The Impact of Trustworthy Leaders

Cathie Leimbach • May 22, 2023

5-fold increase in employee engagement

Trust in leadership is crucial for organizational success, as revealed by Gallup research. It plays a significant role in building strong relationships, fostering employee engagement, and driving performance.

Gallup's studies consistently indicate that employees who trust their leaders feel more motivated, committed, and satisfied.

  • When followers strongly agree they trust their leaders, 1 in 2 are engaged.
  • When followers don’t find leaders trustworthy, only 1 in 12 are engaged.

Trust creates a sense of safety, enabling individuals to take risks, collaborate, and innovate. Additionally, trust in leadership positively affects employee retention, as people are more likely to stay in organizations where they have faith in their leaders.

Trust also extends to customers. Gallup's research shows that businesses with trustworthy leaders enjoy greater customer loyalty. Trustworthiness influences consumer perceptions of product quality, reliability, and overall satisfaction.

To cultivate trust, leaders must demonstrate integrity, transparency, and accountability. They should communicate openly, listen actively, and align their words with their actions. Prioritizing trust allows leaders to foster a culture of engagement, collaboration, and high performance, essential for succeeding in today's competitive landscape.

How Leadership Growth Drives Business Performance

By Cathie Leimbach • June 17, 2025
Herminia Ibarra’s research offers compelling insight into why leadership development should be viewed as a strategic priority. Her work shows that helping leaders grow isn’t just beneficial for individuals—it significantly improves how organizations operate and perform. Ibarra explores how leadership identity evolves over time. When managers step back from daily tasks and begin thinking and acting more strategically, it creates ripple effects across the organization. Teams become more engaged, decision-making improves, and execution becomes more effective. These shifts enhance productivity, innovation, and retention—key drivers of long-term success. Her research also highlights the value of building strong leadership pipelines. Companies that invest in leaders who are adaptable, self-aware, and skilled at big-picture thinking tend to be more agile and resilient. These organizations are better equipped to respond to change and seize new opportunities. By reframing leadership development as a strategic investment rather than a soft skill, Ibarra shows how it creates measurable improvements in performance across the organization. Growth in leadership capacity leads to smarter decisions, healthier cultures, and stronger overall results. 👉 For a deeper dive into the data, click here to view Insights from Herminia Ibarra’s Research on Leadership Development and its Measurable Impact.

Age and Gender Shape How Employees Want to Be Appreciated

By Cathie Leimbach • June 10, 2025
In today’s evolving workplace, one constant remains: employees want to feel valued. Interestingly, research comparing data from before and after COVID-19 shows that employees' preferred languages of appreciation have remained remarkably consistent over time. However, age and gender differences reveal important nuances leaders shouldn’t ignore. Gender differences are clear. Men more frequently chose Acts of Service as their preferred form of appreciation (26%), while women gravitated toward Words of Affirmation (46%). When asked about their least preferred language, women were more likely to rank Acts of Service at the bottom, while men showed a strong dislike for Tangible Gifts. Age also matters. Employees over 60 overwhelmingly preferred Words of Affirmation (48%), while the youngest generation (under 20) leaned toward Quality Time (33%). These trends suggest that life stage and workplace experience shape what appreciation feels most meaningful.  The takeaway? While core preferences haven't shifted dramatically post-COVID, effective leaders need to understand and respond to individual differences. Avoid blanket strategies and invest in knowing how each team member feels most valued. Personalized appreciation builds stronger teams—across every generation and gender. For further details, see Dr. Paul White’s article on gender differences in appreciation preference.
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