5 Ideas for Sharing Kindness

Cathie Leimbach • September 3, 2024

In today's fast-paced work environments, where deadlines loom and pressures mount, kindness can sometimes take a backseat. However, fostering a culture of kindness at work is not only beneficial for individuals' well-being but also for overall productivity and morale. Here are five simple ways to show kindness in the workplace:

1.     Check-In with Colleagues: Take the time to notice when a colleague seems down or overwhelmed. A simple check-in can make a world of difference and show that you care about their well-being.

2.     Be Understanding and Tolerant: When others make mistakes, respond with empathy and understanding. Instead of blaming or criticizing, offer support and help them learn from the experience.

3.     Invite Someone to Lunch or Coffee: Extend a friendly invitation to a coworker who may be feeling isolated or left out. A casual lunch or coffee break can provide an opportunity to build connections and strengthen relationships.

4.     Share Praise: When you notice a colleague's hard work or achievement, don't hesitate to share it with their boss or team. Recognizing others' contributions publicly not only boosts morale but also fosters a culture of appreciation.

5.     Ask for Others' Perspectives: Actively seek out the opinions and perspectives of your coworkers. Show that you value their input and consider their viewpoints in decision-making processes.



By incorporating these simple acts of kindness into our daily work routines, we can create a more supportive and inclusive workplace where everyone feels valued and respected.

How Leadership Growth Drives Business Performance

By Cathie Leimbach • June 17, 2025
Herminia Ibarra’s research offers compelling insight into why leadership development should be viewed as a strategic priority. Her work shows that helping leaders grow isn’t just beneficial for individuals—it significantly improves how organizations operate and perform. Ibarra explores how leadership identity evolves over time. When managers step back from daily tasks and begin thinking and acting more strategically, it creates ripple effects across the organization. Teams become more engaged, decision-making improves, and execution becomes more effective. These shifts enhance productivity, innovation, and retention—key drivers of long-term success. Her research also highlights the value of building strong leadership pipelines. Companies that invest in leaders who are adaptable, self-aware, and skilled at big-picture thinking tend to be more agile and resilient. These organizations are better equipped to respond to change and seize new opportunities. By reframing leadership development as a strategic investment rather than a soft skill, Ibarra shows how it creates measurable improvements in performance across the organization. Growth in leadership capacity leads to smarter decisions, healthier cultures, and stronger overall results. 👉 For a deeper dive into the data, click here to view Insights from Herminia Ibarra’s Research on Leadership Development and its Measurable Impact.

Age and Gender Shape How Employees Want to Be Appreciated

By Cathie Leimbach • June 10, 2025
In today’s evolving workplace, one constant remains: employees want to feel valued. Interestingly, research comparing data from before and after COVID-19 shows that employees' preferred languages of appreciation have remained remarkably consistent over time. However, age and gender differences reveal important nuances leaders shouldn’t ignore. Gender differences are clear. Men more frequently chose Acts of Service as their preferred form of appreciation (26%), while women gravitated toward Words of Affirmation (46%). When asked about their least preferred language, women were more likely to rank Acts of Service at the bottom, while men showed a strong dislike for Tangible Gifts. Age also matters. Employees over 60 overwhelmingly preferred Words of Affirmation (48%), while the youngest generation (under 20) leaned toward Quality Time (33%). These trends suggest that life stage and workplace experience shape what appreciation feels most meaningful.  The takeaway? While core preferences haven't shifted dramatically post-COVID, effective leaders need to understand and respond to individual differences. Avoid blanket strategies and invest in knowing how each team member feels most valued. Personalized appreciation builds stronger teams—across every generation and gender. For further details, see Dr. Paul White’s article on gender differences in appreciation preference.
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