Reflecting on a Year of Growth and Resilience

Cathie Leimbach • December 31, 2024

As we reach the year’s end, it’s the perfect time to pause and reflect on all that we’ve experienced—our successes, challenges, and the lessons that shaped us.


This year brought its share of accomplishments worth celebrating. Whether it was reaching a major goal, completing a challenging project, or simply staying consistent in the face of uncertainty, you’ve worked hard, remained resilient, and leveraged your problem-solving skills. Congratulations on what you’ve achieved! Your successes are a credit to your dedication and "stick-to-it" mindset.


Of course, not everything may have gone as planned. There might be goals or dreams you were hoping to accomplish but didn’t quite get to. That’s okay. Sometimes, the timeline shifts, but the vision remains. Take a moment to identify those unfinished goals and carry them forward into the new year with renewed determination.


Each challenge you faced this year has added to your strength, and every success has proven what you’re capable of. Celebrate what you’ve accomplished, learn from what didn’t go as planned, and move forward with hope and determination.

Here’s to an even brighter and even more fulfilling 2025! Happy New Year!

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.