Success Advice
4 Networking Strategies to Master the Art of Connection
If there’s any secret I’ve learned to success in life and business, it is that learning to connect and form with relationships with other people is the most valuable skill there is

My earliest memories from childhood revolve around my mom’s battle with ovarian cancer. I loved my mom and always wanted to play with her in my hyperactive way, and my dad would pull me away from her so that she could rest. When she died, I remember seeing my dad sobbing against a tree and I could feel how much pain he was in.
As a result of those early experiences, I realized early on that there were a lot of people around me who were secretly suffering and in pain. Unconsciously at first, I also realized that despite going through a ton of my own and suffering, I wanted my life to be about helping people as deeply and meaningfully as I could. In other words, I wanted to relieve other people’s suffering because of how much I was suffering myself.
Through all my life experience, I’ve since gotten a reputation as “the most connected person on the planet” (not my words) through my many business endeavors. If there’s any secret I’ve learned to success in life and business, it is that learning to connect and form with relationships with other people is the most valuable skill there is—and most people don’t know how to do it.
Part of the reason for that is mastering the art of connection requires a deep understanding of other people’s suffering, which can be uncomfortable to navigate or even to understand. To that end, here are four proven concepts I’ve used in my life that you can use to master the art of connection.
1. Ask “How Are They Suffering, And How Can I Help?”
To understand this, you have to understand suffering in the broadest sense possible. Everyone has different problems, but the way I think of suffering encompasses everything—from small inconveniences or wishes to deep mental anguish. In short, there is suffering everywhere, and much more than most people realize.
While suffering has a bad reputation, I attribute so much of my success in life to having a different opinion. It’s never good to see other people in pain, but suffering is not always a bad thing. In truth, suffering can be very powerful, because it can create incredible opportunities for deep connections with people. In fact, it’s a huge reason why people form relationships with others at all: connecting with someone else alleviates suffering and transforms everyone involved, usually for the better.
2. Learn to Become a “Pain Detective”
We’ve likely all heard the business wisdom “your network is your net worth” so often that it starts to sounds like a cliché, but most of us accept it as true. So, how do you grow your network, especially if you have trouble connecting with others? The answer that I give to everyone is simple: you must become a pain detective to connect with others in a genuine way. Doing this means focusing on their needs and their pain first, and your needs second.
Though this may sound counterintuitive, it helps to consider the landscape where this advice will be applied. For most people who are looking to network or connect with others, their main concern is what others can do for them, not what they can give or provide to others. Similarly, the most successful and high-profile people tend to be huge givers of value to the world, and yet they spend most of their time surrounded by takers as a result.
If there’s any truth to the stereotype that people at the highest levels of success can be aloof or hard to connect with, it often comes from having so many negative experiences with other people who want to take advantage of them.
“Networking is not about just connecting people. It’s about connecting people with people, people with ideas, and people with opportunities.” – Michele Jennae
3. Understand Communication vs. Connection vs. Escape
When connecting with others, genuine interest and curiosity in their needs without trying to immediately get something in return is a huge superpower that sets you out from the crowd. In conversations with others (particularly when networking), we can feel when we’re freely communicating with someone else, when we’re deeply connected, and when someone is trying to escape the conversation. The best thing we can do to have better relationships with other people is to pay very close attention to these cues!
If two people are only communicating, they may be speaking to one another on a surface level and not touching anyone’s real needs (in other words, not probing anyone’s real suffering). If that’s the case, try taking the conversation in a more sincere direction; ask some deeper questions, reveal something personal about yourself, and take more risks to get to true connection.
On the other hand, if you feel that you or someone else is trying to escape an interaction, pump the brakes and try to figure out why. What is it about the conversation that is painful or you or the other person? Can you address that pain head-on and bring the conversation to a more comfortable, fun, or memorable place?
4. Focus on Transformational Relationships, Not Transactional Relationships
While this advice is incredibly simple, it is shocking how few people truly understand it and use it in their conversations and interactions with the people they meet. When it comes to building networks and connecting with others like a genius, we all have to market and “sell” ourselves in some way, which can cause anxiety and inauthenticity that keep us disconnected from one another. Still, it’s important to remember that what causes those negative feelings is disconnection and nothing else.
When your connection with someone else is genuine, “selling” becomes transformational rather than transactional. It relieves your suffering and the other person’s suffering all at once—but it has to begin with thinking about them first, not about you.
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Why One-Size-Fits-All Leadership Will Always Fail (and What Works Instead)
The surprising truth about leadership styles that can make or break your team’s success.

Leadership has always been as much about people as it is about performance. Ken Blanchard, in his influential book, “The One Minute Manager”, put it simply: different strokes for different folks. (more…)
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The Leadership Shift Every Company Needs in 2025
Struggling to keep your team engaged? Here’s how leaders can turn frustrated employees into loyal advocates.

In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”
While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.
Why This Gap Exists
Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.
What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.
Tools and Techniques to Bridge the Gap
Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.
1. Practice Mutual Empathy
Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.
2. Maintain Professional Boundaries
Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.
3. Follow the Golden Rule
Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.
4. Avoid Micromanagement
Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.
5. Empower Employees to Grow
Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.
6. Communicate in All Directions
Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.
7. Overcome Insecurities
Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.
8. Invest in Coaching and Mentorship
True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.
9. Eliminate Favoritism
Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.
10. Recognize Efforts Promptly
Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.
11. Conduct Thoughtful Exit Interviews
When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.
12. Provide Leadership Development
Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.
13. Adopt Soft Leadership Principles
Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.
The Bigger Picture: HR’s Role
Mercer’s global research highlights five key priorities for organizations:
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Build diverse talent pipelines
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Embrace flexible work models
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Design compelling career paths
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Simplify HR processes
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Redefine the value HR brings
The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.
Treat Employees Like Associates, Not Just Staff
When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.
Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.
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