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

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. 

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 . 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.