Workplace Seating Matters

Cathie Leimbach • December 6, 2022

When employees express concern about their workplace environment, managers often tell them to focus on their own work and ignore what others are doing. A recent study by Kellogg suggests that this advice reduces company performance.

They found that those who work within 25 feet of high performer increase their productivity by 15%. And, those who start working beside a low performer have a drop of 30% in their productivity.

High performers tend to be more positive about their work so their brain sends positive vibes into the space around them. Low performers who tend to be more negative about work send out negative vibes. 

Good and bad vibes are airwaves with different wavelengths. When they enter someone else’s head as they move around a room or space, they increase or decrease the average wavelength of the vibrations in everyone’s heads, increasing or decreasing their positivity and productivity.

This study suggests that those who are working with high performers can produce 45% more results than those working around low performers. What action might you take the next time one of your employees mentions that their workmates are interfering with their performance? 

Why Your Company's Success Depends on This One Thing (Hint: It's Not What You Think)

By Cathie Leimbach • August 19, 2025
What separates thriving companies from struggling ones? 🤔 Professor Lynda Gratton from London Business School spent decades studying this exact question. Her findings will change how you think about leadership. Here's what she discovered:  Organizations that invest in developing collaborative leaders consistently outperform their competitors. Not by a little—by a lot. Through her groundbreaking study of 21 global companies and 200+ executives, Gratton identified the three game-changing elements: ✅ Cooperative culture - Moving from "me vs. you" to "we together" ✅ Rich networks - Breaking down silos so ideas flow freely ✅ Shared purpose - Giving work meaning beyond the paycheck The results speak for themselves: → Better innovation → Higher employee engagement → Stronger financial performance Companies that train managers to be collaborative leaders (not just bosses) create environments where teams actually want to work together. My takeaway? Leadership development isn't a "nice to have"—it's your competitive advantage. When leaders learn to cooperate and inspire others, entire organizations transform. What's your experience with collaborative leadership? Have you seen this play out in your organization? Want to dive deeper? View Three Pillars of Success which breaks down how to produce measurable results in innovation, efficiency, and engagement.

Inspiring Positivity Through Trust

By Cathie Leimbach • August 12, 2025
In leadership, hope may spark positivity—but trust is what sustains it. Trust means your team believes you’re honest, reliable, and truly have their best interests in mind. Without it, people hesitate to share ideas, take risks, or fully engage. Great leaders build trust through consistent actions. They follow through on promises, admit mistakes, and lead with transparency. They listen without judgment, treat everyone with respect, and make decisions that are fair and thoughtful. When leaders communicate clearly and regularly—even when the news is tough—they create a culture of openness. When they give credit generously and support their team both publicly and privately, trust grows even deeper. Over time, trust becomes the foundation for loyalty, collaboration, and high performance. People feel safer, more motivated, and more willing to contribute at their best.  Trust doesn’t happen overnight. But with patience, consistency, and care, leaders can build it—and with it, a stronger, more positive workplace.