How Committed are You?

Cathie Leimbach • September 20, 2022

At some time or other, we have all failed to keep a promise. We had good intentions to get together with someone, to complete a task, to initiate and finish a project.  But life got in the way. We failed to meet the goal because we weren’t fully committed to it.

What does it take to be committed enough to focus on our priorities and achieve our goals? Sangram Vajre believes that commitment requires three things: a crystal-clear mission or purpose, right-fit people, and a healthy culture.

A clear mission or purpose statement simply and accurately states the organization’s reason for being. It provides focus for the company’s, non-profit’s, or government agency’s work. It defines the destination with the intention that all of the organization’s resources will be dedicated to effectively and efficiently travelling in that direction. When the mission is crystal clear, everyone understands what it means, so they can spend all of their time on things that help them reach the destination.

Once there is clarity of direction, it is important to have the right people on the bus. It is important for managers to only hire people whose personal passions intersect with the organization’s mission. They look for fit between personal and organizational values. When there is alignment between the organization’s purpose and the preferences of its people, great things can be accomplished.  

Then, a healthy culture enables right-fit people to work together to achieve the clear mission. When the workplace environment encourages collaboration and respects everyone’s strengths, engagement and empowerment can flourish. People apply themselves and the organization excels.

How committed are you to doing your best to help your organization fulfill its purpose?  How does your organization rate regarding a clear mission, right-fit people, and a healthy culture? What is one thing you can be committed to that will improve its success? 

The Need for True Human Connection

By Cathie Leimbach • August 21, 2025
In today’s fast-paced world, it’s easy to get caught up in schedules, screens, and endless to-do lists. But what people really crave is something deeper—true human connection. Dr. Paul White, who studies workplace relationships, reminds us that appreciation and connection are not just “nice to have”—they are essential for our well-being. And researcher Brené Brown shows that real connection comes from vulnerability, where people feel safe, seen and valued. Without this kind of connection, many struggle with loneliness, anxiety, or even depression. On the other hand, when we feel truly connected, we’re happier, more engaged, more resilient, and more productive. So how can we build better connections? Start small. Proactively reach out for a live conversation instead of only sending a quick text or email. Take time to connect with peers at work or in your community. Ask others to share something personal about themselves, and share something personal about your life. These simple actions can create moments of trust and belonging. And in a world that can sometimes feel disconnected, these moments are not just valuable—they are vital. Join Us! We invite you to explore this topic further at our upcoming virtual event: Managing Performance in Today’s Workforce. Learn practical strategies to strengthen workplace connection and performance.  View event details here.

Why Your Company's Success Depends on This One Thing (Hint: It's Not What You Think)

By Cathie Leimbach • August 19, 2025
What separates thriving companies from struggling ones? 🤔 Professor Lynda Gratton from London Business School spent decades studying this exact question. Her findings will change how you think about leadership. Here's what she discovered:  Organizations that invest in developing collaborative leaders consistently outperform their competitors. Not by a little—by a lot. Through her groundbreaking study of 21 global companies and 200+ executives, Gratton identified the three game-changing elements: ✅ Cooperative culture - Moving from "me vs. you" to "we together" ✅ Rich networks - Breaking down silos so ideas flow freely ✅ Shared purpose - Giving work meaning beyond the paycheck The results speak for themselves: → Better innovation → Higher employee engagement → Stronger financial performance Companies that train managers to be collaborative leaders (not just bosses) create environments where teams actually want to work together. My takeaway? Leadership development isn't a "nice to have"—it's your competitive advantage. When leaders learn to cooperate and inspire others, entire organizations transform. What's your experience with collaborative leadership? Have you seen this play out in your organization? Want to dive deeper? View Three Pillars of Success which breaks down how to produce measurable results in innovation, efficiency, and engagement.