Strengthening Interpersonal Relationships

Workplace conflict: your brain takes 0.07s to react. Your career takes years to recover. The truth is that one wrong word can: ↳ Break trust ↳ Limit your influence ↳ Close off opportunities But many professionals unknowingly use phrases that trigger resistance. Here's what works instead: 1. Instead of "That's not my job" ↳ "I see this matters. Let's figure out how to get it done." ↳ Shows teamwork while maintaining boundaries 2. Replace "We've always done it this way" ↳ "I see why this feels right. Shall we explore ideas?" ↳ Positions you as innovative, not stuck 3. Never say "That's not true" ↳ "I see it differently. Let me share my perspective." ↳ Opens dialogue instead of creating defense 4. Drop "You should have..." ↳ "Next time, let's try this approach." ↳ Future-focused, not blame-focused 5. Instead of "I don't have time" ↳ "This is important. Can we schedule time to discuss?" ↳ Shows respect while setting boundaries 6. Never say "Calm down" ↳ "I see this is frustrating. Let's take a moment to reset." ↳ Validates emotions while moving to solutions 7. Drop "You don't understand" ↳ "Maybe we're seeing this differently. Can we clarify what we both need?" ↳ Invites collaboration, not confrontation 8. Replace "It's not a big deal" ↳ "I see why this matters to you. Let's figure out a solution." ↳ Acknowledges impact, builds trust 9. Avoid "Let's agree to disagree" ↳ "We may see this differently, let's see how best to move forward?" ↳ Keeps momentum toward solutions 10. Never say "I'm done with this" ↳ "Let's take a break and revisit with clear minds." ↳ Professional pause, not emotional exit 11. Drop "I'm just being honest" ↳ "I want to be direct while keeping this constructive. Here's my perspective..." ↳ Maintains respect while being truthful The truth is, how you handle conflict impacts how leadership sees you: ↳ As a bridge builder or bridge burner ↳ As a problem solver or problem creator ↳ As future leadership material or a liability What’s one workplace phrase you wish people would stop using? ♻️ Repost to help your network to navigate workplace conflict! ➕ Follow Meera Remani for more career transforming insights.

8 Ways to Disagree Without Fighting (transform conflict into productive chats): Most arguments escalate because of how we communicate. These techniques transform conflicts into productive conversations. 1. "Validation First" ↳ Acknowledge their viewpoint before sharing yours ↳ Creates psychological safety for honest dialogue 2. "The Curiosity Bridge" ↳ Ask genuine questions instead of making statements ↳ Shifts from debate mode to exploration mode 3. "Impact Ownership" ↳ Use "I feel" instead of "You made me feel" ↳ Removes accusatory language that triggers defensiveness 4. "Precision Disagreement" ↳ Challenge specific points, not the entire perspective ↳ Makes disagreement manageable rather than overwhelming 5. "Common Ground Anchoring" ↳ Start with what you both agree on before addressing differences ↳ Establishes a foundation of alignment first 6. "Future Focus" ↳ Frame discussion around solutions, not past mistakes ↳ Directs energy toward resolution rather than blame 7. "Language Softeners" ↳ Use phrases like "I wonder if" instead of "You're wrong" ↳ Reduces defensive reactions while preserving your point 8. "Reflection Pause" ↳ Take a moment of silence before responding to heated comments ↳ Prevents impulsive statements that escalate tension Disagreement doesn't require division. It requires communication skill and emotional intelligence. How do you usually handle disagreements? 🤔 ♻️ Share this to help someone transform their difficult conversations ➕ Follow Helene Guillaume Pabis for more relationship intelligence insights

Here's a pattern I see everywhere: organizations trying to solve people management problems by implementing a new rule or policy instead of attacking the underlying leadership gaps that cause the problems in the first place. For example: ◆ Managers don't support employee growth → Required learning goals in performance reviews instead of teaching managers how to have meaningful career conversations and creating a culture where senior leaders model genuine investment in people's development. ◆ Low employee engagement → Compulsory team-building activities instead of developing managers who create psychologically safe environments and ensuring that engaging leadership behaviors are recognized and rewarded at all levels. ◆ Inconsistent performance feedback → Mandatory quarterly reviews with standardized forms instead of coaching managers on ongoing performance conversations and building systems that reinforce regular, quality feedback as a core leadership expectation. ◆ Lack of recognition and appreciation → Formal recognition programs with points systems instead of cultivating managers' ability to give meaningful acknowledgment and making authentic appreciation a visible, valued leadership competency. ◆ High turnover → Exit interview policies and retention bonuses instead of developing managers who build strong relationships, addressing systemic issues that drive turnover, and ensuring that people-focused leadership is modeled from the top down. Policies aren't inherently bad—they can provide helpful structure and clarity. But policies alone are easier to implement than culture change. They're measurable, compliance-friendly, and give us the illusion of progress while often treating symptoms rather than addressing the root cause: lack of interpersonal leadership skills. The most effective approach combines both: thoughtful policies that support and reinforce the leadership behaviors we want to see, paired with genuine investment in developing our people leaders. This means helping managers build authentic relationships with their teams while creating systems that recognize and reward those behaviors. It means senior leadership demonstrating what caring about employee growth actually looks like in practice, not just mandating it through policy. What makes this challenging is that this integrated approach is harder, takes longer, and can't be measured as easily as policy compliance alone. But when policies and behavioral change work together, that's when real transformation happens. Without the behavioral foundation, even the best policies become empty checkboxes that people work around rather than embrace. What leadership gaps have you seen organizations try to "fix" with policies instead of people development? #leadershipskills #culturechange #engagement

