We’ve proven we can work from anywhere. You can run a business, buy groceries, and order lunch, all without ever looking another human in the eyes. But something’s missing – HUMAN CONNECTION. Eye contact, unplanned conversations, the “got a sec?” chats that spark big ideas.

Let’s be real: human connection drives performance.

Face-to-face conversations – without the filter of a screen – promote collaboration, innovation, and trust.

• MIT research shows that in-person interaction drives team creativity up by 15%.
• Harvard Business Review found that companies with a strong human connection outperform peers by 20%.
• Body language, facial expressions, and personal stories – these shape dialogue in a way video never will.

This isn’t about going back to the office 5 days a week. It’s about making real connections a strategic priority:

• Sync in-office days so teams are together, not just online at the same time.
• Prioritize leaders’ time to coach, mentor, and model real collaboration.
• Redesign meetings to spark dialogue, not just share updates.
• Use office time for “connection ROI” – relationship-building that fuels results.
• Build rituals that bring people together – Monday huddles, Thursday coffees, Friday reflections.

Now is the time to turn ideas into action. At PeopleThink, we help you reignite connection, collaboration, and purpose in the workplace. Explore our Team Tune-Up and Keep It Real Leadership programs that are designed to cultivate more engaged, high-performing teams.

Till the next time, keep it real.

Karen

The post Human Connection: The Workplace Advantage That Still Matters Most appeared first on PeopleThink.

• Team performance by 17%
• Decision-making quality by 20%
• Team collaboration by 29%

Diverse teams perform better because each person brings multiple perspectives, experiences, and approaches to the table. These varying approaches and thought processes create a dynamic that is better equipped to deal with complex problems and challenges. Additionally, diverse personality traits within a team offset one another and build on each other for synergy and innovation. A diverse team is much less likely to fall into “groupthink,” which can actually impede performance. 

Diverse and inclusive teams do not form on their own. It all starts with its leaders!

Here are several strategies leaders can implement to promote diversity and inclusion:

• Lead by Example: Leaders need to demonstrate a commitment to diversity and inclusion through their actions, behaviors, and decision-making processes. This includes actively listening to diverse perspectives, valuing contributions from all members, and ensuring fairness in opportunities and rewards.
• Establish Clear Policies and Practices: Implement policies and practices that foster diversity and inclusion throughout the organization. This can include recruitment and hiring practices that prioritize diversity, promoting equal opportunities for advancement, and creating a culture of respect and inclusion.
• Foster Open Communication: Encourage open dialogue and communication among team members to promote understanding and empathy. Provide platforms for employees to share their experiences and perspectives and actively seek feedback on diversity and inclusion initiatives.
• Create Support Networks: Establish support networks and affinity groups for employees from underrepresented backgrounds. These groups provide a sense of belonging, networking opportunities, and a platform for advocating for diversity and inclusion within the organization.
• Embed Diversity in Organizational Values: Ensure that diversity and inclusion are embedded in the organization’s mission, values, and strategic goals. This sends a clear message that diversity is not just a checkbox but a fundamental aspect of the organization’s identity and success.

By prioritizing diversity and inclusion, leaders can create a more innovative, collaborative, and inclusive workplace where all employees feel valued and empowered to succeed.

Let them know, loud and clear, that ALL of them are necessary.

To learn more about how to implement diversity and inclusion in your organization, check out our Keep it Real Leadership Program. 

Till the next time, keep it real.

Karen

The post Embracing Diversity and Inclusion in Leadership appeared first on PeopleThink.

Compare this to an individual with good (not excellent) technical skills and exceptional Emotional Intelligence to soar in their new role.

People with emotional intelligence are able to quickly build rapport and connect with others. They have the self-awareness to know how they’re going to respond in certain situations and can self-manage to direct their behavior positively. They can disagree without being disrespectful. They have empathy.

But what exactly is emotional intelligence?

Emotional Intelligence, as defined by expert psychologist Dr. Daniel Goleman, is the capacity for:

1. Being able to identify and acknowledge your feelings
2. Regulating your emotions
3. Self-motivation
4. Understanding and identifying the emotions of others
5. Navigating relationships with consideration of others’ feelings

Cultivating emotional intelligence can greatly enhance your ability to understand and manage your own emotions, as well as effectively navigate social interactions.

