I’ve invested in 20+ startups. The successful ones always have a culture of trust. Most companies secretly don’t trust each other. They have all kinds of trust issues — egos get in the way, issues fester under the surface, and teams become dysfunctional. Mine was the same until I found this simple trust-building exercise, which I’ve now repeated hundreds of times. Here’s how to dramatically improve trust within your company.

Take 15-20 minutes at the start of any informal meeting, such as leadership off-sites or team dinners/drinks. Warn everyone that you’re going to get personal, but that it’ll be fun. Then, go around the room and ask each person these four questions.

1. Where’d you grow up?

• Help them expand.
• Ask follow-up questions.
• Learn about their upbringing.
• Really listen.
  
  

2. Siblings?

• Older or younger?
• What was it like being the [oldest, youngest, only]?
• Context really helps humanize your employees.
  
  

3. Sports or hobbies?

• These are easy things to find in common.
• Get them to elaborate.
• Did they play in high school/college?
• Do they still play?
  
  

4. Biggest challenge?

• This is where things get real.
• People really open up — death in the family, tough upbringing, bullied in the past.
  
  

It’s important to listen attentively and not judge. This simple exercise has a massive impact. People drop their guard, find things in common, and better relate to each other. I’ve seen the trust built through this exercise last for years. Trust me.

Managing layoffs is always a difficult task for any organization and brings a new set of challenges. As the world continues to adapt to remote work, it is essential to have a plan in place to manage remote layoffs effectively. Here are six tips to help ensure a smooth process for all involved.

1. Have a clear plan and timeline.

In the case of managing remote layoffs, setting a clear plan and timeline can help mitigate any confusion or uncertainty. This plan should include the number of employees affected, the departments involved, and the timeline for the layoffs.

2. Communicate transparently.

Communication is key when it comes to managing remote layoffs. It is essential to communicate transparently with employees about why the layoffs are happening and what they can expect. Clear and honest communication can help build trust and respect between the organization and the employees.

3. Communicate empathetically.

Empathetic communication plays a key role in reassuring employees. Layoffs can be emotionally charged for all involved, and it’s crucial to be sensitive to employees’ feelings. Show empathy and compassion and be willing to listen to their concerns.

4. Provide support and resources for affected employees.

Layoffs can be a stressful time for employees. Provide support and resources, such as counseling or outplacement services, to help affected employees navigate this challenging time. Offering resources and support can help alleviate some of the stress and anxiety employees may experience.

5. Maintain confidentiality.

Maintaining confidentiality can help build trust between the organization and its employees. Be sure to keep employee information private and only share the details with those who need to know. 

6. Provide guidance for the next steps.

After the layoffs, guide the remaining employees on what they can expect moving forward. Be clear about any organizational changes and the steps the company is taking to move forward. Providing guidance can help alleviate any concerns or uncertainty about the future.

Managing remote layoffs can be a challenging and emotional task, but by following these six tips, organizations can help ensure a smooth process for all involved. Having a clear plan and timeline, transparent and empathetic communication, providing support and resources, maintaining confidentiality, and guiding the next steps can all help make the process more manageable. 

Layoffs are common in economic downturns. With this in mind, you may need some of these same workers to return as the economy starts growing again. 

Remember, communication and empathy are key, and showing compassion and respect for affected employees can go a long way toward building trust and respect between the organization and its employees. 

This article is reprinted with permission, all rights reserved.

Follow these five steps to improve stakeholder relationships, organizational culture, and your ability to drive change.

I find that 75% of challenges in professional and personal settings stem from communication issues, whether it’s miscommunication, lack of communication, or poor communication.

Why? Communication is multifaceted, encompassing verbal and non-verbal cues, facial expressions, tone, body language, brevity, thoughtfulness, cultural awareness, and more. Adding our fears, insecurities, ego, and people-pleasing tendencies to this mix further complicates getting it right.

Mastering communication is tough and a lifelong pursuit, but that’s also what makes it fascinating, challenging, and incredibly rewarding when done well. The more you improve it, the higher-quality relationships you build, making the pursuit all the more worthwhile.

Here, I’ll touch on a key subset of communication skills: linguistic intelligence vs. conversational intelligence (C-IQ). After defining each, I’ll focus more on conversational intelligence because without it, it’s almost impossible to build or sustain quality relationships. 

