We tend to see that communication is everything in a relationship. But, the fact shows that everyone communicates but few connect. How can we really connect with others?

Each person’s journey to personal growth is different; there are principles and practices that apply to every leader’s journey, but there is no such thing as a one-size-fits-all approach to personal development. Only you can decide what’s necessary for your journey.

Unless you want to remain at the level you have already attained with your own abilities as they are. For to gain new ones, and surpass your limits, it requires relationship.

How is your work environment? Do you work more virtually? As a leader, how do you build trust on your virtual team?

Neuroscience offers some answers on how to boost employee engagement.

Paul Zak, through his research on the brain chemical oxytocin—shown to facilitate collaboration and teamwork—has developed a framework for creating a culture of trust and building a happier, more loyal, and more productive workforce.

Micromanaging implies distrust. When someone micromanages, he is implying that he does not trust his employees, which, in turn, causes employees not to trust him.

Giving praise is important. But, there is one more thing that we can do to increase trust.

Trust is at the heart of every relationship. When people believe they are working for trustworthy leaders, they are willing to invest their time and talents in making a difference in an organization.

To build a culture of belonging and reap the many benefits for employers and employees, leaders first require a clear understanding of what it means to belong at work.

A small company is characterized by its strong relationship among its employees. It relies heavily on its founders. And the way we manage this company is totally different compared to a larger company.