Where there is no light, there is no growth.

Do you also find yourself longing for more light and positivity these days? That’s only human. In difficult times, we instinctively look for a lighthouse—something that gives us orientation and hope.

In biology, this phenomenon has long been known as the heliotropic effect:

Plants grow toward the light. All living systems orient themselves toward what supports life and turn away from what threatens it. Growth follows positive energy.

We know this pattern from our personal lives as well. It often happens gradually and almost imperceptibly: over time, you begin to feel that the person you live with takes more energy than they give. And how do we react? Closeness becomes distance, dialogue turns into silence, and togetherness slowly becomes separation. Not necessarily because love is gone—but because of self-protection.

The same applies in organizations. Numerous studies (among others by Kim Cameron) show that individuals systematically orient themselves toward people who generate energy—so-called energizers—and avoid those who drain energy, often called energy suckers. While energizers increase the motivation, learning readiness, and performance of others, interaction with energy drainers often leads to stress, withdrawal, and declining performance.

Employees avoid colleagues who control, unsettle, or emotionally exhaust them. Instead, they seek out those who provide orientation, listen, and strengthen others. Networks therefore do not primarily form along organizational charts—but along flows of energy.

This also explains why traditional promotion logic often fails: outstanding expertise without a positive energetic impact may create short-term results, but in the long run it produces friction and can lead to a toxic culture.

There is a simple question that helps identify energizers and energy drainers in a system:
“What happens to my energy when I interact with this person?”

Und wenn ihr wissen wollt, wer die Top-Energizer in eurer Organisation sind, dann bittet einfach alle Mitarbeitenden darum, ihre Top 3 Energizer aufzulisten. Anschliessend zählt ihr die Nennungen und habt eure «Energie-Leuchttürme»! Könnte man genauso auch mit den «Suckern» machen – wäre aber politisch nicht korrekt 😉

Studies show that a person’s position within the informal energy network of an organization predicts performance four times more reliably than their position in the hierarchy (research by Rob Cross and Wayne Baker).

It’s time we start applying the heliotropic effect in our organizations. As a starting point, here are five practical ideas:

• Observe whom people naturally turn to.
• Notice whose presence is sought in difficult situations.
• Promote energy and positive impact—not ego and loudness.
• Build energy networks, not just formal structures.

And regularly ask yourself: Am I a source of light—or a source of shadow?

Because growth follows energy. In nature. In relationships. And in organizations.