Strengthening Interpersonal Relationships

When I became CEO of YMU, it was clear we needed to break the “boys' club” mould in the industry. Why? Because more than 50% of our client base is female, more than 50% of audiences are female, and more than 50% of household finances are often managed by women. It was crucial to go beyond just talking about diversity and to truly live it. 🙏 In my conversation with SheerLuxe, I discussed the barriers that women in the workforce face, especially in entertainment. From unequal pay to inadequate support during life changes, these challenges push many out. I’m proud that we are addressing this at YMU with policies that support women at every career stage, from shared parental leave to our menopause policy. As female leaders, we have a responsibility to open doors for others. That means mentoring, advocating for better policies, and being honest about the challenges we face. Creating change requires courage, and I have always believed that clarity is key to good leadership. My advice: Find your voice and proudly take your seat at the table. ❤️ See comments for the full article…

What are the decisions that make or break family offices? Ensuring a smooth transition between generations is one of the biggest challenges family offices face. Trust, collaboration, and a shared vision are required to ensure the family’s legacy thrives for generations. The foundation of any successful transition is transparency. Families that follow this strategy create and align everyone across generations. When clarity exists, trust follows, and with trust comes the ability to execute a seamless handover to safeguard the legacy. Take, for instance, a multigenerational family office that struggled with unclear roles and differing visions for the future. By implementing structured discussions and trust-building initiatives, they avoided conflicts, strengthened relationships, and set themselves up for growth. Forward-thinking families approach succession differently. They focus on: Clear roles and responsibilities to eliminate confusion and promote accountability. Mentorship and training to prepare successors with the skills and confidence to lead. When families focus on these elements, transitions become less about managing logistics and more about building lasting partnerships. The result? A family office where relationships are strong, transitions are smooth, and the legacy remains intact. It’s about creating opportunities for family members to engage in meaningful ways. This could include mentorship programs, collaborative projects, or initiatives focused on leadership development, impact or other societal matters. Something remarkable happens when family members feel empowered to contribute their unique skills and perspectives. The family office transforms into a hub for creativity and growth, moving beyond mere management and control. When trust and collaboration become part of the family’s DNA, they unlock the full potential of both the business and the people behind it. Is it time to rethink how your family office plans for the future? Be Bold. Be Daring. Be Different! #familybusiness #familyoffice #leadership #nextgeneration

"Trust gone – now everything is lost? Or what is it like in leadership when you have lost trust in an employee? I had this question in a coaching session the other day. Can you still work together when trust is gone? Often there is no other option, and yes, I firmly believe that trust can be restored. From my experience, however, it is a long-term process. The first step must be to address the issue directly – even if it is tough. 🔑 Recognizing and addressing loss of trust: Open communication is crucial. Leaders should seek dialogue to clarify the reasons for the loss of trust and to clear up misunderstandings. It is important to name specific examples and situations that led to the loss of trust in order to find solutions together. A study by Kramer and Tyler (1996) emphasizes that open and honest communication is the key to rebuilding lost trust. Beating around the bush does not help. My strategy is always: Put the shit on the table! 🔑 Rebuilding trust: Trust can be gradually restored through consistent and transparent communication and by keeping commitments. It is helpful to delegate small tasks and responsibilities and to closely monitor the employee's progress. Positive reinforcement and recognition of improvements can support the process. According to research by Lewicki and Bunker (1996), rebuilding trust is a gradual process supported by consistent actions and keeping promises. A study by Kim, Dirks, and Cooper (2009) shows that small, positive interactions and the gradual transfer of responsibility can help restore trust. These small successes should be regularly acknowledged and celebrated to promote positive reinforcement. 🔑 Implementing control mechanisms: During the rebuilding of trust, it may be necessary to introduce temporary control mechanisms. However, these should be communicated transparently and presented as temporary measures to avoid further damaging trust in the long term. Research, such as that by Bijlsma-Frankema and Costa (2005), supports that such measures should be clearly communicated and presented as temporary. This transparency prevents the measures from being interpreted as mistrust and helps preserve long-term trust. What are your experiences and strategies? #LossOfTrust #Leaders #TeamCommunication #CoachingTips #TransparentCommunication #EmployeeLeadership"

