Workplace Relationship Building Skills

I remember I was heading into a board meeting when our office janitor, Mr. Ellis, stopped me. He said, "Your name tag's upside down." My first instinct? → Brush it off. → Pretend I didn't need help. → Protect my pride. Instead, I paused and said, "Thanks for looking out for me." He smiled and replied, "Doesn't matter your title. You represent all of us when you walk into that room." That single moment with Mr. Ellis's big brown eyes shifted how I viewed leadership forever. Six months later, I stood in that same boardroom, presenting a critical strategy. Not because I knew everything. But because I walked in carrying the quiet confidence that comes from respecting everyone who makes our work possible, from the janitor to the CEO. And respect carries more weight than any title ever could, regardless of the room you're in. Here's what most professionals get wrong: They think career growth is about impressing those above them. They forget that everyone, from the janitor to the CEO, sees how you really show up. They underestimate the wisdom in people that society often overlooks. But the highest-impact leaders I've coached share one trait. They lead with respect. → They treat every person like they matter. → They know trust isn't reserved for titles. → They understand influence starts with how you make people feel. That's how careers grow, not just in skill but in humanity. The C.H.O.I.C.E.® Framework makes this real: Courage: Stand for dignity, even when no one's watching. Humility: Know you're not above anyone. Openness: Learn from every voice. Integration: Turn respect into everyday actions. Curiosity: Ask people about their stories. Empathy: See the person behind the role. Here's how to start leading with respect and grow your career: ✅ Start small. → Thank someone whose work often goes unseen. → Respect is built in micro-moments that matter. ✅ Listen deeply. → Instead of dismissing someone's input, ask: → "What do you see that I might be missing?" ✅ Model humanity. → Show others how to treat people well, no matter their title. → Respect shapes culture and careers. The more senior you become, the more your treatment of junior staff defines you. Your peers judge your character not by how you handle power but by how you treat those without it. 💭 Who's someone "behind the scenes" who taught you about leadership? ♻️ Tag someone who leads with humanity. ➕ Follow Loren Rosario - Maldonado, PCC, for career coaching that's human to the core.

Every workplace has them: the eye rolls when "the Boomer" suggests another meeting, the sighs when "the Gen Z kid" mentions work-life balance again, the assumptions flying faster than Slack messages. But here's what we're missing, generational diversity might be our most underutilized organizational superpower. The research tells a compelling story. According to Deloitte, age-diverse teams make better decisions 87% of the time. AARP found that companies with multigenerational workforces are 1.7x more likely to be innovation leaders in their industries. This isn't feel-good rhetoric, it's measurable impact. Consider the complementary strengths: Boomers bring institutional knowledge and relationship capital built over decades. Gen X offers skeptical pragmatism and independent problem-solving from their latchkey years. Millennials contribute digital fluency and collaborative approaches shaped by growing up online. Gen Z brings fresh perspectives on sustainability, inclusion, and mental health that organizations desperately need. Yes, the friction points are real. Older generations sometimes view remote work requests as laziness rather than efficiency. Younger workers might interpret process-heavy approaches as resistance to change rather than risk management. Communication preferences clash, formal emails versus instant messages, scheduled calls versus quick video chats. But here's the truth: every generation thinks the others "don't get it." Boomers were once the disruptors challenging traditional hierarchy. Gen X was labeled cynical and uncommitted. Millennials were "entitled" until they became middle managers. Today's Gen Z "snowflakes" are tomorrow's industry leaders. The organizations winning today understand that patience isn't weakness, it's strategy. When a 25-year-old's fresh perspective meets a 55-year-old's pattern recognition, innovation happens. When digital natives teach established professionals new tools while learning the politics of organizational change, everyone grows. Bridging these gaps requires intentional effort. Reverse mentoring programs where younger employees teach technology while learning leadership. Project teams deliberately mixed across generations. Recognition that "professionalism" looks different to different cohorts, and that's okay. The most successful cultures I've seen treat generational diversity like any other form of diversity: a competitive advantage that requires investment, understanding, and genuine curiosity about different perspectives. Because when five generations work together effectively, you get something powerful: the wisdom to know what shouldn't change, the courage to transform what must, and the perspective to tell the difference. That's not just good culture, that's unstoppable culture. 🌟 AA✨ —————————————————————————— 👋🏾 Hi, I’m Abi: Founder of The Culture Partnership. Follow + 🔔. I discuss organizational culture, inclusion, leadership, social equity & justice.

