Hello Team,

In previous messages from this series, I’ve said: Work relationships are not a luxury or an optional extra. They are the invisible web that holds collaboration, innovation, and well-being together in any team. And right now, as the company possibly faces multiple changes at once, we feel pressure for results while being expected to keep delivering as if those changes weren’t happening. This tension, while normal—can lead to disconnection.

So, I want to share with you seven key success factors to help ensure your professional connections are not only effective but also affective.

1. Work relationships are not tasks — they are human connections.

An app could manage tasks. A healthy work relationship begins by recognizing the other person as a human being, not just a resource. That means listening with presence, validating emotions, respecting time, and knowing when a sincere "How are you?" can make a world of difference.

Effective connections begin on a human level, not just an operational one, and that requires warmth. Many of the best ideas are born in informal conversations, in simple gestures that build trust.

2. Distinguish between productive relationships and comfortable ones.

Not all pleasant relationships are useful. Sometimes, a “nice” dynamic hides a lack of honesty or avoidance of conflict. A mature professional relationship is one where disagreement is possible with respect, where ideas can be challenged without attacking people, and where synergy can be built without flattery.

It’s not a competition to show off to your manager or the CEO. It’s about connecting to collaborate and create together.

The most productive person is not the one who avoids conflict, but the one who can handle it gracefully. A tough but well-handled conversation can sometimes save an entire project.

3. Psychological safety

People thrive when they know they can make mistakes without being humiliated, share ideas without being judged, and show vulnerability without it being used against them. Google identified psychological safety as the most important factor in successful teams across the company.

Are you fostering this in your environment? Or are you lacking it yourself?

Creating a safe climate doesn’t require major investments. It starts with small daily choices: don’t ridicule, don’t always aim to have the best answer. Sometimes, it’s better to ask than to underestimate.

4. Empathy is not weakness — it’s a strategy.

Connecting with empathy doesn’t mean saying yes to everything. It means understanding what drives the other person, what frustrates them, and what they need to do their best. That insight is more valuable than any KPI, because it helps build meaningful agreements.

Remember: people don’t leave companies — they leave systems that lack effective connection, even if they’re effective. An empathetic leader or colleague is not someone who lowers the bar, but someone who pairs high standards with deep understanding.

5. Setting healthy boundaries also builds trust.

There is no trust without clear boundaries. In a healthy work culture, we can distinguish between automated systems and personal realities. It's better to speak honestly than to promise what you can't deliver.

Setting boundaries protects relationships over time, prevents resentment, and makes collaboration sustainable.

The healthiest teams aren’t those that do the most — they’re the ones who know how to stay emotionally resilient. That’s part of high performance too.

6. Learn to apologize responsibly.

I once lost an outstanding team member. Not because of salary issues or better offers elsewhere, but because I failed to listen and connect. I thought giving feedback was enough. I never asked how he felt. When he resigned, he said, “I never felt like I mattered more than my results.”

That day I realized that apologizing, for me, is a core part of leadership.

Now, whenever I give feedback, I start with: “How are you feeling about this?” Because leading also means caring.

7. Shift from independence to interdependence.

In high-performing teams, no one wins alone. Isolation is one of the silent enemies of productivity and well-being.

Fostering intentional collaboration—while respecting autonomy and embracing connection—is key to building strong, lasting professional relationships.

Interdependence is not the same as codependence. While the latter drains people and blurs roles, the former multiplies capacity and celebrates diversity.

Working together doesn’t mean thinking the same. It means each of us brings our best to a shared goal.

In my experience, the best team moments happen when someone says, “I don’t have all the answers, but I’ve got your back.” That’s the foundation of a solid relationship. Because the trust of knowing we’re not alone, while keeping our individual voice, is essential to high-performing teams.

Think about this...

At its core, working means coexisting. And coexisting requires more than calendars and deliverables — it requires being human.

Perhaps the next big leap for our company won’t come from a new tool, but from an old wisdom: “Treat others the way you wish to be treated.”

If you don’t know where to start today, let me remind you: all transformation begins with organizational culture, and culture starts with one brave conversation.

Who do you need to talk to today?

Weekly Challenge: “Connections that Build”Objective:
Cultivate a more authentic and meaningful work relationship within your team.

Challenge:

• Choose one person on your team with whom you haven’t had a meaningful conversation lately. It could be someone new, someone where there’s tension, or simply someone nearby with whom you only talk about work essentials.
• Invite them for a 15-minute conversation. Not to talk about tasks — but about how they’re feeling, what they enjoy about their work, what inspires them, or what they need to bring their best.
• Listen with full presence. No interruptions. No corrections. Just curiosity and empathy.
• At the end, thank them with a sincere phrase that reaffirms their value to the team.