Uncovering Your Blind Spots

Cathie Leimbach • May 31, 2022

How satisfied are you with your life and your impact? What rating would you give yourself on a 10-point scale? If you aren't a 10 right now, how interested are you in growing - in closing or at least narrowing the gap?


For those who wish to close the gap, what are you doing about it? Is your self-discipline strong enough to move you forward toward being a 10 in life and workplace satisfaction? Do you have the willpower to hold yourself accountable to taking the daily steps needed for continual growth? If not, don't be disappointed in yourself.  We all have a limited amount of willpower each day.  An accountability partner or coach can support us to greater heights than we can achieve independently.  What is your willingness to be coached to more fully achieve your potential?


Coach Micheal Burt, author of Everybody Needs a Coach in Life, suggests that to reach our potential in life and work we need to be high achievers in 4 areas: body, mind, heart, and spirit. In which of these areas have you not yet reached your potential? If you have hit a ceiling, yet haven’t reached your potential, it may be time to invest in a coach.  If you wish you could be more, but think you might have reached your potential, a coach can often help you identify your blind spots and unleash opportunities you have never considered.


Let's take a look at realities and thoughts in each of the 4 areas which could be limiting your impact.  Which apply to you?


Body – I’m not happy with my appearance, my strength and energy, or my health.

Mind – I need to expand my knowledge base to get to the next level in life or work.

Heart – I am no longer passionate. I am lukewarm or passive about important relationships in my life and/or about my work.

Spirit – I am just going though the motions of life without any real connection to God or to purpose.


Close your eyes for a moment and dream about the life you would like. What state of body, mind, heart, and spirit would you like to experience every day? Do you have the internal fortitude to close the gap between your current reality and your potential? Be honest with yourself.


You could close the gap a little on your own and live an okay life. Or, you could work with a coach to narrow the gap so you can uncover your blind spots, use more of your potential, and experience a higher level of impact and satisfaction. Which is it going to be? 

The Culture Problem Most Leaders Don’t See—Until It Shows Up in Results

By Cathie Leimbach • April 28, 2026
Most CEOs don’t wake up worrying about culture. They’re focused on growth, margins, execution. But culture quietly determines all three. Because when people feel disconnected, something subtle happens: Execution slows Ownership drops Problems surface later—and cost more Nearly a third of employees describe their workplace as isolated or impersonal. That’s not just a morale issue. That’s an execution risk . And employees don’t “love” a company because of perks. They stay committed when they feel valued. When that’s missing: Effort becomes transactional Communication becomes minimal Discretionary effort disappears The data is clear—when employees feel valued: Attendance improves Conflict decreases Productivity rises This is where many organizations misfire. They try to fix culture with initiatives. But culture is shaped in daily leadership interactions —not programs. And most leaders haven’t been trained to have regular meaningful conversations. They have been promoted to people leadership positions yet not prepared for their new roles. When untrained leaders don’t get topnotch results, it’s not due to a gap in effort or potential. It’s due to a current gap in ability. What can you do about it? Where might your workplace culture be quietly affecting execution—even if performance still “looks okay”? 👉 Join our next 45-minute Leadership Conversation— Workforce Challenges . This is not a one-way webinar. We’ll explore how culture impacts performance—and what leaders can actually do about it.

What’s Really Driving Employee Detachment?

By Cathie Leimbach • April 21, 2026
Most leaders don’t struggle because they don’t care. They struggle because the root causes of disengagement are easy to miss. Right now, many employees are emotionally detached from their workplaces—and a majority are still watching for their next opportunity. But this isn’t about perks or pay. It’s about something more foundational. Less than half of employees clearly know what’s expected of them. Even fewer feel encouraged to grow, connected to purpose, or heard at work. Those aren’t surface issues. They’re leadership gaps. And they show up in everyday conversations. Engagement is built—or broken—through how leaders communicate expectations, opportunities, purpose, and voice. For example: When expectations aren’t clear, people guess and stay busy—and performance suffers. When employees don’t see how their work matters, connection fades. When leaders don’t ask for employees’ perspectives, people disengage—even if they stay. These aren’t big system failures. They’re missed conversations. The good news? What causes detachment is also what fixes it. Where could clearer, more intentional leadership conversations reconnect your team? Look at your last two workplace culture or employee engagement surveys. What do they show about how well your leaders meet employee needs? Where are leaders falling short? How do these strengths and gaps affect your bottom line? How long are you willing to accept the underperformance that follows?  Your Next Step: Click here to book a free conversation with Cathie Leimbach about discovering and/or closing leadership gaps in your organization.