Five generations are now present in the workforce, but most leaders only know how to communicate with 1 or 2 of them. Most leaders don’t realize they're missing an essential piece to holistic leadership: Optimization of all age groups. Leading a team requires the skills to manage across multi-generational differences. Here are three critical skills essential for success in this area: 💬Effective Communication Leaders must adapt their communication styles to suit different generations, who may have distinct preferences and expectations for receiving information. For instance, younger employees might prefer quick digital communications, while older employees may value more formal, in-person discussions. Understanding and leveraging these differences promotes clarity, minimizes misunderstandings, and fosters a culture of inclusion. 🔄️Adaptability and Continuous Learning Given the rapid pace of technological and cultural change, leaders must embrace continuous learning to stay relevant and effectively lead a diverse team. This includes being open to new tools and trends while valuing traditional methods where they are effective. Flexibility in processes and policies that cater to varying career stages and work-life needs will also help retain and engage a diverse workforce. 👂Empathy and Emotional Intelligence Leaders must show understanding and respect for the unique perspectives, values, and motivations that each generation brings to the workplace. Empathy helps build trust and enables leaders to manage potential generational conflicts or biases, creating a more collaborative environment. Emotional intelligence also helps understand generational stressors, allowing leaders to tailor support to help employees feel valued and supported at all stages of their careers. By mastering these skills, leaders can create a more cohesive, productive, and engaged multi-generational workforce. For three decades, my work has focused on diversifying workplaces and helping leaders develop the skills they need to create inclusive and equitable spaces. While you don't need to become an expert, it's essential to know how to nurture a culture of transparency and trust in rapidly evolving workplaces. Head to my profile for more information on how to work with me.

Tired of generational clashes at work? Try this instead. If you’re leading a multigenerational team, here’s how to build real understanding: 1. Focus on values, not labels. Most employees want the same things: growth, recognition, flexibility. Talk about what matters, not when they were born. 2. Pair people across life stages. Reverse mentoring works both ways. Gen Z can teach tech. Boomers can share wisdom. 3. Debunk the stereotypes. Together. Make it a team exercise. Discuss which generational myths you’ve heard—and challenge them with your actual experiences. Generations don’t clash. People do—when they don’t understand each other. 💬 How have you bridged generational gaps on your team?

Kind Doesn’t Mean Weak: How to Be Nice and Respected at Work After my post “Can being too nice keep you from getting promoted?", a lot of people asked: “So what’s the right balance?” Here’s what I’ve learned (and seen firsthand): You can be kind, collaborative, and empathetic—without becoming a pushover. Here’s how: Say No with Boundaries, Not Guilt Nice people often overcommit. Respected people know when to say, “I can’t take that on right now.” Give Feedback Honestly, Not Softly You’re not helping your team by sugarcoating what needs to improve. Be constructive, but be direct. Ask for What You Deserve Raises, promotions, stretch assignments—none of them are handed out for “being nice.” You have to ask. Speak Up, Even When It’s Uncomfortable Whether it’s calling out a bad idea or advocating for a better one—respect grows when people see you take a stand. Stop Apologizing for Everything You’re not “bothering” people by doing your job well. Own your voice. Own your impact. Being kind earns goodwill. Being assertive earns influence. You need both to lead. What’s helped you find that balance? #Leadership #WorkplaceWisdom #KindButAssertive #CareerGrowth #EmotionalIntelligence #BoundariesAtWork #RespectInTheWorkplace #ProfessionalDevelopment #PromotionMindset

