Is the ROI of Remote and Hybrid Work Options Worth the Effort?

Cathie Leimbach • January 30, 2024

Studies show that many hybrid and remote workers are more engaged with their work and are happier with their life than when they worked at company facilities. Yet, the need to support hybrid and remote workers with intentional strategies for communication, collaboration, and relationship building and the challenges in setting effective policies around work location are contributing to increased stress at work.


52% of employees report experiencing ‘a lot of stress at work yesterday’. Since this leads to poor wellbeing, productivity, and longevity, it is important that we address significant workplace stressors. However, work location is not the most critical stressor.  

Let’s remember that one of the common reasons for employees quitting or choosing to work remotely is to get away from a bad boss. Gallup’s research indicates that ‘how employees are managed has about four times as much influence on employee engagement and wellbeing as their work location’.   


Today, there is a downward trend in employees’ sense of connection with their organization’s mission and purpose. When employees don’t have faith in their leaders, they lose faith in the organization’s potential to offer them a future. Only 23% of U.S. employees strongly agree that they trust the leadership in their workplace. Yet, when leaders communicate clearly, lead and support change, and inspire confidence in the future, 95% of employees report fully trusting their leaders.

It is pretty clear that gaining employees’ trust by leading effectively is a much bigger concern than work location! Yet, few organizations invest in training people leaders in effective people management practices. Why are many sweeping this elephant under the carpet? 

·       Perhaps the hard task of changing one’s leadership approach is too daunting.

·       Maybe the challenge of measuring the benefits of investing in soft skill training doesn’t meet their return-on-investment criteria.

·       It could be that they don’t know what practices are effective, so they don’t know where to start with training.


Although it isn’t well known yet, there is very good news in the leadership development arena. There is a solution to these dilemmas! The developers of a program called Conversational Management digested a lot of credible research on management practices. They studied the intersection of these research findings and developed a very impactful, interactive training program which guides leaders in becoming effective people managers. At least one company has documented a 20-fold return on its training investment.

And they offer an easy try-before-you-buy opportunity! To learn more, participate in the first module of Conversational Management by registering for the next Zoom Test Drive. I look forward to seeing you there!

From Performance Problems to Possibilities

By Cathie Leimbach • March 17, 2026
Most leaders can list what’s wrong fast: missed deadlines, uneven effort, or teams that seem capable of more. The bigger shift happens when leaders stop asking, “What’s broken?” and start asking, “What’s possible if we lead differently?” Limits like time, budget, and pressure are common. The resulting overwhelm is reduced when leaders get clear about what really matters. Strong leaders respond to these limits by focusing on priorities, simplifying decisions, and actively guiding their teams. Often, the shift begins with better leadership conversations. The right conversations clarify expectations, surface issues early, and help people take ownership before small problems grow into bigger ones. When leaders create space for clear, honest dialogue, teams stop guessing and start moving forward. Performance improves when leaders: Get clear instead of assuming Address issues early through direct conversations Set priorities people can follow Notice and praise progress, don’t comment only on mistakes These small, steady choices create momentum. We often hear questions like: “How do we stop reacting?” “What if our team is capable but inconsistent?” “How do we improve without burning people out?” Those questions point to opportunities for growth. Don’t think of them as failure. 👉 Where might your team be guessing instead of knowing? Identify one gap—and use your next conversation to close it.

From Firefighting to Predictable Performance

By Cathie Leimbach • March 10, 2026
Most leaders don’t struggle because they don’t care. They struggle because every day feels reactive. One issue gets fixed, and another one pops up right away. What separates high-performing teams from constant firefighting is simple: predictable leadership . When leaders are consistent, teams become consistent. People know what “good” looks like. They know how decisions are made. They know when feedback will happen. That removes stress and guesswork. Teams quickly learn what leaders reinforce and what they let slide. When expectations, follow-up, and accountability happen the same way every time, focus goes up and chaos goes down. This is how leaders move from reacting to leading. Regular check-ins replace urgent interruptions. Clear ownership replaces confusion. Small problems get handled early instead of turning into big ones. Much of this predictability is built through simple leadership conversations that clarify expectations, reinforce priorities, and address small issues before they grow. The result? Fewer surprises. More trust. Better momentum. 👉 If leadership sometimes feels more reactive than predictable, join our Leadership Conversation on March 17 at 3:00 PM to explore a few small shifts that can stabilize performance.