Linguistic intelligence is the art of using language effectively — written and spoken. Those with high linguistic capabilities excel at reading, writing, storytelling, and memorizing words and dates. They thrive on taking notes, listening to lectures, and engaging in discussions and debates. People with high linguistic intelligence are good poets, writers, lawyers, and speakers. This type of intelligence involves sensitivity to the sounds, rhythms, and meanings of words, as well as the function of language as a whole.

Conversational intelligence, on the other hand, is using communication to connect, engage, navigate, and influence within conversations. It’s not just what is said but how it is said and the emotional undertones of it. C-IQ involves understanding and utilizing various conversational cues and dynamics to build trust, develop relationships, and achieve mutual understanding. This includes empathy, listening skills, timing, and the ability to read non-verbal cues.

So, while linguistic intelligence is the crucial foundation for effective verbal communication, conversational intelligence is broader, encompassing strategic and emotional aspects of interaction. Though linguistic intelligence can greatly enhance conversational intelligence, it’s not strictly necessary to have high linguistic intelligence to possess or develop high conversational intelligence.

In your role as a C-level leader, mastering C-IQ is essential because it directly impacts stakeholder relationships, shapes organizational culture, and dramatically improves your ability to drive change.

Medical professor Wendy Levinson’s famous 1997 study on doctors showed that the primary reason patients with negative outcomes sue their doctors for malpractice is not due to medical negligence but how the doctors communicate with them. It also demonstrated that physicians who improved their conversational intelligence significantly reduced malpractice claims. By spending an average of just 4 more minutes with each patient (18.3 minutes vs. 15 minutes), physicians not only addressed medical issues more effectively but also built stronger relationships, leading to increased patient trust and fewer malpractice suits.

We get similar results in corporate settings. Numerous studies reveal that teams led by individuals with high conversational intelligence exhibit better performance, higher engagement, and more innovative thinking. 

Here are some specific steps to improve your conversational intelligence. I know some are trite, but they work, and the difficult part is doing them consistently:

1. Listen attentively by giving your full attention to the speaker, nodding, maintaining eye contact, and providing feedback through summarizing or paraphrasing what they said. Listen to understand, not just to respond. Put your cell phone out of sight with notifications turned off. If you can see the phone, part of your attention will be on it regardless of how hard you try to be present in the moment.

2. Use open-ended questions that can’t be answered with a simple yes or no. They lead to more detailed and meaningful responses and help uncover deeper insights that result in more engaging conversations.

3. Build trust by being consistent, reliable, and sincere in your interactions. Follow through on commitments, and be transparent in your communication. Trust is the foundation of all effective communication and collaboration. If the other party can’t take you at face value, none of the other communication tools and techniques will work effectively.

Avoid tricks at all costs. In today’s hyper-connected world, smartphones and social media have significantly increased the frequency of interactions each person has. This heightened exposure has made us adept at seeing through others’ motives. Your best strategy is to be genuine.

As business management expert David Maister said, “The trick of earning trust is to avoid all tricks.”

4. Regulate your emotions and understand their impact on your communication. If you’re known for getting defensive or losing your temper easily, people will hesitate to be straightforward with you.

Regarding anger, when you get angry in person, you leave behind only the memory of your behavior. Do it over an email, and now you have a permanent record of it to regret. No matter how justified it feels to express your anger or make an exception just this once, don’t do it. It’s not an exception, and you will regret it. Walk away and cool off instead.

5. Pay close attention to non-verbal communication by observing body language, facial expressions, gestures, posture, eye contact, and even silence. Ensure that your non-verbal cues align with your verbal messages; don’t deliver bad news with a smile.

Non-verbal cues often speak louder than words because they’re subtle and nuanced. Too much eye contact can be perceived as staring, while too little can seem evasive or uninterested. The right amount conveys confidence, interest, and sincerity. Someone might say they feel comfortable, yet they’re fidgeting, sweating, and have shortness of breath. Yes, that’s an extreme example, but it drives the point home.

In conclusion, conversational intelligence is not just a nice-to-have skill but a crucial aspect of highly effective leadership. By honing your C-IQ, you build stronger relationships, inspire your team, and set yourself up to drive meaningful change all around. 

