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 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.