your organization doesn’t have core values, or you have values on paper that are no longer relevant, click here for a tool to help you identify values that express your business principles. Companies with clear values tend to attract people who naturally fit their culture. This leads to stronger teams, less turnover, and better performance. When new hires already share your values, they adapt more quickly and stay longer. Finally, strong core values build customer trust. When a company consistently lives its values, people notice. This authenticity creates loyalty that advertising alone cannot buy.

Leadership Development: The Hidden Superpower for Your Business

By Cathie Leimbach • April 29, 2025
Ever wonder why some companies consistently outperform their competitors? According to Ram Charan's "Leaders at All Levels," the secret often lies in their approach to leadership development. Think about it: when organizations invest in developing leaders at every level, they're not just checking a box for HR—they're directly fueling their economic engine. Charan says that leadership talent is actually the biggest constraint on business growth worldwide. Too many companies treat leadership development as a nice-to-have program rather than a strategic necessity. But those who get it right create a continuous chain reaction of leadership excellence throughout their organization, resulting in measurable business advantages. The most successful companies don't just develop executives at the top. They identify potential leaders early, move them through increasingly challenging assignments, and ensure they gain the necessary skills to drive performance at every level. In today's competitive landscape, your leadership pipeline isn't just about succession planning—it's about creating the sustainable competitive advantage that drives superior business results and economic performance right now.
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