I was Wrong about Influence. Early in my career, I believed influence in a decision-making meeting was the direct outcome of a strong artifact presented and the ensuing discussion. However, with more leadership experience, I have come to realize that while these are important, there is something far more important at play. Influence, for a given decision, largely happens outside of and before decision-making meetings. Here's my 3 step approach you can follow to maximize your influence: (#3 is often missed yet most important) 1. Obsess over Knowing your Audience Why: Understanding your audience in-depth allows you to tailor your communication, approach and positioning. How: ↳ Research their backgrounds, how they think, what their goals are etc. ↳ Attend other meetings where they are present to learn about their priorities, how they think and what questions they ask. Take note of the topics that energize them or cause concern. ↳ Engage with others who frequently interact with them to gain additional insights. Ask about their preferences, hot buttons, and any subtle cues that could be useful in understanding their perspective. 2. Tailor your Communication Why: This ensures that your message is not just heard but also understood and valued. How: ↳ Seek inspiration from existing artifacts and pickup queues on terminologies, context and background on the give topic. ↳ Reflect on their goals and priorities, and integrate these elements into your communication. For instance, if they prioritize efficiency, highlight how your proposal enhances productivity. ↳Ask yourself "So what?" or "Why should they care" as a litmus test for relatability of your proposal. 3. Pre-socialize for support Why: It allows you to refine your approach, address potential objections, and build a coalition of support (ahead of and during the meeting). How: ↳ Schedule informal discussions or small group meetings with key stakeholders or their team members to discuss your idea(s). A casual coffee or a brief virtual call can be effective. Lead with curiosity vs. an intent to respond. ↳ Ask targeted questions to gather feedback and gauge reactions to your ideas. Examples: What are your initial thoughts on this draft proposal? What challenges do you foresee with this approach? How does this align with our current priorities? ↳ Acknowledge, incorporate and highlight the insights from these pre-meetings into the main meeting, treating them as an integral part of the decision-making process. What would you add? PS: BONUS - Following these steps also expands your understanding of the business and your internal network - both of which make you more effective. --- Follow me, tap the (🔔) Omar Halabieh for daily Leadership and Career posts.

Conflict can be a powerful tool for growth. (Provided we navigate it with compassion) Ever walked away from a conversation thinking, “That escalated fast”? Chances are, it wasn’t just what was said - it was how we were thinking. When we’re in conflict, our brain can play tricks on us. These are thinking traps - subtle patterns that distort how we see others, ourselves, and the issue at hand. But here’s the good news: once we can name them, we can change them. 👇 Here are 9 of the most common traps - and compassionate ways to shift out of them. 1: The ‘I’m Right’ Illusion ✅ Thinking Trap: “I know I’m right about this.” ❌ Strong emotions narrow our perspective. ➡️ Better Mindset Shift: “I might only see part of the picture.” 2: The ‘Winning’ Obsession ✅ Thinking Trap: “I need to win this argument.” ❌ A competitive mindset blocks collaboration. ➡️ Better Mindset Shift: “Where can we find common ground?” 3: Taking It Too Personally ✅ Thinking Trap: “They’re criticizing me as a person.” ❌ Seeing disagreement as personal, not about ideas. ➡️ Better Mindset Shift: “This is about the issue, not about me.” 4: The Blame Game ✅ Thinking Trap: “This is their fault, not mine.” ❌ Ego makes it hard to acknowledge our role. ➡️ Better Mindset Shift: “I played a part in this too.” 5: The Defensiveness Reflex ✅ Thinking Trap: “They’re being unreasonable, not me.” ❌ Feeling attacked makes us judge instead of listen. ➡️ Better Mindset Shift: “We’re both making sense from our own perspective.” 6: The Fear of Discomfort ✅ Thinking Trap: “Let’s just avoid this conflict.” ❌ Fear of discomfort keeps us from real conversations. ➡️ Better Mindset Shift: “Discomfort is where real growth happens.” 7: The Quick Fix Mentality ✅ Thinking Trap: “Let’s just solve this and move on.” ❌ Rushing to resolve can ignore deeper issues. ➡️ Better Mindset Shift: “Let’s take the time to truly understand this.” 8: Assuming the Worst ✅ Thinking Trap: “They’re just being difficult.” ❌ Negative assumptions create unnecessary conflict. ➡️ Better Mindset Shift: “There could be positive intentions I’m not seeing.” 9: The Mind-Reading Myth ✅ Thinking Trap: “They should just know what I mean.” ❌ Assumptions lead to misunderstandings. ➡️ Better Mindset Shift: “Everyone has different information.” Conflict isn’t the enemy. Unexamined thinking is. When we consciously choose compassion over ego, curiosity over certainty, we don't just resolve disagreements - we deepen trust. Which of these mindset shifts do you find most helpful? Please share your insights in the comments - and let’s grow together. ♻️ Repost this to help others diffuse conflict with compassion. 🔔 Follow Bhavna Toor for more on conscious leadership.

