Leaders Who Help People Thrive

Cathie Leimbach • July 28, 2026

From uncertainty to confident, supportive leadership conversations 

Most people leaders want their employees to succeed. But knowing the work and knowing how to lead people are two different skills. 


New—and even experienced—supervisors may be unsure what to say when an employee is struggling, how much help to provide, when to step back, or how to address a problem without harming the relationship. 


Great people leadership can be learned. 


Agon Leadership helps supervisors and managers build the skills and confidence to have supportive, productive conversations in both everyday and tough workplace situations. 


1. Build Strong Conversation Skills 


The foundation of Conversational Management™ is a simple set of skills leaders can use every day: 

  • Ask open-ended questions to learn before assuming. 
  • Listen carefully to understand the employee’s ideas, needs, and concerns. 
  • Close the conversation by reviewing decisions, action steps, responsibilities, and next steps. 

 

These skills turn one-way instructions into two-way conversations that build trust, clarity, and commitment. 

 

2. Put Conversation Skills to Work 


Knowing how to have a good conversation is only the beginning. Leaders also need to know how to use those skills in common—and sometimes difficult—situations. 


Conversational Management™ helps leaders use collaborative conversations when assigning work, setting goals, holding people accountable, providing kind corrective feedback, and helping employees make good decisions. 


Instead of always telling employees what to do, leaders learn when to ask, listen, guide, coach, support, and provide clear direction. 


3. Give Each Employee the Support They Need 


Employees don't always need the same type of help. 


Situational Leadership® II (SLII®) helps leaders assess an employee's competence and commitment for a specific task and adjust their leadership approach to match. 


Does the employee need more knowledge, training, practice, or direction to build competence? Or do they know how to do the work but need more confidence, encouragement, involvement, or support? 


Strong leaders learn to recognize the difference—and respond to the real need. 


From Knowing the Work to Knowing How to Lead 


Agon Leadership’s interactive programs go beyond sharing leadership ideas. Participants practice the conversations they need at work, receive feedback, and build skills they can use right away. Follow-up support helps turn new skills into everyday leadership habits. 


The result? People leaders who are more confident in what to say and do—and employees who receive the support they need to grow, contribute, and thrive. 


Download Leaders Who Help People Thrive and start having the conversations that bring out the best in your people. 


Conversation is where leadership happens.

Are you Supporting Your Employees to Overcome Hurdles?

By Cathie Leimbach • September 8, 2026
For weeks, Mary had been frustrated with frequently occurring delays in shipping. During her one-on-one with her supervisor, she finally told him what was going on. He listened, asked questions, and said he would look into it. She left the meeting feeling encouraged. Maybe this situation would finally get resolved. A week later, her supervisor started their one-on-one by asking “So, what do you want to talk about today?” He didn’t mention what he had learned about the problem in shipping. “Of course not!,” she thought. “Nothing is going to change.” So, she sadly replied, “Nothing really. Everything’s fine.” Sometimes employees stop talking because experience has taught them that speaking up doesn’t make any difference. One-on-ones are an opportunity to change that. Give the employee a voice in what gets discussed. Help them address bottlenecks. Follow-up on your to dos from the conversation. It can be as simple as: “Last week we talked about the shipping problem. I checked into it, and here’s what I found out. A possible solution would be this .... How do think that might work? ... What other ideas do you have?” The message is clear: I heard you. I remembered. What you have to say matters. And when employees believe their concerns and ideas matter, they’re more likely to keep speaking up. Conversation is Where Leadership Happens™ What Workplace Conversation Are You Struggling With? Maybe an employee has stopped talking. Maybe you’re dealing with accountability, conflict, attendance, performance—or simply a conversation you’re not quite sure how to approach. Bring it to the FREE Workplace Conversations Clinic on September 21. Join Cathie Leimbach and other leaders to talk through real workplace people challenges, hear different perspectives, and get ideas for moving forward. Register Here 

Build Thinkers, Not Followers

By Cathie Leimbach • September 2, 2026
Many leaders don't set out to become the answer to every question. It happens gradually. Someone asks their leader how to do it because it's faster than figuring it out. Another employee waits because they don't want to make the wrong decision. Before long, you're answering questions your team should be able to answer on their own. The good news is that you don't have to be the answer to every question. You can build a team that thinks, solves problems, and takes ownership without you giving up appropriate control. Here are a few places to start: Ask Before You Answer When someone brings you a problem, don't start by giving them the solution. Instead, ask:  What do you think? What options have you considered? What would you do if I wasn't here? People grow when they think through problems—not when someone else thinks for them. Let Small Decisions Stay Small. Not every decision needs your approval. Look for low-risk opportunities where employees or supervisors can tell the employee to make the call themselves. Confidence grows with experience. Praise Initiative, Even When It's Imperfect. If people believe they'll be criticized every time they make a decision, they'll stop making them. When someone takes ownership, recognize their initiative. Coaching them to make a better decision is easier in the long run than making every decision yourself. Notice the Questions That Keep Coming Back. If you're answering the same questions week after week, don't just answer them faster. Ask why they're still being asked. The issue may not be your people. It may be an unclear expectation, an inconsistent process, lack of training, or a conversation that never happened. Helping people think for themselves doesn't happen in one meeting. It happens through dozens of everyday collaborative conversations that gradually build confidence, judgment, and ownership. Conversation is Where Leadership Happens™ You don't have to figure it all out alone. Bring your workplace people challenges to the FREE Workplace Conversations Clinic September 21. Join Cathie Leimbach and other leaders for a practical conversation about the people challenges you're facing—and leave with fresh perspectives you can put to work. Register HERE