The Courage to Overcome Divisiveness

Cathie Leimbach • May 24, 2022

We are living in very divisive times. Do we have the courage to overcome the division that stresses our communities and our lives?

Currently, divisiveness in the United States is the greatest it has been since the Civil War, says Chuck Mingo, the founder of Living Undivided. We tend to be afraid of the unknown and afraid to ask questions about things we aren’t familiar with. This fear often results in us lashing out against the realities around us that we done understand. Mingo says this fear is unconstructive, unrelenting, and unresponsive. He has a passion to help people overcome this fear by having the courage to reach out and collaborate with those who are different than us.

Mingo and others suggest that the opposite of fear is courage. Perhaps the best way to overcome fear is to have the courage to get to know people who are different than us. We need to move through our fear courageously, not skirt around the things that we are afraid of.

Courageous love may be the most effective way to overcome the fear of differences.  We can love people who aren’t like us at work, in our families, and in the community if we believe that they are worthy human beings and take time to get to know them. This allows us to understand each other, which usually leads to us finding common ground. Then we can build bridges that reduce divisiveness so everyone can have a less stressful and more meaningful life.

When we live with fear and indifference, we let poor conditions and situations thrive. However, when we have the courage to take the time to listen to each other’s stories and perspectives, we usually discover that we can live side by side without being fearful.

Within your leadership context, where could you be exhibiting courageous love? Where can you build bridges to understanding that add value to your life and the lives of those around you?  

Why Some Companies Attract More Job Applicants Than They Need

By Cathie Leimbach • May 12, 2026
Chick-fil-A restaurants often receive far more job applications than they have openings. This is not luck. It is leadership. People apply where they believe they will be treated well. At Chick-fil-A, employees experience respectful communication, clear expectations, and leaders who support their success. That reputation spreads quickly through word of mouth. Leaders in these restaurants do simple things well. They ask questions before they assume. They listen to employees. They provide encouragement and clear direction. They notice good work and address problems in a helpful way. As a result, employees feel valued. They enjoy coming to work. They tell others. That is what attracts more applicants. Many organizations focus only on hiring. Strong organizations focus on how people are treated after they are hired. When leaders create a workplace where people feel respected, supported, and clear on what success looks like, something powerful happens: People stay. People perform. And more people want to join. This is what leadership really is. Would you like to see several leadership and culture practices Chick-fil-A uses to attract and keep quality employees? Click here to view: How Chick-fil-A Attracts Quality Applicants

What If Your Biggest Performance Problem Isn’t What You Think?

By Cathie Leimbach • May 5, 2026
What If Your Biggest Performance Problem Isn’t What You Think? When CEOs think about risk, they often focus on: Market shifts Operational issues Financial exposure But one of the biggest performance problems is far less visible: Low trust inside the organization. Nearly 30% of employees say they don’t receive clear, honest, or consistent communication from leadership. Over time, that creates doubt—about expectations, personal performance, and priorities. Employees begin to feel that their job is at risk because they aren’t getting any positive feedback. They question whether they have the tools, training, and support needed to do their jobs well. When they only hear about changes at work through the rumor mill, they feel information is being held back. And when that happens: Alignment drops Speed slows Assumptions increase Execution fractures “Trust is the glue of life. It’s the most essential ingredient in effective communication. It’s the foundational principle that holds all relationships.” — Stephen R. Covey Trust isn’t soft. It’s a leading indicator of performance. When trust is strong: Decisions move faster Teams align quicker Change sticks When trust is weak: Everything takes longer Everything costs more And here’s the reality : Trust-building conversations are not a common leadership strength today. Yet leaders like Ken Blanchard, Stephen M.R. Covey, and David Horsager all point to the same conclusion—these are not optional skills. They are required for performance in today’s environment. Which means trust gaps are rarely about effort. They’re about conversation skills. A question to consider: Where might low-trust leadership behaviors—not lack of effort—be quietly slowing your organization down? Join Cathie Leimbach and a small group of leaders for a 45-minute Leadership Conversation – Workforce Challenges on Tuesday, May 12 at 3:00 PM ET. If trust is impacting speed, alignment , or execution in your organization, this conversation is for you. Register here Limited to a small group.