Looking Ahead to a Fruitful 2026

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 This might mean letting go of outdated processes, unnecessary urgency, or ways of working that drain momentum without adding value.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.

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.