Start by applying these specific steps consistently, and you’ll notice a significant improvement in the quality of your interactions and your leadership impact. Remember, communication is at the heart of leadership — invest in it, and you’ll reap the rewards both professionally and personally. 

How engagement can power up your leadership, success, and prosperity in 2025.

By Tony Robbins

When you think about what truly drives extraordinary results in any field, the answer is always engagement. Engagement isn’t just about showing up; it’s about bringing your full self to every moment, every interaction, and every challenge. This is where true power lies — both for individuals and for businesses. In 2025, the opportunity to harness the transformative power of engagement has never been greater.

Over my four-and-a-half decades of coaching and personal experiences, I’ve seen firsthand how engagement can elevate leaders and foster unparalleled results and success. What’s also true is that far too many people are disengaged or engaged in ways that don’t contribute to their personal or professional success. 

Unfortunately, most people major in minor things. They know more about a social media personality’s “life” than they do their own dreams, desires, goals, and how to get there. 

And disengagement comes with a hefty price tag. Gallup estimates that the lack of engagement is costing the global economy an astounding $8.9 trillion in productivity losses, which translates to about 9 percent of the world’s GDP. This isn’t just a financial issue — it’s a fundamental human one. People who are not engaged experience heightened levels of stress, sadness, loneliness, and frustration. They are less productive and less likely to contribute positively to their communities and organizations.

What does this mean for businesses? According to a recent Gallup poll, engagement of employees is at record lows. Most companies have on average only 31% of employees who are actively engaged, 51% not engaged, and 18% so massively disengaged that they cause issues across the organization. 

When you compare companies in the top and bottom quartiles of engagement, companies in the top 25% had:

• 22% higher profitability
• 10% higher customer rating
• 28% less theft
• 48% fewer safety incidents
  
  

This is all in addition to:

• A sense of meaning/mission 
• Appreciation across the organization
• 2x greater job satisfaction
• 3x more likely to stay long-term
  
  

Let’s be clear: Engagement isn’t just a feel-good concept — it’s a powerful driver of performance and profitability. Companies that actively engage their employees are the ones setting records and leading industries. Look at top-performing companies like Google, Salesforce, Apple, and Facebook. These organizations aren’t just successful; they are engaged. 

So what creates engagement? How can we turn this around? How can we move from a state of disconnection to one of profound engagement? The answer lies in the understanding that engagement is a powerful catalyst for leadership and personal growth. 

Here’s how you can harness this power:

Engage actively with content. When you engage with information — whether through asking questions, taking notes, or participating in discussions — you transform passive learning into active involvement. This not only enhances your understanding but also reinforces your commitment to applying what you’ve learned.

Increase engagement personally and professionally. Start by reflecting on how you engage with your work and relationships. Are you fully present? Are you contributing in ways that energize you and others? Seek out ways to deepen your involvement, whether through setting new goals, taking on challenges, or fostering stronger connections with those around you.

Address disengagement head-on. Disengaged employees can be detrimental to an organization, while actively disengaged employees can actively work against it. As a leader, it’s your responsibility to address disengagement with empathy and action. Create an environment where people feel valued, listened to, and motivated.

Harness engagement for leadership. True leadership is grounded in engagement. When you are genuinely engaged, you inspire others to do the same. You set a powerful example and create a culture of enthusiasm and commitment. Remember, leaders who fake engagement may temporarily fool others, but only authentic engagement leads to lasting influence and extraordinary leadership.

Mastery through repetition and emotion. Engagement isn’t just a strategy; it’s a state of being. The more you immerse yourself in what you’re passionate about, the more skilled and effective you’ll become. This requires repetition and connecting emotionally with your tasks and goals. Engage with your work and relationships on a deeper level and watch how mastery and success follow.

Create a state of excellence. The difference between dreamers and doers is the state they operate from. To achieve new results, you must shift your behaviors and mindset. This means moving from mere desire to proactive, engaged action. The state you’re in determines the results you get.

This principle isn’t confined to the corporate world. The same applies to your personal life. When you become more engaged, you inspire and elevate those around you. Engagement is infectious. If you want to ignite passion and drive in others, you must first be fully engaged yourself. You can’t expect to move others if you aren’t moved. You can’t touch others if you aren’t touched.