I often hear from introverts that they struggle to make an impact at work without seeming pushy or inauthentic. The good news: you don't need to become an extrovert to earn respect. Did you know that 82% of our workplace impressions are based on warmth and competence? That means, how you present yourself - your body language, tone, and word choice - matters more than how much you talk. After coaching countless introverted professionals, I've identified 3 tactical approaches that transform how they're perceived: 1. Make a good impressions through physical presence Stand or sit with shoulders back and chest slightly open. This "postural expansion" not only signals confidence to others but actually makes you feel more confident internally. Make strong eye contact, smile warmly, and use a firm handshake or clear greeting: "Hi [Name], great to see you!" This combination of warmth and competence creates immediate respect. 2. Contribute early in group settings Aim to say something within the first 5-10 minutes of any meeting. It doesn't need to be groundbreaking—a thoughtful question or brief comment works: "I appreciate [Name]'s point about X. I think it connects to Y." When you do speak, use downward inflection at the end of your sentences. Instead of "I think this approach might work?" say "I think this approach might work." The difference is subtle but powerful. 3. Leverage the spotlight effect Most people are too focused on themselves to scrutinize you (this is the spotlight effect). Use this knowledge to redirect attention by asking about others: "What's been the most exciting part of your project lately?" This takes pressure off you while making colleagues feel valued - building connection and respect simultaneously. ____ The truth is, getting respect doesn’t mean being the loudest in the room. It's about being intentional with your presence and creating moments of genuine interaction. These small adjustments have massive impact. Which one will you try first?

The Leadership Mistake That’s Costing You Respect (And How to Fix It in 5 Minutes) What if I told you that the quickest way to lose trust as a leader is by always saying what people want to hear instead of what they need to hear? It’s true—and it’s one of the most common leadership traps. Why It Matters: Great leaders don’t sugarcoat reality. They provide clarity, even when the truth is uncomfortable. Studies show that organizations with high levels of radical candor—open, honest, and constructive feedback—experience 30% higher employee engagement and 25% lower turnover rates (Gallup, 2023). Desire & Conflict: A few years ago, I worked with a leader who prided himself on being “nice.” He avoided hard conversations, sidestepped accountability, and told his team what they wanted to hear, not what they needed to succeed. Morale seemed high—until performance plummeted, deadlines were missed, and the best employees quietly left. One day, after another avoidable mistake, the question was asked, “Do you want your team to like you today or respect you for years to come?” That moment changed everything. He started giving honest, constructive feedback—not to tear people down, but to build them up. Within months, the team’s performance and trust in leadership soared. How to Apply This Today: Want to build a culture of respect and high performance? Do these three things today: 1. Speak the truth with care – Don’t avoid hard conversations. Deliver feedback with both honesty and empathy. 2. Prioritize growth over comfort – If your goal is to be liked more than to lead, you’re failing your team. 3. Ask, ‘What do they NEED to hear?’ – Before giving feedback, check yourself: Are you offering value or just avoiding discomfort? Strong leadership isn’t about easy conversations—it’s about the right ones. Ready to level up your leadership? Drop a “YES” in the comments if you’re committed to telling people what they need to hear—not just what’s easy. For more leadership insights, check out my other post. ♻️ I hope you found this valuable, please share with your network. 📌As a seasoned finance and operations leader with years of experience, I am passionate about organizational leadership and developing future leaders. I am currently seeking my next opportunity and welcome connections to discuss how my expertise can add value to your organization. Click "Follow" and 🔔 #Leadership #HonestLeadership #LeadWithIntegrity #CoachingMatters #RespectInLeadership #LeadershipDevelopment #Mentorship

Can we stop with the BS about surface perks? People are not pre-occupied with gym memberships and HSA's, although these things are nice to have, all things being equal. What people crave are deep, meaningful aspects of work that promote human sustainability. Here’s what that truly entails, rooted in the seven essential needs we have from work: 1. A Life That Works: Employees need balance. They seek workplaces that respect and support their life outside of work, allowing them to thrive both personally and professionally. 2. Feeling Seen and Connected: Recognition and genuine connections are crucial. Employees want to feel valued, understood, and part of a cohesive team where their contributions are acknowledged. 3. Contributing to Something That Matters: Purpose drives engagement. Employees want to know that their work is meaningful and contributes to a larger mission that they care about. 4. Opportunities to Learn: Continuous growth and development are key. Providing opportunities for learning and skill development keeps employees motivated and invested in their roles. 5. Authenticity and Trust: A culture of honesty and transparency builds trust. Employees need to feel safe to be themselves and to trust their leaders and colleagues. 6. Psychological Bravery: Workplaces must be environments where employees feel safe to take risks, express their ideas, and admit mistakes without fear of retribution. 7. Fairness and Equity: Fair treatment and equitable opportunities are non-negotiable. Employees must feel that they are being treated fairly and have equal access to opportunities for advancement. Human sustainability in the workplace is about creating environments where employees can truly thrive. It’s time we move beyond surface perks and focus on these deeper, more impactful needs to build workplaces that truly work for everyone. Connection is the future of human performance. #WorkplaceCulture #EmployeeEngagement #HumanSustainability #Leadership #WorkLifeBalance #ContinuousLearning #MeaningfulWork #WorkMatters To hear more podcasts where I wax on about these basics, check out my new spotify playlist of podcasts I've guested on. https://lnkd.in/gdUsMHk7

