Have you ever come across a post that stops you in your tracks and makes you think a little deeper about something important?

Last week, a colleague of mine, the super smart and gorgeous Kay Fox , shared a post here on LinkedIn, encouraging others to speak up and share the good stuff more often — not just in times of loss, but while people are still here to hear it. It struck a chord with me and inspired this week’s blog.

It got me thinking: we really don’t do this enough — not just in our personal lives, but at work too.

So this week, I want to share why that matters at work (with some research to back it up) and a few simple things you can do to start weaving this into the way you lead.

Let’s start with Why sharing the “good stuff” matters:

Our Brains Cling to the Negative. As neuroscientist Rick Hanson puts it, “The brain is like Velcro for negative experiences and Teflon for positive ones.” We’re wired to focus on what’s wrong, which means the positive often slips by unnoticed. This applies at work too — we tend to dwell on what’s broken more than what’s working.

Psychologist John Gottman found that strong relationships (at work and at home) need at least a 5:1 ratio of positive to negative interactions.

Marcial Losada found similar results in high-performing teams — those that maintained a 6:1 positivity ratio thrived. Teams that fell below a 3:1 ratio? They spiralled into low trust and defensiveness.

So if you want engagement, trust, and momentum — positive interactions can’t be an afterthought.

Positive feedback builds psychological safety. Amy Edmondson’s research shows people perform better when they feel safe to speak up and take risks. And I am sure you would agree that nothing builds that sense of safety faster than being seen and valued.

Recognition boosts motivation and performance.Gallup found that people who receive regular recognition are:

• 4x more likely to be engaged
• 5x more likely to feel connected to their culture

And more likely to show up and give their best!

It fuels identity and confidence.

When someone hears what they’re doing well, they start to see their strengths. This builds self-belief (what psychologist Albert Bandura called self-efficacy) and supports our deep psychological needs — competence, autonomy, and connection.

It’s Contagious. Barbara Fredrickson’s Broaden and Build Theory shows that positive emotions don’t just feel good — they expand our thinking, build resilience, and strengthen relationships.

So there you have it — five powerful reasons why sharing the “good stuff” matters.

Now, let’s look at three simple ways to start bringing it into the way you lead.

1. In your next 1-on-1: Start with positive reflection – “What’s something you’ve done recently that you’re proud of or would like to acknowledge yourself for?” Then follow with what you’ve noticed: “Here’s what I’ve seen you doing really well…”

2. In your next team meeting: Take 3 minutes for a “shout-out round.” Get team members to call out something great they’ve seen in each other — big or small.

3. Go looking for the good stuff. Notice the things your people are doing well — and say it, then and there.“Just saw the way you handled that — that was super impressive”

And if you want to go a step further…

With the financial year wrapping up — why not write your team members a handwritten note?Thank them for their hard work, their contribution, and how they’ve shown up over the past 12 months. It’s something I used to do as a leader, and it went a long way. A small gesture but one that made people feel seen, appreciated, and valued.

I trust this has been helpful in some way, shape or form.

Until next week

Be well and lead well,

Kylie