As a leader, your role is to maximize resources — whether they are people, technology, or finances. But here’s the kicker: You can’t maximize resources without full engagement. Your ability to get the most out of what you have depends entirely on your level of engagement. If you approach your role with genuine enthusiasm and commitment, you’ll not only enhance your own effectiveness but also elevate the performance of those around you.

Every room you walk into, every team you lead, every challenge you face — your engagement sets the tone. Good is the enemy of great. Mediocre engagement yields mediocre results. To be extraordinary, you must lead with exceptional engagement. When you engage fully, you don’t just perform well — you transform yourself into an extraordinary leader.

For 2025 the call to action is clear: Embrace the power of engagement in every aspect of your life. Whether you’re leading a team, running a business, or pursuing personal goals, your engagement will be the key driver of your success and prosperity. By fully engaging with your work, relationships, and personal growth, you unlock the potential for extraordinary results and transformation. Remember, engagement is not a passive state but a dynamic force that propels you toward greatness. Embrace it, live it, and let it guide you to new heights.

Working on yourself makes it possible to accomplish your highest vision.

By Stedman Graham

As the world moves increasingly into the Information Age, knowledge and skills are needed — but these alone will not prepare people for true success in life.

When an individual has no clear understanding of their own purpose, information has no relevance.

Identity Leadership begins at the beginning — with the self. It recognizes that each person is unique. No two people have identical interests, talents, skills, or approaches. It is by defining, leading, and mastering yourself that it is possible to accomplish your highest vision.

Identity Leadership begins with recognizing that, “Until I take the leading role in constructing my life, all my potential cannot be realized.”

Identity Leadership follows the Nine-Step Success Process. Over several decades, this process has been shared with a vast spectrum of people, from school students to military leaders, from corporate executives to rural communities, from tech giants to developing nation policymakers. In each venue, the Nine-Step Success Process has infused new awareness and imparted new life skills.

Identity Leadership is a powerful adjunct to all forms of learning. Not only does it energize the learning process, but it allows people to naturally self-differentiate and to incorporate their interests, increasing relevance.

Why it Works

Empowering humans is key to better outcomes. Even with the highest capabilities in a society, an apathetic and disengaged population will self-destruct. Identity Leadership works on the core question for every person: Who am I? 

How does this affect learning? The typical educational system is heavy on abstract theories and memorization with little relevance to a student’s dreams. Grades alone don’t motivate. Something more is needed.

Identity Leadership works on the front end of the educational process. It enables the learner to self-discover and to find purpose. This awareness leads to a passion for mastering the information and skills that will support their personal goal. 

People want to have an enjoyable life, and Identity Leadership makes learning exciting and fun. It puts the individual in the driver’s seat of the educational journey. They become self-directed learners. They learn how to learn, and they become adept at managing time and resources. 

Identity Leadership is like a learning DNA. It is a clear matrix that orders and clarifies your priorities. Potential is the starting point; the dream is the endpoint. Learning becomes personally relevant. Difficult tasks become exciting challenges. Proficiency and mastery bring pride. 

Neuroscientists now describe the plasticity of the brain and how new thinking and habits can rewire the brain for amazing results. When someone’s passion and imagination are engaged, their interest and excitement come into play. Finding the solution to a problem becomes highly rewarding. The brain prioritizes learning because it is associated with the sense of satisfaction that comes with advancing toward your goal. 

Not only does this supercharge learning, but it counters negative and undesirable thinking. Depression, anxiety, learning blocks, and circular thinking can be eliminated when you become a self-directed individual. Highly engaged and self-managed individuals rapidly discern between what does — or doesn’t — bring them closer to their goals.

Exerting pressure on the student to learn (through discipline or classroom management) consumes much time and energy. Apathetic, disengaged learners who see no value in the instruction can discourage even the most dedicated educators.

In business, disengaged employees do mediocre work, affecting the products and services the customer receives — and eroding the company’s reputation.

In fact, throughout society such lack of self-direction generates loss. Without self-mastery, people can’t build strong relationships. Society is paying the price — in the breakdown of social structures that emerges from ignoring this primary step in human development. 

