The Real Impact of Sincere Change

The first real job change I encountered was during a 142-day strike against the Goodyear Tire & Rubber plant in Ohio, to win a cost-of-living allowance. I was 20. Between the company and the Rubber Workers Union, workers were assured that everyone would benefit from the negotiations.

However, as the strike dragged on with no clear end in sight, the erosion of our trust led to a devastating outcome: we all lost our jobs.

That experience shaped how I see leadership and change to this day.

Change in the workplace is inevitable. How leaders navigate it determines whether trust deepens or erodes, whether talent stays or leaves, and whether culture strengthens or fractures.

When change is introduced, trust is affected first. Employees immediately assess:

• Am I safe?

• Am I valued?

• Can I trust what I’m being told?

From there, retention and culture follow closely behind. If trust wavers, uncertainty grows. If uncertainty lingers, disengagement and turnover are not far behind.

People don’t resist change because they dislike growth. They resist change when it feels unclear, rushed, imposed, or misaligned with their values. Conversely, they accept change when they feel informed, involved, supported, and respected.

This places leadership at the center of change. The skills leaders use-or fail to use-determine whether change is disruptive or unifying.

Key Insights

• Show Up Fully: Self-aware leaders drive trust and engagement.

• Trust Is the First Casualty or the First Win: How leaders communicate change sets the tone for everything that follows.

• Retention Is a Response, Not a Coincidence: People leave when change feels unsafe, confusing, or disconnected from purpose.

• Culture Is Revealed During Change: Change exposes the true strength, or weakness, of leadership’s habits and values.

• People Don’t Resist Change – They Resist Loss: Loss of clarity, control, identity, or connection drives resistance more than the change itself.

What Matters Most

Change is emotional before it is operational.

Connect and listen. Get to know your team. Invite candid sharing and practice active listening. Leaders must acknowledge uncertainty before demanding commitment. Transparency builds credibility, even when answers aren’t definitive.

Trust, retention, and culture are strengthened when leaders lead change with people, not at them.

The most effective leaders don’t rush people through change; they walk with them, side by side, through the change. One way to do this is through Cadence Coaching, which partners with leaders to provide direct coaching and align with the specific needs of their employees and team members.

Reflection Questions

• How will you align your actions with values and purpose even when it is unpopular?

• When change occurs, how do you intentionally protect and build trust with your team?

• What fears or uncertainties might your people be experiencing but not voicing?

• How are you inviting involvement and dialogue rather than driving compliance?

• Which leadership skills do you need to strengthen to lead change with clarity and confidence?

Quick Practice

In your next change-related conversation, pause and ask a trust-building question:

• “What concerns or questions do you have right now?”

• “What support would help you navigate this change?”

Listen without defending, fixing, or rushing.

Connection first. Alignment second. Execution follows.

Trust First, Then Everything Else

“Change doesn’t break trust; leadership silence does. Trust grows when leaders choose clarity, empathy, and presence.” — Deb Olejownik

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Bridging the Communication Gap: Better, Faster, More Confident Leadership

The greatest leadership gaps aren’t technical. They’re communicative.

When leaders struggle to clearly articulate ideas, priorities, or direction, teams don’t just slow down -they disconnect. Misalignment grows, trust erodes, decisions stall, and outcomes suffer. Over time, so does retention.

Authentic leadership begins with how you show up, how you communicate, and how you help others make sense of complexity. Leaders who bridge the communication gap become subtle negotiators of change.

People leave conversations knowing:

• What they are doing

• How it fits into the bigger picture

• Why it matters

That clarity fuels confidence, alignment, and commitment.

Key Insights

• Leadership Presence: How you influence others matters. People respond first to who you are, then to what you say.

• Leadership Perspective: Leaders gather and interpret information differently- and understanding those differences sharpens vision and alignment.

• Leadership Impact: Decisions become stronger and faster when communication is clear and intentional.

• Leadership Approach: How you organize, adapt, and move people forward determines whether teams feel confident or confused.

Great leaders take complex ideas and make them easy to understand. They create shared meaning, not noise.

What Matters Most

Clarity builds trust. Confusion erodes it.

Alignment doesn’t happen by accident-it’s facilitated through intentional communication. Teams move faster when leaders communicate simply, consistently, and confidently.

Retention increases when people understand their role, the direction, and the purpose behind the work.

Strong communicators don’t demand change-they enable it.

Reflection Questions

• How does your leadership presence influence others?

• Where might your message be clear to you, but unclear to others?

• How do you help smart, capable people align quickly on what matters most?

• What would improve if your team made decisions with more confidence and less hesitation?

Quick Practice

Before your next meeting, answer these three questions for yourself:

• What’s the main message I need people to walk away with?

• What makes it important-right now?

• What’s the next clear action?

Then communicate only what’s essential.

Clarity accelerates action. Action drives outcomes.

“Clear communication isn’t about saying more-it’s about helping people see what matters and move forward with confidence.” — Deb Olejownik

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Bowling & Leadership: A Personal Story

The last time I bowled was when I lived in Ohio, nine years ago.

Eight years ago, I survived a devastating cancer diagnosis that left me with lymphedema in my right, dominant arm. For the past few weeks, I’ve been quietly practicing and learning the intricacies of bowling again with a five-pound weight. Not because it was easy, but because it mattered to me.

