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. 

People Give More When They Know Why Their Work Matters

By Cathie Leimbach • August 4, 2026
Most employees know what they are expected to do each day. Far fewer fully understand why their work matters or how it contributes to the organization's success. Yet that understanding is one of the most powerful drivers of engagement, commitment, and performance. Gallup research consistently shows that employees who feel connected to their organization's mission and purpose are significantly more engaged, while highly engaged teams achieve stronger productivity, profitability, customer satisfaction, and retention. When people understand how their individual responsibilities help customers, coworkers, and the organization succeed, their work becomes more than a list of tasks—it has meaning. Supervisors play the key role in creating that understanding. A job description explains what to do. Leadership conversations explain why it matters. They help employees see how quality, safety, customer service, teamwork, and continuous improvement all connect to the organization's goals. As work changes, priorities shift, or new challenges arise, supervisors who communicate openly help employees understand not only what is changing, but why those changes matter. Questions, discussion, and regular feedback replace assumptions with clarity and build trust. Employees who understand the purpose behind their work are more likely to make good decisions, solve problems, take initiative, and remain committed during difficult times. They also appreciate knowing that their organization is willing to invest in their future through learning and career development opportunities, even if promotion is not immediate. When supervisors consistently connect daily work to a larger purpose through meaningful conversations, employees gain direction, confidence, and motivation. They don't simply complete tasks—they understand the difference they make. And that understanding creates a workplace where engagement, performance, and retention naturally grow. Need Help with a Difficult Workplace Conversation? Great leadership doesn't happen by accident—it happens one conversation at a time. You Don't Need to Go It Alone. Bring your workplace people challenges to the FREE Workplace Conversations Clinic on August 17. Gain insights from Cathie Leimbach and other attendees as you explore practical ways to handle the situations you're facing. Register here for the FREE Workplace Conversations Clinic Conversation is where leadership happens.

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By Cathie Leimbach • July 28, 2026
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