Identity Leadership provides a clear process to self-discover, self-realize, self-direct, and self-actualize to build a life that is optimal, sustainable, and rewarding. According to Abraham Maslow’s Hierarchy of Needs, self-actualization is the highest form of human development. Identity Leadership is quite simply a process for becoming a self-actualized person.

Real-World Application

Incorporating Identity Leadership into any environment optimizes growth. Armed with purpose, aware of the value of the information, and incentivized by gaining a personal and relevant set of goals, the Identity Leader becomes a proactive, self-directed learner. It transforms the classroom into a collaborative learning environment. Instructors can focus on igniting students’ interests and facilitating their exploration instead of recordkeeping and enforcement. 

Identity Leadership transforms business environments. With a strong sense of purpose, team members take initiative, perform at their best, seek to improve, and deliver better products and service. They push the envelope, raising the standard in ways that add value to the customer experience — and the company’s profitability.

In personal relationships— and the civic arena — Identity Leadership transforms social interactions. Individuals of integrity and self-worth treat others with the same dignity and respect that they feel toward themselves. They encourage others’ dreams and development. They model desirable words, thoughts, and actions — influencing every life they touch. They self-manage and self-correct, becoming desirable participants in any social situation. Most of all, Identity Leaders live out their core values and principles in their daily activities, setting a standard of accountability and respect. A culture of value develops around each Identity Leader and spreads naturally. Identity Leaders enjoy natural authority because their words are matched by their actions, bringing positive results.

Identity Leaders naturally seek the triple bottom line of Profit, People, and Planet: 

• They prioritize people — self-value and others’ value.
• By managing resources and time well, they maximize profit. 
• They seek lasting, sustainable solutions and operate as good stewards of the natural world.
  

Identity Leadership develops merit, not entitlement. Excellence and continuous improvement become contagious, developing a success ethos. External barriers cannot withstand the power of the self-directed, self-motivated, and self-actualized person.

Freedom thrives where merit and diversity are both embraced. Identity Leadership celebrates the diversity of our human family, asserting that each and every person has the power to envision — and substantiate — a life of great impact. 

Society benefits when each person is both a contributor and a beneficiary. A thriving family, community, or country emerges when every person takes responsibility and receives benefit. Passive, alienated, discouraged, or excluded people cannot give — and don’t benefit — from the gifts available.

Building from the Core

Identity Leaders build from their core values using the tools, resources, and time at their disposal. These are the outstanding performers in any field. 

Social evils result from failing to build social good. Self-actualized people of solid character who enjoy their work, have fulfilling relationships, and are financially rewarded are not likely to fall prey to destructive choices. 

Identity Leadership works in all strata of society. It points the clearest pathway for the young and helps remedy missteps for those who may have floundered. 

Further, Identity Leadership enables real-world financial and economic skills, leading to self-sufficiency and freedom. 

Outcomes soar when human potential is released. Identity Leadership provides a new paradigm for each person’s self-defined and self-driven development. It maximizes human accomplishment and human relationships.

New Identity Leadership Course

Learn the importance of self-leadership and how to tap into your true identity to improve leadership skills, develop an authentic life vision, and master the tools and self-leadership process. For more about Stedman Graham’s nine-week, self-paced online course, visit stedmangraham.com/course-section.

Take these seven steps on The Path to growth and fulfillment.

By Tony Robbins

One of the most frequent questions I get asked as a coach by achievers I work with is, “Am I on the right path?”

It is a question I have received over many decades from societal leaders of all kinds, including four U.S. presidents, global business titans, celebrities, moms, and teachers.

It all starts with progress. Are you making it in your life, career, relationships, and finances? Are you growing? One of many truisms of life is that if you are not growing, you are stagnant or decaying. All achievers must grow to be fulfilled.

To grow, you must be willing to go on an endless journey to the unknown and yet unseen. You must be OK with opening yourself up to a level of uncertainty. Only by confronting fear of the unknown can you grow personally and professionally in ways that will let you achieve the extraordinary life leaders demand for themselves. 

How do you manage to continuously make progress in all areas of your life — your relationships, career, health, and finances?

The winding road to growth, fulfillment, and the extraordinary life you seek as an achiever demands massive and relentless action. But on that journey, if you’re going to make consistent progress in the long term, you must also be able to see The Path and the key steps you must follow to reach your personal promised land.