Welcome to the Tuesday Trust Take! Let's discuss what to do as a leader when trust has been actively broken with your team member, a critical time for action. The research: - First step is reflection (e.g., what could have been behind the message or action that violated the trust? What could have been the broader implications not realized at the time?) - Seek feedback and advice from the team member. - Implement a plan with actions for repair in partnership with the team member, clarifying expectations and providing goals for relationship improvement. - Lead with empathy in communications and elevate level of support and visibility during this time. - Believe it or not, apologies can actually backfire depending upon the intensity of the trust violation.   Some thoughts from experience to address the research points: - When speaking with the team member, seek solely to understand, not defend. This is not the time for ego. - The last research point does not mean never apologize. Rather, it means focus on what the team member needs to move forward. Asking something like, "what would help you feel that this situation was properly addressed?" demonstrates prioritization of their needs, not yours. - Follow-through cannot be emphasized enough here. What I would often observe from employees is speaking up when something has happened but no subsequent discussion of where it went from there, which made the situation even worse. Demonstrate your commitment to the remedies discussion and connect the dots for associated actions. - Trust is not fixed overnight. Just like any relationship, it's an unfair expectation to assume A+B actions = everything is solved forever. Focus on consistent alignment between words and actions to build it back up and don't spiral if the momentum varies. And know that on the other side could be an even stronger relationship.   Have you had an experience with mending trust in the workplace? What has worked for you, or what have you observed that definitely doesn't work? Please comment below!   #OrganizationalEffectiveness #OrganizationalCulture #WorkplaceTrust   The Tuesday Trust Take combines review of research related to trust and insights from my own experience of a couple decades in the People & Culture space. Click on the bell icon underneath my profile banner + select "All" to stay updated on new posts and be sure to join in the conversation!

In our careers, misunderstandings and miscommunications are inevitable. However, the resilience of our professional relationships is tested not by these challenges themselves, but by how we navigate the journey back to mutual trust and respect. I recall a time when a significant misunderstanding with a colleague put a project we were both passionate about at risk. The mix-up stemmed from an email that was intended to clarify roles but ended up causing confusion about responsibilities. Tensions escalated quickly, affecting not only our collaboration but also the project's progress. The key to rebuilding our trust involved several crucial steps: 1. Immediate Acknowledgement: We acknowledged the misunderstanding swiftly without assigning blame. Recognizing the issue openly paved the way for a constructive conversation. 2. Open Communication: We dedicated time to sit down and discuss the misunderstanding openly and honestly. This was not a quick chat between tasks but a focused effort to understand each other’s points of view. 3. Apologizing Where Necessary: Both of us took responsibility for our parts in the misunderstanding. A genuine apology can go a long way in healing professional relationships. 4. Re-establishing Expectations: Together, we revisited and clearly defined our expectations moving forward. This helped prevent similar issues and ensured we were aligned in our project goals. 5. Reinforcing Trust Through Actions: Trust is rebuilt in the small moments. Following the conversation, we made a concerted effort to demonstrate our commitment through reliability, consistent communication, and support for one another. 6. Reflecting and Learning: Finally, this experience became a learning opportunity. We reflected on what went wrong and how we can better handle potential misunderstandings in the future. This incident taught me that trust is not just about believing in someone's abilities or intentions; it's also about the willingness to work through misunderstandings together, with integrity and openness. The concerted effort to repair our working relationship not only salvaged our project but also strengthened our professional bond, making us better collaborators. Have you experienced a similar situation where you had to rebuild trust with a colleague? What actions were key to re-establishing that trust? Sharing your story could inspire others facing similar challenges. https://lnkd.in/e7SRH9Cx