Increasing Profits Requires Skilled Managers

Cathie Leimbach • August 21, 2023

Best way to strengthen your bottom line

Effective managers play a pivotal role in driving increased company profits. Their leadership and management skills directly impact the bottom line either negatively or positively. Millennials and Gen Z employees are not willing to tolerate the emotionally draining workplace conditions that older generations put up with. Also, recent research shows that managers themselves are less engaged than ever. Today, fewer managers are modeling positivity, commitment, and initiative. Many are not inspiring employee productivity. No wonder business owners and senior managers are concerned about declining profits. 


Effective managers are adept communicators, ensuring seamless information flow among individuals and between departments. This alignment helps employees feel respected and informed, increasing their commitment to doing their work well. Also, good communication reduces errors and delays, positively affecting workplace timelines and outcomes. How have your managers been trained in clear, inspiring two-way communication skills?


Also, effective managers nurture talent by offering guidance and growth opportunities. A skilled workforce is more productive and innovative, contributing to enhanced profitability. How often do your managers catch employees doing things right and praise them, kindly coach them to correct underperformance, and encourage them to participate in ongoing learning opportunities?


Prioritizing employee engagement is a hallmark of effective managers. A positive work environment boosts morale, reduces turnover, and increases loyalty. Engaged employees are more likely to invest discretionary effort, directly impacting customer satisfaction, and consequently, company profits. Only 33% of employees are actively engaged, yet, in a few organizations

engagement exceeds 90%? How does your company’s employee engagement rate compare?    


In summary, effective managers significantly contribute to increased company profits through quality communication, talent development, and employee engagement. Although the role of managers is to help employees be highly successful, many have not yet had the opportunity to develop the leadership skills that are essential for cultivating a thriving workplace and driving

financial growth. 


What are you going to do this week to strengthen your managers’ skills so they in turn can lead your workforce effectively, improving your organization’s financial position?


You may wish to learn more about Conversational Management training, or register one of your managers in a unique Lorain County Conversational Leadership workshop.

Trust-Building Conversations

By Cathie Leimbach • June 30, 2026
Most workplace tension doesn't come from major conflicts. It comes from too few conversations. A disappointment that was never discussed. A broken agreement that was never repaired. Appreciation that was never expressed. Over time, these "withholds" create friction that slows collaboration, weakens trust, and makes even simple conversations feel difficult. The strongest teams don't avoid tension—they address it early. Research highlighted in a recent McKinsey article found that unresolved tensions can significantly reduce team effectiveness, while high-trust teams consistently outperform their peers. The difference isn't the absence of problems. It's the willingness to talk about them. One of the most practical leadership habits is creating regular opportunities for transparent interaction. That includes appreciation. People should hear what they're doing well far more often than they hear about their shortfalls. Specific, genuine recognition builds trust over time. Those trust deposits matter because once positive relationships are built, difficult conversation are more likely to accept the message . When correction is needed, reinforce that you value the person, even though they aren’t perfect. The goal is growth, not judgment. But leaders should be careful not to make appreciation transactional. If positive feedback has been absent for months, suddenly offering praise immediately before a critique usually feels insincere. Trust is built through a steady pattern of recognition, encouragement, and honest conversation—not a last-minute compliment. Transparent leaders also address issues early. Small frustrations become large resentments when left unresolved. Teams that clear the air quickly spend less energy managing tension and more energy producing results. The result? Less friction. More trust. Stronger relationships. Better performance. Because healthy conversations don't just solve problems—they strengthen the team. Free Leader Guide: 5 Practices for Trust-Building Conversations The best leaders don't wait for tension to become conflict. They build trust before it's needed. Download our 5 Practices for Trust-Building Conversations guide to learn practical ways to strengthen relationships, reduce friction, and create a culture where honest conversations lead to better performance. Download the guide and start building trust one conversation at a time.

Speaking Up Is Not Defiance. It's Duty.

By Cathie Leimbach • June 23, 2026
Most leaders say they want employees to speak up. They want people who spot risks, question assumptions, and help the organization make better decisions. Yet many employees hesitate to do exactly that. Why? Because leaders often respond to speaking up as if the speaker is complaining, criticizing or resisting. When people fear being viewed as difficult, they stop sharing what they see. The organization loses valuable information, ideas, and perspectives. A recent McKinsey article found that teams with high psychological safety are two to three times more likely to generate breakthrough ideas. When people feel safe speaking up, better thinking follows. The best leaders understand a simple truth: Speaking up is not defiance. It's duty. When employees question assumptions, raise concerns, or offer a different perspective, they are helping the team avoid blind spots and make stronger decisions. That's why effective leaders don't merely tolerate speaking up—they invite it. They ask: What are we not seeing? What assumptions are we making? Who might see this differently? What information are we missing? Just as importantly, they respond with curiosity instead of defensiveness. They thank people for expressing their perspective. They explain how input influenced decisions. They make speaking up safe. Because organizations don't improve when everyone agrees. They improve when people feel responsible for helping the team see what others may have missed. In healthy organizations, speaking up isn't rebellion. It's responsibility. It's duty. Leadership Reflection Think about your last leadership team meeting. Did people simply agree? Or did someone help the team see something it otherwise would have missed? Download 5 Questions That Surface Better Thinking and make speaking up a productive part of how your team thinks, decides, and performs.