How I Coach Myself

I want to help get you started by sharing the seven key steps on The Path to growth and fulfillment that I use with those I coach — including myself.

Along the way, remind yourself that no matter how many mistakes you make or how slow you progress on the journey, you are still way ahead of everyone who isn’t trying. Success isn’t a place at which we arrive; it is an ongoing process, and we must embrace every stage of the journey — not just the peaks.

So what are we waiting for? Let’s get going!

Step 1: What Do You Really Want? 

Activate and awaken your hunger. 

When people ask me what sets people apart, my response isn’t what they think it will be. 

The most important ingredient when it comes to success in life is hunger — the desire to do more, be more, give more, share more, create more. The most successful people that I know in any area never lose this. If you can figure out what you desire most in life, you can begin to write the story of your life. 

Take a moment to think about what you desire most. And just as important as what you want is why you want it. Your why is what will act as your North Star when the road gets rough. And with identifying what you truly want, you’re on The Path. 

Step 2: Find and Face the Truth 

The truth will set you free! 

This is about getting clear and honest about where you are right now. Visualize where you want to be. Be honest: What’s the gap between where you are now and where you want to be? And what’s prevented you from closing it in the past? 

Once you identify the truths around where you are and what’s holding you back, you can go on to the next step. 

Step 3: Resolve and Create a MAP

Make a plan that will take you from where you are to where you want to be.

This is what I like to call creating a massive action plan (MAP). You know you’re on The Path when you have a great plan. It doesn’t have to be perfect, but it will act as a guide. 

What actions need to be taken today for you to begin closing the gap? Identify them and write them out as your MAP. 

Step 4: You Have to Do What’s Hard 

This is where you slay your dragons. 

This is what most people won’t do, my friend. Successful people do what others won’t. 

This is where you make the change. This is where you get the skill. This is where you drop the old story. Drop the excuses. 

This is where the sword of truth slices through any obstacle between you and the life of your dreams.  

Step 5: Develop a Daily Practice 

You must condition the change — make it a habit.

This means coming back to the basics each day. It creates a sense of renewal. A daily rebirth. A reset. 

Write down what you’re grateful for. Reconnect to your heart. Write down what you desire. Reconnect to your why. 

Reinvigorate the inner world so you can crush your goals in the external world. 

Step 6: Raise Your Standards and Measure More Often 

Proximity is power. 

It’s human nature to let motivation subside and to let things eventually plateau — to become comfortable. Eventually, some of your musts start sliding into shoulds. 

That’s why it’s necessary to continually raise your standards. Evaluate where you are. Measure it. What’s working? What’s not? Then adjust. 

And don’t make the mistake of trying to do it all on your own. The greatest business and financial minds and champion athletes have mentors, someone who has walked The Path before. 

Get connected with the right kind of people (people you look up to, want to emulate, and admire). Surround yourself with humans who will hold you accountable for your goals and lift you up. Don’t have mentors in your life at the moment? Get a coach. (See the 2024 Real Leaders Top Executive Coaches list.) Accountability creates accelerated growth. 

Step 7: Life Is a Gift

Celebrate, appreciate, and give back.

This is my favorite step on The Path because it calls us back to what it’s really all about. 

Life is a gift, and it’s meant to be shared. 

Any goal, any greatness we achieve in life is really our opportunity to give back. To do something for others, to contribute to something larger than ourselves. To leave a mark on this world for the better. 

It’s our greatest honor to use our skills and passions to make the world a better place. 

Take a look at these seven steps again. Know that they are not linear in that you will complete one through seven and be done. This checklist is something to come back to throughout your week, month, year, and lifetime to help yourself along The Path to the life you demand for yourself.

Additional Resources

Join Tony Robbins at a live Unleash the Power Within event; the next scheduled one is Nov. 14-17 in the New York/New Jersey region. Learn more at tonyrobbins.com. Interested in getting connected with a Tony Robbins Results Coach? Visit tonyrobbins.com/coaching.

Tony Robbins is one of the world’s leading life and business strategists and is ranked No. 1 on the 2024 Real Leaders Top 50 Keynote Speakers list.