Reflect on the Past 12 Months

Cathie Leimbach • December 20, 2022

“Achieving success is a challenge but so is struggling, so you may as well choose success.”

Rob Liano

A valuable use of time during the last week of every year is to reflect on the past year of your life. Where have you been successful and what are your disappointments?  What helped you be successful and what contributed to your disappointments?

Then decide what you need to keep doing and what you need to change to have a better life next year. Remember that the actions you took – the way you lived your life and did your work this past year – contributed to your successes and disappointments. If you do similar things next year, you will get similar results. Decide to keep doing the things that led to your successes, stop doing the things that led to disappointments, and start doing things that will improve your results.

Below is an example of a chart you might create and complete to gain clarity on the helpful versus the limiting aspects of your life. Also, consider which actions or habits to Continue, which to Stop, and what to Start doing to continue to be successful and reduce disappointments.  

After taking time for this reflection, you will be more conscious of your successes and disappointments, your strengths and weaknesses, and different actions that could improve your life. You are now in a position to make an informed plan of action for next year.  Instead of disappointments in your life zapping your energy, you will be rewarded for your hard work with greater success and satisfaction.  

Projects or Aspects of Your Life Continue Stop Start
Success Achieved my 3 growth project goals. On Fridays, plan what I will do the following week towards each goal. Spend at least 20 hours each month on each goal.
Success Sunday night family dinners Home-cooked 6:00 pm dinners
Disappointment Weekly date night happened only 6 times Waiting to the last minute to make plans Reserve Thursday evenings for dates.
Diappointment Spent 25% of my work time on jobs I?m not good at. Volunteering for and agreeing to do these tasks. Discuss better fit work assignments with my supervisor.

Is Absenteeism a Pain in Your Pocket?

By Cathie Leimbach • August 10, 2026
Absenteeism is expensive. Every unexpected absence costs more than a day's wages. Someone else may need to work overtime. Priorities get reshuffled, service slows, projects fall behind, and customers notice. Before long, absenteeism starts taking money right out of your pocket. That's why many organizations turn to attendance policies, incentives, disciplinary action, or tighter oversight. But what if those approaches are addressing the symptom rather than what's really going on? Most people don't wake up one morning and suddenly decide they don't care about their work. Disengagement usually happens gradually. People stop sharing ideas. They stop feeling heard. They begin doing only what's required. Eventually, some stop showing up. By the time absenteeism is brought to your attention, the real issue may have been growing for weeks—or even months. If absenteeism has become a recurring challenge, don't just ask, "How do we reduce call-offs?" Instead, ask "What happened before people stopped wanting to show up?" That question may lead you somewhere an attendance report never will—and may ultimately save far more than overtime costs. Attendance problems. Accountability. Difficult conversations. Team conflict. Every leader faces workplace people challenges, and few have been taught exactly what to do when they arise.  Talking through your challenges with others can be helpful. Ask questions of your network. Get some ideas online. Sometimes another perspective is exactly what you need to see the situation differently. You Don't Need to Go It Alone. Bring your workplace people challenges to the FREE Workplace Conversations Clinic on August 17. Gain insights from Cathie Leimbach and other attendees as you explore practical ways to handle the situations you're facing. Register here for the FREE Workplace Conversations Clinic

People Give More When They Know Why Their Work Matters

By Cathie Leimbach • August 4, 2026
Most employees know what they are expected to do each day. Far fewer fully understand why their work matters or how it contributes to the organization's success. Yet that understanding is one of the most powerful drivers of engagement, commitment, and performance. Gallup research consistently shows that employees who feel connected to their organization's mission and purpose are significantly more engaged, while highly engaged teams achieve stronger productivity, profitability, customer satisfaction, and retention. When people understand how their individual responsibilities help customers, coworkers, and the organization succeed, their work becomes more than a list of tasks—it has meaning. Supervisors play the key role in creating that understanding. A job description explains what to do. Leadership conversations explain why it matters. They help employees see how quality, safety, customer service, teamwork, and continuous improvement all connect to the organization's goals. As work changes, priorities shift, or new challenges arise, supervisors who communicate openly help employees understand not only what is changing, but why those changes matter. Questions, discussion, and regular feedback replace assumptions with clarity and build trust. Employees who understand the purpose behind their work are more likely to make good decisions, solve problems, take initiative, and remain committed during difficult times. They also appreciate knowing that their organization is willing to invest in their future through learning and career development opportunities, even if promotion is not immediate. When supervisors consistently connect daily work to a larger purpose through meaningful conversations, employees gain direction, confidence, and motivation. They don't simply complete tasks—they understand the difference they make. And that understanding creates a workplace where engagement, performance, and retention naturally grow. Need Help with a Difficult Workplace Conversation? Great leadership doesn't happen by accident—it happens one conversation at a time. You Don't Need to Go It Alone. Bring your workplace people challenges to the FREE Workplace Conversations Clinic on August 17. Gain insights from Cathie Leimbach and other attendees as you explore practical ways to handle the situations you're facing. Register here for the FREE Workplace Conversations Clinic Conversation is where leadership happens.