My networking group went bowling on Wednesday, February 4th. I was excited, motivated, and determined to participate fully. I even called the bowling alley ahead of time to ask about the lightest ball they had.

Six pounds. Good, I thought. I can handle that.

After my first throw, I immediately knew I needed a seven-pound ball. The next size up was eight. I hesitated. Would an extra two pounds matter? Would it impact my arm? The team? The game?

At first, I threw plenty of gutter balls. I expected that. But once I realized my arm was going to be okay, I relaxed. I had fun. I stayed in the game. And I made it through the entire match successfully.

The highlight? I threw two strikes.

Everyone had a great time. We laughed. We celebrated. We played together.

Now, look at this through a leadership and talent retention lens.

Your employees are bowling every day.

They’re nervous about something. They’re carrying unseen challenges. They throw “gutter balls” while figuring things out. They’re adjusting their grip, their stance, their strategy-trying to succeed.

The question is: Do you see it?

Key Insights

• People are often navigating challenges you cannot see.

• Performance improves when fear is replaced with safety.

• Growth requires permission to try, miss, adjust, and try again.

• Leaders don’t remove challenges; they create conditions for success.

What Matters Most

Retention isn’t about perks or pressure; it’s about care, curiosity, and support.

When people feel seen, heard, and understood, they stay, and they grow.

Reflection Questions

• What might your employees be nervous about right now?

• Where are they still throwing “gutter balls” as they learn?

• What assumptions are you making about their capability or motivation?

• How often do you celebrate progress, not just perfection?

Quick Practice

This week, ask one team member:

• “What’s been harder than it looks lately?”

• “What would help you feel more confident right now?”

Then listen without fixing, correcting, or judging.

What Results Can You Expect?

• Increased trust and psychological safety

• Higher engagement and confidence

• Faster learning and fewer costly mistakes

• Stronger loyalty and improved retention

When people know you care, they don’t just perform, they commit.

“People don’t care how much you know until they know how much you care.” — Theodore Roosevelt

Celebrate with your people when they get it right. Those moments, those strikes – are where confidence, connection, and retention are built.

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When “People Problems” Become Leadership Breakthroughs

This week was eye-opening.

I attended a full-day Mini-Retreat and, two days later, a half-day Q1 Mastermind. In that space of reflection, something became crystal clear:

The theme isn’t strategy. It isn’t systems. It isn’t even performance.

It’s People.

As a coach, I work with leaders who are sick and tired of dealing with people issues -miscommunication, conflict, disengagement, resistance, and underperformance.

You feel like your back is against the wall, wondering:

• What’s the best way to deal with people?

• How do I fix these people’s problems?

• Am I even heading in the right direction?

But here’s the deeper question:

When you think you know your people… do you really?

You’ve been communicating since day one, interviewing, onboarding, and training. Yet nothing seems to change. You say you want to fix them. But is that what truly needs fixing?

There is something powerful that happens when you pause long enough to question your assumptions. When you admit you might not have the full picture. When you lean into the discomfort instead of pushing harder.

That’s where clarity begins.

Workshops can be catalytic in this process. When leaders step into open, honest, and yes, sometimes awkward conversations, they often walk out with more clarity than they’ve had in months. The fog lifts. The tension eases. The path forward sharpens.

That’s why I’m developing a six-part workshop experience designed to help leaders bridge the gaps they feel with their people and move toward their leadership goals.

Topics may include:

• Establishing genuine rapport

• Expanding influence and confidence

• Increasing self-awareness

• Anchoring authentic leadership

• Managing workplace conflict

• Addressing the people challenges keeping you up at night

Key Insights

• Most “people problems” are clarity, communication, or alignment gaps.

• Assumptions quietly fuel frustration.

• Open dialogue creates breakthroughs faster than silent resentment.

• Leaders grow when they shift from fixing people to understanding them.

What Matters Most

You cannot sustainably fix performance without addressing connection.

Understanding precedes influence. Clarity precedes change.

Reflection Questions

• What assumptions am I making about my team?

• Where might I need a deeper understanding rather than tighter control?

• Have I created space for honest, constructive dialogue?

• What part of this challenge belongs to my leadership growth?

Quick Practice

Choose one team member this week and ask:

“What’s one thing I may not fully understand about your experience here?”

Listen for insight, not ammunition.

What Results You Can Expect

When leaders invest in understanding and skill-building around people dynamics, they experience:

• Reduced conflict and tension

• Stronger rapport and trust

• Increased engagement and accountability

• Greater clarity in communication

• Improved retention and morale

When leaders grow in people leadership, performance follows.

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Market Research Invitation

I’m currently conducting market research conversations to design this six-part workshop intentionally and strategically.

If you are willing to share your perspective on what tips, tools, and outcomes matter most to you, I would be honored to hear your insights.

You can schedule time here:
https://coachingwithheart.youcanbook.me

“People need to hear the vision seven times before they really hear it for the first time. Human beings have short attention spans and are a little jaded when it comes to new messages.” — Gino Wickman

Leadership isn’t about fixing people. It’s about understanding them well enough to lead them wisely.