Inspiring Positivity Through Trust

Cathie Leimbach • August 12, 2025

In leadership, hope may spark positivity—but trust is what sustains it.


Trust means your team believes you’re honest, reliable, and truly have their best interests in mind. Without it, people hesitate to share ideas, take risks, or fully engage.


Great leaders build trust through consistent actions. They follow through on promises, admit mistakes, and lead with transparency. They listen without judgment, treat everyone with respect, and make decisions that are fair and thoughtful.


When leaders communicate clearly and regularly—even when the news is tough—they create a culture of openness. When they give credit generously and support their team both publicly and privately, trust grows even deeper.


Over time, trust becomes the foundation for loyalty, collaboration, and high performance. People feel safer, more motivated, and more willing to contribute at their best.



Trust doesn’t happen overnight. But with patience, consistency, and care, leaders can build it—and with it, a stronger, more positive workplace.

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.