Here are some tips to help you develop and cultivate emotional intelligence:

1. Increase self-awareness: Pay attention to your own emotions, thoughts, and reactions. Reflect on what triggers certain emotions and how they impact your behavior. This self-awareness is the foundation of emotional intelligence.
2. Practice empathy: Put yourself in your employees shoes and try to understand their perspectives and emotions. Actively listen to them, show genuine interest, and validate their feelings. Empathy allows for better understanding and connection with others.
3. Develop emotional regulation: Learn to manage and regulate your emotions effectively. This involves recognizing and understanding your emotions, as well as finding healthy ways to express and cope with them. Techniques such as deep breathing, mindfulness, and self-reflection can be helpful.
4. Improve communication skills: Effective communication is essential for emotional intelligence. Practice active listening, ask clarifying questions, and express your thoughts and emotions clearly and respectfully. Pay attention to non-verbal cues and adapt your communication style to different individuals and situations.
5. Enhance social awareness: Pay attention to the emotions and needs of your employees in situations. Observe non-verbal cues, listen actively, and be aware of the dynamics at play. This awareness allows you to respond appropriately and support others effectively.
6. Develop relationship management skills: Build and maintain positive relationships by cultivating trust, effective communication, and mutual understanding. Be open to feedback and work on resolving conflicts in a constructive and respectful manner. Foster collaboration and create a supportive environment.
7. Practice emotional resilience: Develop the ability to bounce back from setbacks and adversity. Cultivate a positive mindset, practice self-care, and seek support when needed. Resilience enables you to navigate challenges and maintain emotional well-being.
8. Continuous learning and reflection: Emotional intelligence is a lifelong journey. Continuously seek opportunities to learn, reflect, and grow. Read books, attend workshops, and engage in activities that promote self-awareness and emotional intelligence.

Remember, developing emotional intelligence takes time and practice. Be patient with yourself and celebrate small victories along the way.

Till the next time, keep it real.
Karen

The post Emotional Intelligence: The Key to Becoming a Good Leader appeared first on PeopleThink.

“You can sit at your computer (or on your phone),” I wrote,  “and conduct your business, order lunch, buy groceries, watch a movie, discuss the news, shop for clothes, and share personal experiences and updates and never have to look another person in the eyes.”

Little did I realize that just two months later we would all be doing just that. Not by choice, but by mandate in the interest of keeping ourselves and each other safe and healthy.  I get it.

Now, nearly 10 weeks into the work-at-home scenario, many who had previously fantasized about not having to drive to the office or being able to work in their sweats are dreaming of a time when they can be in the presence of their business colleagues. Can we all agree that video conferencing just doesn’t cut it?

In a recent New York Times article, “Sorry, but Working from Home Is Overrated,” the author concludes that while working from home is a good option for some (and for all during this pandemic) “most people should work in an office, or near other people, and avoid solitary work-from-home arrangements whenever possible.”

Why? Because research shows that although remote workers are more productive, what they gain in productivity “they often miss in harder-to-measure benefits like creativity and innovative thinking.” When people are able to work together in the same room, they solve problems quicker.  Impromptu conversations at the coffee station or in the halls can stimulate new ideas and approaches.

Face-to-face, eyeball-to-eyeball conversations without the filter of a screen help promote empathy, collaboration, and relationships. Facial expressions, body language and sharing personal stories can shape the dialogue in a way that our structured and staged video calls cannot. Let’s face it, on video calls we all are wearing our “I’m-paying-serious-attention-face.” We’re on the screen for all to see.

So, here’s an idea. Let’s not make working remotely the “new normal” as some companies are suggesting. When it’s safe to go back to the office, let’s give people the option to balance their work week between remote and in-office days. It will still reduce commute time and allow those highly-productive sweatpants days. And it will also enable the innovation, collaboration and relationships that can only come from human connections.

And what could be better than that?

Till next time, keep it real.

Karen

The post Let’s Face It, We Need Human Connections appeared first on PeopleThink.