𝐓𝐡𝐞 𝐕𝐚𝐥𝐮𝐞 𝐨𝐟 𝐋𝐨𝐧𝐠-𝐓𝐞𝐫𝐦 𝐑𝐞𝐥𝐚𝐭𝐢𝐨𝐧𝐬𝐡𝐢𝐩𝐬 𝐢𝐧 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 Recruitment is known as a fast paced industry, but there’s one part of our role as recruiters that can’t be rushed; building relationships. In my experience, creating long-term relationships with our clients, candidates, and colleagues is invaluable. Not only does this approach lead to better hiring decisions, but it also shapes careers, fuels business growth, and creates networks of trust that last for years. Here’s why long-term relationships should be the foundation of any great recruitment strategy: 𝟏. 𝐓𝐫𝐮𝐬𝐭 𝐢𝐬 𝐄𝐚𝐫𝐧𝐞𝐝 𝐎𝐯𝐞𝐫 𝐓𝐢𝐦𝐞  The best partnerships – whether with clients or candidates – aren’t built in a single conversation. They develop over time, through consistency, honesty, and delivering results. When businesses work with recruiters they trust, they gain a true partner, not just a service provider. The same applies to candidates. Many of the strongest hires come from professionals we’ve known for years and placed more than once. 𝟐. 𝐀 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞 𝐓𝐨𝐝𝐚𝐲 𝐂𝐨𝐮𝐥𝐝 𝐁𝐞 𝐚 𝐂𝐥𝐢𝐞𝐧𝐭 𝐓𝐨𝐦𝐨𝐫𝐫𝐨𝐰 One of the most rewarding aspects of long-term relationship-building is seeing how careers evolve. Many candidates we’ve placed early in their careers have gone on to become hiring managers or senior leaders, and when they need to build their own teams, they often return to the recruiters they trust. A single placement can turn into a lifelong professional partnership. 𝟑. 𝐒𝐭𝐫𝐨𝐧𝐠𝐞𝐫 𝐂𝐥𝐢𝐞𝐧𝐭 𝐑𝐞𝐥𝐚𝐭𝐢𝐨𝐧𝐬𝐡𝐢𝐩𝐬 𝐋𝐞𝐚𝐝 𝐭𝐨 𝐁𝐞𝐭𝐭𝐞𝐫 𝐇𝐢𝐫𝐢𝐧𝐠 𝐃𝐞𝐜𝐢𝐬𝐢𝐨𝐧𝐬  Understanding a company’s culture, leadership style, and long-term growth strategy takes time. The deeper that understanding, the better the hires. Clients who treat recruiters as strategic partners rather than short-term vendors see the biggest return on investment – not just in speed to hire, but in quality and retention. 𝟒. 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞 𝐄𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞 𝐌𝐚𝐭𝐭𝐞𝐫𝐬  In today’s job market, candidates expect a personal, transparent process – one where they feel valued beyond a single application. A recruiter who stays in touch, offers advice, and provides genuine career guidance builds relationships that last. And when candidates have a great experience, they refer others, expanding the recruiter’s network even further. 𝟓. 𝐋𝐨𝐧𝐠-𝐓𝐞𝐫𝐦 𝐑𝐞𝐥𝐚𝐭𝐢𝐨𝐧𝐬𝐡𝐢𝐩𝐬 𝐒𝐭𝐫𝐞𝐧𝐠𝐭𝐡𝐞𝐧 𝐘𝐨𝐮𝐫 𝐑𝐞𝐩𝐮𝐭𝐚𝐭𝐢𝐨𝐧  The recruitment industry is built on trust and reputation. The most successful recruiters are the ones known for honest, long-standing relationships that create value for both businesses and professionals over time. At the end of the day, recruitment is about people, not transactions. The strongest partnerships aren’t measured in placements but rather in careers built, businesses grown, and trust earned.

Build relationships and not a network. "Networking" is cringeworthy for many, especially those who feel it is selfish, wrong, or uncomfortable. The good news is that nobody wants to be at the receiving end of your networking efforts too. If you are trying the same old networking tips that promise to boost your connections but leave you feeling more disconnected than ever, that is because networking is killing relationship building. Stop networking and build genuine relationships. You can do that by thinking about a few things. ➡️ Be genuinely curious - Be interested in learning more about the other person in the conversation. ➡️ Find commonalities - Find common topics like books, kids, dogs, and food but remember that while discussing such common topics can be a good icebreaker, relying solely on these surface-level interests can hinder deeper connections. Dig a little deeper into shared passions or experiences to foster a more meaningful bond. ➡️ Relationships over transactions - Don't treat networking as a transaction. Look for ways to help others genuinely without expecting an immediate return or any return. Building a network based on mutual support and generosity fosters authentic connections that go beyond mere self-interest. ➡️ Notes of gratitude vs. genuine appreciation - Sending notes of gratitude can be powerful, but they lose their impact if they become a routine gesture. Instead, express genuine appreciation when someone has truly made a difference. Personalized and heartfelt acknowledgments go a long way in building lasting connections. ➡️ Public networks vs. personal connections - Investing in public networks can widen your reach, but don't neglect the importance of personal connections. Balancing both public and private networks ensures a well-rounded and authentic approach to relationship building. Remember fostering genuine relationships is important. By avoiding the common pitfalls of networking and focusing on authentic connections, you will be building a network that truly matters.

In countries where trust takes longer to build (as is the case of most Asian markets), the most effective approach I’ve found is to bring real business to the table without expecting anything in return. If someone seems valuable, introduce them to a client, a partner, or an investor. Don’t ask for a favor or a cut. Just deliver. If they choose to reciprocate, that’s a green flag. If they don’t, that’s fine too because the point isn’t immediate return. It’s accelerating trust. All other forms of relationship-building, e.g., dinners, drinks, small talk, are way less valuable in comparison to this. Nothing builds goodwill like showing you can make people money while operating with integrity.

