When we connect and really get to know people, the workplace functions better, people work through their differences, and real meaning emerges. Learn how to build real connection, here:

To make a difference in the lives of those around us, we need to connect, and connection is only possible by being physically and mentally present.

Knowing people is different than knowing about people. When we know people, we connect. Connection is essential in everything we do, whether we’re trying to influence change, hold people accountable, or create new visions. As an HR specialist, connection is especially critical in addressing difficult issues.

Emotions can corrupt our view of others — even the people we love. With the right practice, though, we can change our emotions and transform our relationships.

Most people don’t look forward to crucial conversations. And they definitely don’t get excited about them. When we know it’s time to have a crucial

The truth is, putting your foot in your mouth — whether consciously or accidentally — is easy to do, and as a result we get to observe the ugly aftermath of catastrophic conversations all around us. But can just any slip of the tongue be fatal to your career, or are there some comments that are far more damaging than others?

One of our main goals in Human Resources is to help our companies, employees, and ourselves build a better and brighter future. After 40 years of training and consulting, Ron McMillan shares the three big lessons every HR specialist should take to heart to make your impact on the future even more meaningful.

“It’s not what you said, it’s how you said it!” Sometimes, our words fail to communicate our true intentions, and when people detect negative intentions (rightly or wrongly), they don’t feel safe. To have healthy dialogue, we need to create safety. Here are 4 skills that make safety a reality:

The way you open a crucial conversation makes a huge difference on the outcome. And if you want better results, you need to do these three things in the first 30 seconds.

Ever experienced discrimination at work? You’re not alone. When we asked people to tell us of a time they felt excluded or disadvantaged because of their race, age, gender, national origin, or sexual orientation at work, we got over 500 stories. Here are a few skills for confronting bias in a way that restores civility to the workplace.

How we start a crucial conversation matters. It determines if we’ll get great results or create a whole new set of problems. Specifically, the opening 30 seconds are extremely critical. Before we do anything else, we need to be clear on our goal — which isn’t to convince or compel. The real goal is to get better results. Here’s how: