Reading Emotional Signals

We're building connection wrong. After years of forcing people back to offices for "water cooler moments," I quizzed Atlassian's Chief People Officer Avani Solanki Prabhakar on How I Work about what she discovered actually creates workplace connection – and it's not what most leaders think. They call it "Intentional Togetherness" (ITG). And this what Avani told me: sporadic office attendance doesn't build connection. You can't manufacture connection by hoping people bump into each other at the coffee machine. **What actually works** Every quarter, bring cross-functional teams together with one rule: they must solve a real strategic problem. Not your hierarchical teams. Not a fun team-building exercise. The actual humans who need to crack a specific challenge. Give them: - A meaty problem that matters - Time to work through it together - Permission to get stuck, struggle, and figure it out The magic isn't in the solution. It's in the struggle. Think about your strongest work relationships. I bet they weren't forged over casual Friday drinks. They were built when you were both knee-deep in a project that felt impossible, working late, cursing the complexity, but figuring it out together. "Remember when we were doing that project together and it was so shitty?" That's the phrase that signals real connection. Shared struggle creates stronger bonds than a thousand coffee chats. **Here's what this means for you** Stop trying to engineer serendipity. Start engineering challenges. If you're mandating office days hoping for magical collaboration, you're wasting everyone's time. Instead, identify your biggest strategic challenges and bring together the people who can solve them. Make it quarterly. Make it intentional. Make it matter. Listen to the full chat on How I Work: https://lnkd.in/gMtw_Ecp And tell me in the comments: how does your team approach building togetherness? What works? What doesn't? #WorkplaceCulture #Leadership #OrganisationalPsychology #RemoteWork #FutureOfWork

In 2022, I predicted that by 2025, 60% of enterprises would actively foster socialization to combat chronic loneliness and social isolation exacerbated by digital technology. How has loneliness progressed? 🔍 Here's a snapshot according to Gallup's Global Workplace 2024 Report : 🌐 Globally, 1 in 5 employees report experiencing loneliness frequently, with those under 35 and fully remote workers most impacted. 😔 62% of employees are not engaged, while 15% are actively disengaged. 🆘 58% of employees feel they are struggling in life, with only 34% considering themselves thriving. ⚠️ 41% experience "a lot of daily stress." Loneliness and disconnection are silent problems — they often manifest as apathy, disengagement, or learned helplessness at work. So, what can we do to help? 💡 Steps to Consider: -Create a Support Network: Identify your team’s needs and implement channels to address them, such as employee assistance programs, financial planning tools, family assistance, buddy systems, communities, and ERGs. -Rethink the Work Environment: Co-design spaces for deeper relationships by mapping the employee experience and identifying changes in physical spaces, inclusive technology, and management practices. -Redesign Teams: Foster interdependence with collaboration platforms like fusion teams, cross-functional mentoring, and shadowing for problem-solving. - Recognize and Incentivize Goodwill: Acknowledge efforts with peer recognition/gratitude programs, making support visible to all. Implement an Inclusion Index: Measure fair treatment, collaboration, psychological safety, trust, belonging, diversity, and integration of differences through various feedback methods. - Train Managers: Provide managers with guidelines on the expected level of involvement in employee well-being. Train them in handling sensitive conversations, building personal connections, and evaluating mental health on a spectrum. Managers account for 70% of the variance in team employee engagement. Let's address these silent issues head-on and create a more connected and supportive workplace! 💪✨ #WorkplaceWellness #EmployeeEngagement #Inclusion #MentalHealth #FutureOfWork #Leadership #TeamBuilding For data see: Gallup's State of the Global Workforce Report https://lnkd.in/ecj8KUuw

Building stronger workplace relationships is easier than you think. Here's what actually works (after 10+ years in team management): 1️⃣ Start with genuine curiosity - Ask about their projects - Listen more than you speak - Remember personal details they share 2️⃣ Create connection points - Schedule regular coffee chats - Join or start team activities - Offer help before they ask 3️⃣ Practice professional empathy - Acknowledge their challenges - Celebrate their wins (big and small) - Be reliable with commitment 4️⃣ Foster open communication - Share knowledge freely - Give credit where it's due - Address issues directly, but kindly 5️⃣ Respect boundaries - Keep work conversations professional - Don't force social interactions - Honor their time and space The key? Consistency in these actions. These aren't just "nice to have" practices. They're essential for creating a workplace where everyone thrives. Remember: Strong workplace relationships aren't built overnight. But small, daily actions make a huge difference. Try these today. Your future self (and team) will thank you. 📌 Share if you know someone who could use these tips P.S. Which of these will you try first? Drop a comment below. #employees #workplace #team

Client Tears in Strategy Sessions: Breakthrough Moments or Unprofessional Boundaries? In my brand strategy sessions, I’ve often been called a “brand therapist.” It’s a title I wear with pride because it reflects the deep, emotional journeys I embark on with clients. When discussing a company’s purpose, vision, and mission, it’s not uncommon for emotions to surface. Founders share personal stories—the core reasons behind their company’s existence—and sometimes, these revelations bring tears. Creating a space where clients feel safe to open up is what I do best. As a facilitator, it’s essential to establish an environment of trust and openness. This involves active listening, empathy, care, and genuine curiosity. But there’s more to it than just listening to words. It’s about tuning into the unspoken cues: 😒 Subtle shifts in body language 🙄 Movements of their eyes 🤐 Brief hesitations before speaking 😔 Changes in energy levels 🥰 Variations in tone of voice These nonverbal signals often speak louder than words. They are my cues to go deeper. By honing these human skills (they're not "soft skills"!), you can guide clients through profound reflections, leading to authentic brand narratives that resonate deeply with their audience. Bringing people to tears isn’t often seen as a great thing, but when you want to discover the brand's why and reason for being—it might be exactly what’s needed. ❤️ ————————————————— I’m Anneli, a human-centered brand strategist helping creatives transition from order-taker to change-maker by learning the art of facilitation.

Sales tip. You’re a real estate agent. You cold call a homeowner with an expired listing. They pick up. You introduce yourself. They sigh and say: “I’ve had bad experiences with agents in the past.” Now you’re at a fork in the road. If your intent is to book the appointment, you might lean forward and say: “Totally understand. A lot of people feel that way. Let me show you how I’m different. I specialize in tough markets. Got a few minutes Thursday or would Friday be better?” Sounds smooth. But it doesn’t feel safe. Why? Because what you’re really saying is: “I hear your concern… but let’s move past it so I can get what I want.” Even if you’re a good person. Even if your heart’s in the right place. It still feels like a pivot. Now imagine a different path. Same call. Same moment. Different intent. This time, you lean back and say, gently: “Bad experiences?” (With a slight up-tone, like an invitation to share.) That’s it. In therapy, this is called mirroring. It helps people feel understood and safe. It shows you’re attuned—not rushing to fix, just present. No pitch. No proving. No “I’m different.” Just space. And maybe… they open up: “Yeah. One guy overpromised. Another barely communicated. Felt like I was doing all the work.” Now you’re not in a sales conversation. You’re in a human one. From here, something real can unfold: Trust. Connection. Permission to keep going. Because when people feel heard, they’re more open to hearing you.

Your colleagues are not your friends. Do your job. Get paid. Go home. I completely agree with this… If you want work to be a place of cold isolation that may eventually impact your wellbeing and productivity. Some of my oldest friends today, are people I worked with, from bosses to peers and even external collaborators (vendors & suppliers). And they made work better, happier, more engaging and satisfying for me. Humans by nature are communal creatures; we need to connect with others, feel part of the group. If you think about it, all the levels in Maslow’s hierarchy of needs are essentially about human connection; physiological needs, safety, love and belonging, esteem and self-actualisation all require human connection with others. In the past it was easier to create friendships at work because you saw people and interacted with them daily. Today, with remote and hybrid work, it’s a little harder but still doable. Here are some tips on building relationships with colleagues even when you rarely see them physically: 📌 Make the Effort: If you want to build relationships at work, you have to be intentional about it; reach out, communicate, interact, participate. 📌 Offer Value & Build Trust: As selfish as this may sound, people gravitate towards those who add value to their lives. And since value is subjective, start by being generally optimistic, positive, friendly and willing to be helpful. Make sure to follow through on promises. Consistency and reliability are important for building trust 📌 Use the Tech: Most of today’s workplace interactions happen with the use of technology; emails, instant messaging, video conferencing, etc. Use them. Don’t wait for a time when you can interact physically. 📌 Communicate Effectively: Because it’s harder to connect virtually than physically for most people, you’ve got to communicate more often and leave no room for ambiguity as virtual communication can be open to interpretation (and misinterpretation). 📌 Virtual Socials: Don’t limit workplace interactions to work stuff. Share personal interests and hobbies to find mutual interests you can bond over. I love the idea of a pyjama coffee meeting or virtual lunches with colleagues. Who doesn’t relax while drinking a beverage? Or in PJs? 📌 Celebrate Colleagues: Celebrate your colleagues’ achievements or milestones, professional and personal. Even small gestures of recognition go a long way in relationship-building. Building relationships in a remote work environment requires being proactive, patient, and empathetic. By actively engaging with your colleagues using remote tools, and finding ways to connect beyond work stuff, you can create strong and lasting professional relationships, even when you rarely meet in person. Do you believe in work-friends? How do you build and maintain friendships with remote colleagues? #LinkedInNewsEurope

𝐘𝐨𝐮𝐫 𝐓𝐞𝐚𝐦 𝐢𝐬 𝐨𝐧 𝐄𝐦𝐨𝐭𝐢𝐨𝐧𝐚𝐥 𝐖𝐢-𝐅𝐢 𝐚𝐧𝐝 𝐏𝐬𝐲𝐜𝐡𝐨𝐥𝐨𝐠𝐢𝐜𝐚𝐥 𝐒𝐚𝐟𝐞𝐭𝐲 𝐢𝐬𝐧’𝐭 𝐣𝐮𝐬𝐭 𝐚 𝐩𝐨𝐥𝐢𝐜𝐲. 𝐈𝐭’𝐬 𝐛𝐢𝐨𝐥𝐨𝐠𝐲. 🧠 Did you know your team is essentially operating on "Emotional Wi-Fi"? 📶 We tend to think of our minds as closed loops—private and contained. But neuroscience suggests we are actually open-loop systems, constantly regulating each other’s nervous systems through 𝐌𝐢𝐫𝐫𝐨𝐫 𝐍𝐞𝐮𝐫𝐨𝐧𝐬. These neurons fire not only when we perform an action, but when we observe someone else performing it. When you frown in a meeting, my brain "rehearses" frowning. When you radiate panic, my brain prepares for a threat. When you show calm curiosity, my brain feels safe to explore. 𝐇𝐞𝐫𝐞 𝐢𝐬 𝐭𝐡𝐞 𝐜𝐫𝐢𝐭𝐢𝐜𝐚𝐥 𝐥𝐢𝐧𝐤 𝐭𝐨 𝐏𝐬𝐲𝐜𝐡𝐨𝐥𝐨𝐠𝐢𝐜𝐚𝐥 𝐒𝐚𝐟𝐞𝐭𝐲: You cannot simply 𝘵𝘦𝘭𝘭 people they are safe to fail or speak up. If your words say "I want your feedback," but your micro-expressions signal annoyance or stress, your team’s mirror neurons will detect the threat instantly. 𝐒𝐚𝐟𝐞𝐭𝐲 𝐢𝐬 𝐧𝐨𝐭 𝐚 𝐦𝐞𝐦𝐨. 𝐈𝐭 𝐢𝐬 𝐚 𝐬𝐡𝐚𝐫𝐞𝐝 𝐛𝐢𝐨𝐥𝐨𝐠𝐢𝐜𝐚𝐥 𝐬𝐭𝐚𝐭𝐞. As a leader, you are the 𝐄𝐦𝐨𝐭𝐢𝐨𝐧𝐚𝐥 𝐓𝐡𝐞𝐫𝐦𝐨𝐬𝐭𝐚𝐭 of the room. To build real safety, you have to hack the biology: 1. 𝐓𝐡𝐞 "𝐅𝐚𝐜𝐞" 𝐂𝐡𝐞𝐜𝐤: Before you join that call, reset your expression. A genuine smile or a relaxed brow triggers a safety response in others before you even speak. 2. 𝐍𝐚𝐫𝐫𝐚𝐭𝐞 𝐭𝐨 𝐑𝐞𝐠𝐮𝐥𝐚𝐭𝐞: Ambiguity kills psychological safety. If you are stressed, say it: "𝘐’𝘮 𝘴𝘵𝘳𝘦𝘴𝘴𝘦𝘥 𝘢𝘣𝘰𝘶𝘵 𝘵𝘩𝘦 𝘣𝘶𝘥𝘨𝘦𝘵, 𝘣𝘶𝘵 𝘐 𝘢𝘮 𝘰𝘱𝘦𝘯 𝘵𝘰 𝘺𝘰𝘶𝘳 𝘪𝘥𝘦𝘢𝘴." This prevents your team from mirroring undefined anxiety. 3. 𝐌𝐨𝐝𝐞𝐥 𝐕𝐮𝐥𝐧𝐞𝐫𝐚𝐛𝐢𝐥𝐢𝐭𝐲: When you admit a mistake, you don't look weak—you look human. This signals to your team's mirror neurons that the environment is safe enough for them to be human, too. 𝐓𝐡𝐞 𝐁𝐨𝐭𝐭𝐨𝐦 𝐋𝐢𝐧𝐞: 𝘈𝘵𝘵𝘪𝘵𝘶𝘥𝘦 𝘪𝘴 𝘢 𝘱𝘦𝘳𝘧𝘰𝘳𝘮𝘢𝘯𝘤𝘦 𝘮𝘦𝘵𝘳𝘪𝘤. 𝘉𝘦 𝘵𝘩𝘦 𝘦𝘯𝘦𝘳𝘨𝘺 𝘺𝘰𝘶 𝘸𝘢𝘯𝘵 𝘺𝘰𝘶𝘳 𝘵𝘦𝘢𝘮 𝘵𝘰 𝘮𝘪𝘳𝘳𝘰𝘳. #PsychologicalSafety #Neuroscience #Leadership #TeamDynamics #EmotionalIntelligence #OurHappinessMatters #IgniteAction #TEAMJOY

Our work experiences should bring more fulfillment than they take away. Does yours?" Work is hard. There are always going to be days when we feel drained, burned out, or fried—that’s part of the deal, and it’s why we’re compensated to do the job. But beyond the grind, at the ned of the year our net experiences should ultimately bring more fulfillment than they take away. Ask yourself: Does my work experience give more than it takes? Does it spark pride, growth, and connection—or does it leave you feeling stuck, unseen, and undervalued? As leaders, we can’t eliminate every challenge,nor should we, but we can create environments where the effort feels worth it. Here’s how: 🌟 Celebrate Contributions: Recognition is essential, not optional. Use simple, meaningful gestures like handwritten notes, shoutouts in team meetings, or specific praise that highlights the "why" behind someone’s work. Acknowledge effort, progress, and impact—not just results. 🌟 Build Relationships: Strengthen connections by prioritizing regular one-on-one check-ins, team-building activities, and open dialogues. Create space for authentic conversations and shared experiences that foster trust, empathy, and collaboration. 🌟 Balance the Scales: Show that you value your team’s well-being by encouraging unplugged vacations, flexible schedules, and regular breaks. Consider lightening workloads during intense periods or redistributing tasks to avoid burnout. 🌟 Invite Meaning: Help employees see the purpose behind their work. Tie daily tasks to broader goals and celebrate how their contributions support the team, organization, or community. Personalize the message to reflect their unique impact. A fulfilling workplace doesn’t mean every day is easy—it means that even on the hard days, you know your work matters, and so do you. Does your workplace create this balance? If not, what’s one small shift you can make today? Let’s build workplaces that give more than they take. 💡 #Leadership #WorkplaceCulture #EmployeeFulfillment #MeaningfulWork

𝐈𝐧 𝐚 𝐫𝐞𝐜𝐞𝐧𝐭 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐬𝐞𝐬𝐬𝐢𝐨𝐧, 𝐈 𝐚𝐬𝐤𝐞𝐝 𝐚 𝐠𝐫𝐨𝐮𝐩 𝐨𝐟 𝐦𝐚𝐧𝐚𝐠𝐞𝐫𝐬 - 𝐖𝐡𝐚𝐭 𝐢𝐬 𝐭𝐡𝐞 𝐝𝐢𝐟𝐟𝐞𝐫𝐞𝐧𝐜𝐞 𝐛𝐞𝐭𝐰𝐞𝐞𝐧 𝐮𝐬 𝐚𝐧𝐝 𝐝𝐨𝐧𝐤𝐞𝐲𝐬? An employee snaps. The manager snaps back. An employee sulks. The manager withdraws. An employee raises their voice. The manager raises theirs. 𝐓𝐡𝐚𝐭 𝐢𝐬 𝐧𝐨𝐭 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩. 𝐓𝐡𝐚𝐭 𝐢𝐬 𝐄𝐌𝐎𝐓𝐈𝐎𝐍𝐀𝐋 𝐌𝐈𝐑𝐑𝐎𝐑𝐈𝐍𝐆! If you respond exactly the way the other person responds, you are no longer managing the situation. You are participating in it & tha makes you a ??? 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬 𝐚𝐫𝐞 𝐚𝐥𝐥𝐨𝐰𝐞𝐝 𝐭𝐨 𝐫𝐞𝐚𝐜𝐭. 𝐌𝐚𝐧𝐚𝐠𝐞𝐫𝐬 𝐚𝐫𝐞 𝐏𝐀𝐈𝐃 𝐍𝐎𝐓 𝐓𝐎! This is the MIRROR Leadership Framework I carry into every leadership development program: 📌 Mood awareness – Notice emotions without catching them 📌 Interrupt the impulse – Pause before reacting 📌 Regulation – Leaders stabilise rooms, not escalate them 📌 Raise the level – Leadership always operates one level higher 📌 Outcome ownership – Managers are accountable for where the conversation lands 📌 Role clarity – Are you responding as a leader or reacting as a participant? Titles do not make leaders. Emotional CONTROL does! 𝐈𝐟 𝐲𝐨𝐮 𝐰𝐚𝐧𝐭 𝐲𝐨𝐮𝐫 𝐂𝐗𝐎𝐬 𝐚𝐧𝐝 𝐦𝐚𝐧𝐚𝐠𝐞𝐫𝐬 𝐭𝐨 𝐬𝐭𝐨𝐩 𝐦𝐢𝐫𝐫𝐨𝐫𝐢𝐧𝐠 𝐞𝐦𝐨𝐭𝐢𝐨𝐧 𝐚𝐧𝐝 𝐬𝐭𝐚𝐫𝐭 𝐦𝐚𝐧𝐚𝐠𝐢𝐧𝐠 𝐢𝐦𝐩𝐚𝐜𝐭, 𝐃𝐌 𝐦𝐞. LinkedIn LinkedIn News India #hr #leadershipcoaching

𝐌𝐢𝐫𝐫𝐨𝐫𝐢𝐧𝐠 𝐭𝐡𝐞 𝐑𝐨𝐨𝐦 𝐖𝐢𝐭𝐡𝐨𝐮𝐭 𝐋𝐨𝐬𝐢𝐧𝐠 𝐘𝐨𝐮𝐫𝐬𝐞𝐥𝐟 𝐓𝐡𝐞 𝐐𝐮𝐢𝐞𝐭 𝐀𝐫𝐭 𝐎𝐟 𝐒𝐭𝐚𝐧𝐝𝐢𝐧𝐠 𝐎𝐮𝐭 One of the earliest lessons I learned as a luxury fashion stylist had nothing to do with trends or silhouettes. It had everything to do with 𝐫𝐞𝐚𝐝𝐢𝐧𝐠 𝐚 𝐫𝐨𝐨𝐦. Most people believe you must choose between blending in or standing out. In high-stakes professional rooms, that thinking is both limiting and dangerous. The real skill is knowing 𝐡𝐨𝐰 𝐭𝐨 𝐝𝐨 𝐛𝐨𝐭𝐡. Mirroring is the first layer of visual intelligence. It is how you signal respect for the environment you are stepping into. This means understanding the room before you dress for it. Industry culture. Power structures. Unspoken dress codes. The emotional temperature of the meeting. When you mirror correctly, people feel instantly at ease around you. You look like you belong. And belonging is the fastest door to influence. But mirroring alone makes you invisible. Standing out is where 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐲 enters. Standing out is not about louder colours or dramatic silhouettes. It is about placing one deliberate, recognisable cue that carries your brand. It could be a signature colour within a neutral palette a precise cut that elevates a familiar suit a distinctive accessory worn with restraint a grooming detail that adds quiet authority This is how you remain unmistakably yourself without unsettling the room. From an image consulting perspective, here is the rule I teach leaders. Mirror the 𝐩𝐬𝐲𝐜𝐡𝐨𝐥𝐨𝐠𝐲 of the room. Stand out through 𝐢𝐝𝐞𝐧𝐭𝐢𝐭𝐲, not volume. When this balance is right, something subtle happens. People remember you without feeling disrupted by you. They trust you faster. They listen longer. I have seen deals soften, boards lean in, and negotiations open not because someone dressed impressively, but because they dressed 𝐢𝐧𝐭𝐞𝐥𝐥𝐢𝐠𝐞𝐧𝐭𝐥𝐲. Luxury styling at this level is not about expression alone. It is about 𝐭𝐢𝐦𝐢𝐧𝐠, 𝐜𝐨𝐧𝐭𝐞𝐱𝐭, and 𝐜𝐨𝐧𝐭𝐫𝐨𝐥. So before your next important meeting, ask yourself two quiet questions. What does this room need me to mirror to feel at ease. And what single element can I introduce so I am not forgotten. Get both right, and your presence does half the work before you ever speak. I’d love to hear from you. Share a moment when your outfit choice either strengthened your position or worked against you. #ManeeshaNagrath #LuxuryImageConsulting #VisualIntelligence #ExecutivePresence #StyleAsStrategy