Why do some women not support other women? It’s a question that baffles and saddens me. There's a misplaced belief that success is a pie with limited slices, that if one woman succeeds, it somehow diminishes another’s chance. This couldn’t be further from the truth. Success is abundant, and there’s more than enough for everyone. I recently had the pleasure of meeting Nathalie Gregg, a woman who embodies the spirit of support and empowerment. She lives in her purpose, consistently uplifting and empowering those around her. Nathalie's belief in the power of women supporting women is truly inspiring. In a world where competition and jealousy can be rampant among women, Nathalie is a breath of fresh air. She understands that true power comes from collaboration and support, not from tearing each other down. Her actions remind me of the strength found in unity and solidarity. Over the years, I’ve learned a crucial lesson: surround yourself with those who cheer you on. It's essential to have a circle of women who believe in you, who celebrate your victories and stand by you during tough times. Women like Nathalie remind me of the importance of having allies who genuinely want to see you succeed. Because you know why? Jealousy and competition only hold us back. They create unnecessary barriers and foster negativity. Instead, let’s focus on building each other up. When we support each other, we unlock the potential for greatness that lies within all of us. Together, we can achieve so much more than we ever could alone. When one of us rises, we all rise. By supporting each other, we create a ripple effect of positivity and success. So, to all the women out there, let’s make a pact. Let’s intentionally support one another. Let’s celebrate each other’s wins and offer a helping hand during challenges. Together, we can watch the magic unfold. Who is with me and Nathalie? 💖

I live for the day when... Int'l Women's Day becomes obsolete. When equality is so deeply ingrained that we no longer need a dedicated day to celebrate half the population. I imagine telling future generations, “Do you know we used to have a special day just to push for fairness?” And seeing their confused, shocked faces because true equity is simply the norm. Until that day, we still have work to do. One of the most impactful ways to make IWD obsolete is through the power of Allyship. Here are 12 ways to be a stronger ally to women: 1/ Push for Equal Pay & Promotions ↳ Ask: “Are we applying the same standards for everyone?” 2/ Amplify Women’s Voices ↳ If a woman is interrupted, say: “Let’s hear her finish.” 3/ Sponsor, Don’t Just Mentor ↳ Name a woman for key opportunities. 4/ Share the Stage ↳ Decline all-male panels and recommend a woman expert. 5/ Challenge Bias ↳ Ask: “Would we say this about a man?” 6/ Normalize Parental Leave ↳ Take your leave - and talk about it openly. 7/ Call Out Microaggressions ↳ If you hear a dismissive comment, respond: “Let’s be mindful of how we talk about our colleagues.” 8/ Share Office Housework ↳ Say: “Let’s rotate this to keep it fair.” 9/ Advocate for Women in Leadership ↳ Ask: “Are we considering a diverse range of candidates?” 10/ Ask How You Can Help ↳ Instead of assuming, ask: “What would meaningful support look like for you?” 11/ Make Room at the Table ↳ Notice who speaks the least and invite them in. 12/ Commit Daily ↳ Set a reminder: “Have I amplified, advocated, or supported inclusion this month?” 💜 Real change happens when we show up for each other - not just today, but every day of the year. Let’s build workplaces and communities where everyone thrives. Who is someone who inspires you to be a better ally? Please tag them below! ♻️ Please share to help create a fair workplace for all. 🔔 Follow Bhavna Toor (She/Her) for more on compassionate leadership. #IWD2025 #Allyship #WomensHistoryMonth

When Maria took over a global team scattered across time zones and cultures, collaboration was minimal, and trust was fragile. Fast forward one year — that same team launched two major projects ahead of schedule, with record engagement and zero turnover. The shift? Maria made relationship-building a leadership priority — not a "soft skill" to be sidelined. The Lesson? Strong relationships aren't just feel-good perks — they’re the invisible engine behind high performance, resilience, and innovation. Common Relationship-Building Pitfalls: 📍 Transactional Interactions — Focusing only on tasks, not people. 📍 Poor Listening — Hearing words, but missing emotions and intent. 📍 Neglecting One-on-One Time — Teams feel like cogs, not humans. 📍 Avoiding Difficult Conversations — Letting issues fester instead of building trust through honesty. 📍 Blurry Boundaries — Bringing work stress into personal relationships. ✅ How to Build Meaningful Connections as a Leader: 📍 Active Listening — Give full attention, ask clarifying questions, reflect what you hear. 📍 Specific Recognition — “Good job” is forgettable. Tailored praise is powerful. 📍 Regular One-on-One Check-ins — Go beyond tasks to understand motivations and challenges. 📍 Handle Conflict with Care — Clarity + Empathy = Trust during tough conversations. 📍 Prioritize Personal Relationships — Boundaries, presence, and vulnerability matter. Relationships aren’t distractions from leadership — they’re at the heart of it. 📩 Get practical leadership strategies every Sunday in my free newsletter: CATAPULT. 🧑💻 Want to become the best LEADERSHIP version of yourself in the next 30 days? Book a 1:1 Growth Strategy Call: https://lnkd.in/gVjPzbcU #Leadership #TeamCulture #RelationshipBuilding #ExecutiveCoaching #FutureOfWork