When I assess team dynamics, I never ask “what’s your communication process?” Instead, I ask:   - Who gets to disagree here? - Who offers the ‘obvious’ idea? - Who names the elephant in the room? - And who pushes things forward when no one’s ready? These aren’t personality traits but team conversation roles. And David Kantor’s research shows that high-performing teams cycle through 4 roles in real-time conversations: 1. Initiator - proposes direction 2. Supporter - builds on the idea 3. Challenger - tests assumptions 4. Observer - brings perspective But here’s what’s not obvious: These roles are not titles, archetypes, or fixed styles. They’re functions and they only show up when the team culture allows them. And that’s where 🧠 team psychological safety comes in. When it's high: - The Challenger dares to disagree without fear of judgment - The Observer can name what others avoid without being dismissed - The Supporter feels safe amplifying ideas, not just agreeing - And the Initiator doesn’t dominate out of silence, but lead within dialogue Because effective team communication isn’t about being present in the room and talking. It’s about ensuring the right mix of roles (!) shows up at the right time. P.S.: Which of these roles is missing (or overused) in your team? 📊 Studies: Kantor, 2012; Edmondson, 1999.

Persuasive communication isn't about being the loudest voice in the room. It's about excelling at the art of influence through genuine connection. I've spent years observing workplace dynamics, and here's what actually works: 1️⃣ Start with active listening - Focus completely on the speaker - Ask thoughtful follow-up questions - Take notes during meetings 2️⃣ Frame your message strategically - Keep it concise and clear - Lead with benefits, not features - Use data to support your points 3️⃣ Build credibility consistently - Acknowledge when you're wrong - Deliver on your promises - Share success stories 4️⃣ Master non-verbal cues - Maintain eye contact - Mirror body language - Use confident posture The most powerful thing I've learned? People don't resist change. They resist being changed without their input. That's why I always: - Ask for feedback - Include others in the discussion - Show appreciation for different viewpoints Remember: Persuasion isn't manipulation. It's about creating mutual understanding. What's your biggest challenge when trying to persuade others at work? Share below 👇 #Workplace #Communication #Leadership #ProfessionalGrowth

Bullies exist in boardrooms too. Over the past few months, I’ve seen a rise in clients being bullied by their boss. The troubling part? Many of these bullies look like high performers on paper. They lead teams. They smile in meetings. They hit targets and close deals. And because they deliver, they’re often protected. Corporate systems are designed to reward results, not integrity. They celebrate what is produced, not how leaders behave. It’s also common for bullies to target someone of the same sex. Early in my career, I worked with a senior female director who bullied me and several other women on a project. So many team members resigned. I was terrified to go to work and too scared to report her. Workplace bullying isn’t always loud. Sometimes it looks like: – Taking credit for your work – Withholding information so you fail – “Feedback” that’s actually public humiliation – Excluding you from key decisions or meetings Over time, your confidence erodes. Your performance suffers. Your career stalls. And yet, people still say: “Just ignore them.” How are we supposed to do that? Here’s a better approach: 1. Speak in impact terms – Regulate emotions. Use business language. – Link behavior to risks or missed targets. 2. Document everything – Keep a private log. Save emails, chats, meeting notes. 3. Build your allies – Strengthen relationships beyond your team. – Share wins with those who outrank your boss. 4. Get support – From HR. From a lawyer, if needed. – From a coach to plan your next move. Your confidence, career, and well-being matter. You are not the problem. And if the company won’t protect you, do what you need to protect yourself. What other advice would you give? ♻️ Repost to help your network. ➕ Follow Deena Priest for more career and leadership insights. --- Image Credit: Andrea Petrone

