The Foundation for High Performance

Cathie Leimbach • August 10, 2023

Craig Groeschel, author of The Power to Change, emphasizes 3 leadership behaviors which are necessary in developing high performing employees. He believes that the essence of employee and organizational success is for the leader to consistently:


1.     Be clear about what you expect.

2.     Reward it when you see it.

3.     Correct it when you don’t.


Being clear about what you expect includes telling your employees the specific results you want them to produce. It is important for expectations to include quantities, quality, deadlines, and any financial or procedure limitations. “Focus on producing widgets” is very different than “every day produce 20 widgets that meet quality standards with no more than 5% waste”.  


It is important to fully communicate expectations, yet, about 50% of employees say they are not clear what is expected of them at work. Show employees what a quality finished product looks like. Share expectations in writing, state expectations out loud, and ask employees to explain what is expected and why these results are important. 


Rewarding when you see it means acknowledging employees' good work. This requires you to monitor their work so you know if they are meeting expectations. Productivity is higher when each employee receives specific positive feedback on some of the things they are doing well a few times every week, with at least some of this recognition coming from their supervisor. 36% of people who feel they receive the right amount of appreciation are watching for other job opportunities while 57% of those who don’t feel adequately appreciated are watching for job opportunities.  Especially in a tight labor market, rewarding employees for meeting expectations is a critical tool for increasing retention, productivity, and profit.


Correcting when you don’t see it means having a kind conversation with underperformers. Discuss the gap between what they are achieving and what is expected. Ask what they think is causing the gap. Provide more training, a job mentor, or more effective equipment.  If they don’t know they aren’t doing their work correctly they will never improve. In one study, 86% of people would rather receive feedback about something that isn’t right than continue missing the mark. However, only 48% of people would give feedback. This suggests that when managers develop a habit of speaking to employees about performance gaps, employees will welcome the feedback and their work will improve.


What will you start doing in the next week that will enhance your employees’ workplace success?


1.      Be clear about what you expect.

2.     Reward it when you see it.

3.     Correct it when you don’t.

Leadership Development: The Hidden Superpower for Your Business

By Cathie Leimbach • April 29, 2025
Ever wonder why some companies consistently outperform their competitors? According to Ram Charan's "Leaders at All Levels," the secret often lies in their approach to leadership development. Think about it: when organizations invest in developing leaders at every level, they're not just checking a box for HR—they're directly fueling their economic engine. Charan says that leadership talent is actually the biggest constraint on business growth worldwide. Too many companies treat leadership development as a nice-to-have program rather than a strategic necessity. But those who get it right create a continuous chain reaction of leadership excellence throughout their organization, resulting in measurable business advantages. The most successful companies don't just develop executives at the top. They identify potential leaders early, move them through increasingly challenging assignments, and ensure they gain the necessary skills to drive performance at every level. In today's competitive landscape, your leadership pipeline isn't just about succession planning—it's about creating the sustainable competitive advantage that drives superior business results and economic performance right now.

The Power of Reflective Listening at Work

By Cathie Leimbach • April 22, 2025
Have you ever felt like someone wasn't really hearing you? Reflective listening can fix that problem in the workplace. Reflective listening means truly understanding what someone is saying before you respond. When a coworker is speaking, focus completely on their words instead of planning what you'll say next. Many of us start forming responses while others are still talking, which means we miss important parts of their message. True listening requires patience and practice. To become a reflective listener, start by giving your full attention. Put away your phone, turn away from your computer, and make eye contact. Then, after the person finishes speaking, briefly summarize what you heard. You might say, "So what I'm hearing is..." This shows you were truly listening and gives them a chance to clarify if needed. The benefits of reflective listening are huge. It reduces misunderstandings, builds trust between coworkers, and helps solve problems more effectively. People feel valued when they're truly heard, which creates a more positive workplace. With practice, reflective listening becomes a habit that improves all your work relationships. Remember: listen first, respond second. Your workplace will be better for it.
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