Leading Disillusioned Learners

Cathie Leimbach • April 3, 2023

Let’s further explore Blanchard’s Situational Leadership II™ model. This article discusses the most effective leadership practices for Disillusioned Leaners, employees who are in the second quadrant of developing competence and commitment for a new job or task. At this point in their learning process, individuals can perform the basics of the task but are disappointed they haven’t mastered it.  They’ve been receiving praise for what they are doing well. But they are also getting corrective feedback daily.  They may wonder if they’re ever going to become competent.

Although improving, their skill level is still relatively low. They are achieving neither the quality nor quantity goals. Because of frequent corrective feedback, their commitment and confidence have fallen to a low level. Appropriate supervision in this quadrant includes daily positive and specific feedback along with patient coaching for continued skill development. 

As the leader continues to provide strong skill development support, they will be asking the employee to restate the expected results for this task and compare their results with expectations. They will praise successful performance and the progress the learner is making. A leader-coach asks the employee what they think is limiting their skill development and how they think the gap could be closed. The leader asks what help the staff person thinks they need and then provides the requested support. In the second quadrant, it is important for the leader to be actively engaged in the employee’s ongoing training, so their skills continue to improve, adding more value for the organization. When the supervisor praises good work, it encourages the employee to continue learning. And, when the leader listens and responds to the employee’s needs, the learner’s commitment is maintained. Leaders who fail to provide ongoing training and encouragement during this second stage of skill development are likely to have high staff turnover. Most people want to be successful at work, so if they don’t feel they are making adequate progress, they will move on to another opportunity. Let’s avoid ineffective leadership, the top cause of today’s resignations and quiet quitting. 

It is essential that leaders make it a priority to support employees for success by taking the time to develop their skills and commitment. This investment helps employees become high performers who feel valued, reducing turnover, improving morale, and strengthening the organization’s bottom line. 

Looking Ahead to a Fruitful 2026

By Cathie Leimbach • December 30, 2025
As the New Year approaches, it’s a natural time to look forward and ask what you want the next chapter to bring. One simple way to reflect to ask yourself three questions to create a stronger year ahead, what should you: Stop?, Continue?, and Start? Stop focusing energy on habits, meetings, or expectations that no longer serve you or your team. This might mean letting go of outdated processes, unnecessary urgency, or ways of working that drain momentum without adding value. Continue the practices that helped you gain traction this year. Think about what worked—perhaps clear communication, strong collaboration, consistent follow-through, or time spent developing people. These are the behaviors worth protecting and reinforcing. Start being intentional about what will move you forward in 2026. This could include setting clearer priorities, investing in leadership development, building healthier team rhythms, or creating space for innovation and growth. Taking time to reflect now helps you enter the New Year with purpose rather than pressure. Small, thoughtful shifts can create meaningful impact over time. Ready to turn reflection into action?  👉 View our Stop • Continue • Start Worksheet for a simple, practical way to reset priorities, build on what’s working, and step into 2026 with clarity and momentum.

Take a Moment for Joy

By Cathie Leimbach • December 23, 2025
As the year comes to a close, it’s worth pausing to ask a simple question: What brought you joy this year at work and in life? Joy doesn’t always arrive in big, headline moments. Often, it shows up quietly—in meaningful conversations, shared laughter, progress made, lessons learned, or the steady presence of people who support us. Sometimes joy is found in growth, sometimes in rest, and sometimes in simply getting through a challenging season with resilience and grace. Take a few minutes to reflect. What moments made you smile? When did you feel most connected? For what are you grateful? This reflection isn’t about ignoring the hard parts of the year. It’s about honoring the bright spots that sustained you through them. Recognizing joy helps us close the year with perspective and open the next one with hope. As the holidays approach, give yourself permission to slow down, savor meaningful moments, and share joy with others—through kindness, gratitude, and presence.  May this season be filled with moments that lift your spirit, and may you carry that joy with you into the year ahead. 👉 Take a moment to pause this season—view the Reflecting on Joy one-pager and reflect on what brought meaning to your work and life this year. Wishing you a truly joy-filled Christmas season .