The Quadruple Bottom Line

Cathie Leimbach • January 18, 2022

In Ken Blanchard’s book, Leading at a Higher Level, he says that “In high performing organizations, everyone’s energy is focused on … four bottom lines – being the:

  • Employer of choice
  • Provider of choice
  • Investment of choice
  • Corporate citizen of choice.”


The Ken Blanchard Companies’ research reveals that the most important leadership function is “creating a motivating environment for your people”. This is the cornerstone of being the employer of choice. When employees work in a motivating environment, they are engaged at work; they pay attention to the quantity and quality of their work and provide great customer service.

 

When customers rate their satisfaction with customer service at 9 or 10, they will purchase 7 times as much from the company as when customer service is rated at 8 or lower. When customers are raving fans, the company becomes their provider of choice.


The strong revenue from raving fans yields strong profits. Investors want to be shareholders. Lenders offer favorable terms on loans to help the company grow or upgrade its facilities and equipment. The company becomes an investment of choice.


The financial health of the company increases its sustainability. It can operate with the long-term view in mind and it can be generous to the community. Healthy companies have the resources to make choices in favor of long-term environmental health and to support local non-profits and community development. They become a highly respected corporate citizen.  


And respected corporate citizens attract motivated employees, who serve customers well, yielding higher profit, and strengthening the organization’s presence in the community. The cycle continues.


How are your leaders creating a motivating environment to develop and retain engaged, productive employees who are essential to  the organization’s short-term and long-term success? What are you doing to equip your leaders to build a win/win/win/win reality in your organization? 

The Leadership Problem Most Companies Don’t Address

By Cathie Leimbach • May 19, 2026
Many organizations assume their biggest challenges are rapidly changing technology, customer retention, and employee initiative. But quite often, the root cause is people leadership problems. That’s one reason The Imperfect CEO by Jim Brown is so timely. Releasing today, May 19, the book explores how leaders build healthier organizations not by pretending to have all the answers, but by creating cultures grounded in trust, clarity, accountability, and meaningful conversations. Brian Besanceney, Chair, Board of Orlando Health, Inc., described the book this way: “Through vivid stories, real-world examples, and a model grounded in collaborative culture, Jim Brown gives leaders permission to wrestle honestly with the generational divides, misaligned targets, and cultural fractures that can too often sabotage high-potential organizations.” Greg Apple, CEO of Amgine.ai, connected the book to leadership beyond business alone: “In a fast-moving company, culture is everything. Jim Brown’s principles have helped our team lead with greater clarity and alignment. The Imperfect CEO distills those lessons brilliantly. Every leader should read it.” What stands out to me is how closely this book aligns with the principles behind Conversational Management. Healthy cultures are rarely built through policies alone. They are built through the quality of everyday leadership conversations — how expectations are clarified, how accountability is handled, how feedback is delivered, and how trust is strengthened over time. That’s why leadership development cannot stay theoretical. Culture changes conversation by conversation.  The Imperfect CEO is an easy-to-read business fable that illustrates common people leadership challenges and provides suggestions for overcoming them. Order your copy today and start building healthier leadership conversations inside your organization.

Why Some Companies Attract More Job Applicants Than They Need

By Cathie Leimbach • May 12, 2026
Chick-fil-A restaurants often receive far more job applications than they have openings. This is not luck. It is leadership. People apply where they believe they will be treated well. At Chick-fil-A, employees experience respectful communication, clear expectations, and leaders who support their success. That reputation spreads quickly through word of mouth. Leaders in these restaurants do simple things well. They ask questions before they assume. They listen to employees. They provide encouragement and clear direction. They notice good work and address problems in a helpful way. As a result, employees feel valued. They enjoy coming to work. They tell others. That is what attracts more applicants. Many organizations focus only on hiring. Strong organizations focus on how people are treated after they are hired. When leaders create a workplace where people feel respected, supported, and clear on what success looks like, something powerful happens: People stay. People perform. And more people want to join. This is what leadership really is. Would you like to see several leadership and culture practices Chick-fil-A uses to attract and keep quality employees? Click here to view: How Chick-fil-A Attracts Quality Applicants