❓ How Can I Improve My Team’s Communication Skills? One of my clients - Matthew, a senior director was facing significant challenges with his team’s communication. There were frequent misunderstandings, missed deadlines, and a general lack of cohesion. Realizing the urgent need for improvement, he sought professional coaching from us. Here’s how our journey unfolded and the remarkable changes we achieved. Initial Challenges: 🚩Frequent misunderstandings among team members 🚩Missed deadlines due to poor communication 🚩Lack of team cohesion and collaboration Steps Taken: 1. Foster an Open Environment ⭕ Encouraging Openness: We emphasized the importance of creating a safe space for open communication. Matthew started holding regular team meetings where everyone felt comfortable sharing their ideas and feedback without fear of judgment. 2. Use the Right Tools 🛠️ Communication Platforms: Matthew introduced his team to effective communication tools like Slack and Microsoft Teams - which facilitated instant messaging, file sharing, and organized conversations, which streamlined workflows. 3. Provide Training 📚 Communication Workshops: this is where we came in fully by focusing on developing essential communication skills, such as active listening, clear articulation, and providing constructive feedback. 4. Lead by Example 🧘♂️ Modeling Behavior: By emphasizing the importance of leading by example, Matthew started demonstrating strong communication skills in his interactions with the team. By being clear, respectful, and attentive, he set a standard for others to follow. 5. Regular Feedback 🔄 Constructive Feedback: Implementing a system for regular, constructive feedback helped team members understand their communication strengths and areas for improvement. This ongoing process fostered a culture of continuous improvement. 🍀Tips for Team Member Development: 👂Active Listening: Encourage team members to practice active listening, focusing fully on the speaker, understanding their message, responding thoughtfully, and remembering what was said. 🔈Clear Articulation: Help team members develop the ability to express their thoughts and ideas clearly and concisely, avoiding ambiguity and confusion. ❤Empathy: Foster empathy within the team so members can better understand and relate to each other's perspectives and emotions. 🎀Conflict Resolution: Train team members in conflict resolution techniques to handle disagreements professionally and constructively. 🧷Non-Verbal Communication: Educate the team about the importance of body language, facial expressions, and other non-verbal cues in effective communication. Want to enhance your team's communication skills? 🌟 📞 https://lnkd.in/dGGM5vCK #sonniasingh #sonniasinghleadershipcoach #leadershipcoaching #teamcoach #teams #communicationskills #softskills #TeamCommunication #SoftSkills #ProfessionalTraining

A Letter to My Younger Self: Wise Up and Get Networking! Hey there, Rookie Worker, Welcome to the wild world of adulting and earning that hard-earned paycheck! So, you've just landed your first job, huh? Congrats! But, before you dive headfirst into the corporate jungle, let me drop some pearls of wisdom that would've saved my bacon if only I had known better back in the day. First things first, it's all about NETWORKING! I know, I know, it sounds like a tedious task reserved for the extroverted social butterflies, but trust me, it's not just about collecting business cards and attending awkward mixers. Networking is the lifeblood of the professional realm, and you better believe it! When you connect with the right people, doors swing open, opportunities abound, and you'll find yourself climbing that corporate ladder faster than Usain Bolt in a hurry. Think about it. Jobs these days aren't only about what you know; it's about who you know too! Building a solid network allows you to tap into a wealth of knowledge, experience, and support that can guide you through the choppy waters of your career. Next up, COMMUNICATION SKILLS - Sure, you may think you've got it all under control since you aced those English classes in school, but trust me, working life is a whole different ball game. Those inter-office emails and presentations to the boss require more finesse than a sushi chef's knife skills. You don't want to be that person who sends confusing emails, leaving colleagues scratching their heads, or worse, offending the higher-ups with a poorly crafted message. Strong communication skills help you articulate your ideas clearly, collaborate effectively with team members, and ensure you get your point across without causing any unintentional damage. And let's be real, no one likes a mumbler or a monotone bore during meetings. "But why should I bother with all this?" you might wonder. Well, here's the thing: NETWORKING and COMMUNICATION SKILLS are the secret sauce to success. In this cutthroat world, it's not just about being good at what you do; it's about making sure others know how good you are! It's about positioning yourself as the go-to person, the problem solver, the person who can bring value and collaboration to the table. You see, my naive young self, companies these days look for more than just qualifications and experience. They want a team player who can work well with others, connect with clients, and drive results through effective communication. And the earlier you start honing these skills, the better equipped you'll be to face the challenges and opportunities that await you. So, take a deep breath, muster up some courage, and get out there! Meet new people, exchange ideas, and let your unique personality shine through your communication. Remember, your network is your net worth, and your words can be weapons of influence. Yours Sincerely, A (Slightly) Older and Wiser You #freshgraduate #networking #communicationskills