Culture &amp; Workplace

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Culture &amp; Workplace | SUCCESS | What Achievers Read

<p>Gen Z now accounts for a significant, and growing, portion of today’s workforce. In the U.S., they <a href="https://www.dol.gov/sites/dolgov/files/ETA/opder/DASP/Trendlines/posts/2024_08/Trendlines_August_2024.html" target="_blank" rel="noreferrer noopener">represented about 18% of the labor force by the second quarter 2024</a>, surpassing the share of working baby boomers. More broadly, <a href="https://cake.com/empowered-team/gen-z-workforce-statistics/" target="_blank" rel="noreferrer noopener">Gen Z is expected to make up around 30% of the workforce by 2030</a>. With that kind of critical mass, their workplace expectations matter, not just for HR but for the long-term vitality of organizations. </p>



<p>“We’re living in a post-institutional workplace<em>,</em> one where the old social contract of career loyalty has broken down,” shares leadership and cultural strategist <a href="https://coachingwithmadeline.com/" target="_blank" rel="noreferrer noopener">Madeline Miller</a>. “Gen Z has seen systems fail, leaders burn out and workplaces lose credibility. So, they no longer trust titles or tenure and are <a href="https://successcom.wpenginepowered.com/what-gen-z-can-teach-us-about-work-life-balance/">redefining what work means</a>.”</p>



<p>According to <a href="https://www.deloitte.com/us/en/Industries/consumer/articles/understanding-generation-z-in-the-workplace.html" target="_blank" rel="noreferrer noopener">Deloitte research</a>, Gen Z will increasingly demand greater personalization in how they progress in their careers. While salary is important, Gen Z values it less than other generations, often choosing a more fulfilling job that pays less over a boring, higher-paying position. </p>



<h2 class="wp-block-heading" id="h-what-gen-z-values-in-the-workplace"><strong>What Gen Z values in the workplace</strong></h2>



<p>Feedback has long been the cornerstone of performance discussion. But many Gen Z professionals are signaling they want something different—not just to be judged but to be coached.&nbsp;</p>



<p>“Gen Z employees aren’t asking for their managers to completely change their protocol,” according to Barry Garapedian, career coach and CEO of <a href="https://www.mag7consultants.com/" target="_blank" rel="noreferrer noopener">MAG 7 Consulting</a>. “They want to know their manager is invested in their development, not just how much work they can complete in a given day.” Garapedian recommends that managers focus on these four areas when mentoring Gen Z employees: </p>



<ol class="wp-block-list">
<li><strong>Establish frequent touch points: </strong>Don’t save up feedback for quarterly or yearly reviews. Check in with employees more frequently to ensure they are getting value from the role.</li>



<li><strong>Connect the work to purpose:</strong> Work can sometimes feel siloed. Gen Z workers appreciate knowing how their work impacts projects and company goals on a larger scale.</li>



<li><strong>Provide conversational feedback: </strong>Gen Z has been using texting and instant messaging to communicate from an early age. They thrive on in-the-moment praise, like: “Your presentation really helped the team understand the ‘why’ behind this work.” </li>



<li><strong>Demonstrate you care about their growth: </strong>Less focus on output and more on growth is the way to show your Gen Z employee you care about their career. Letting employees share the skills they want to work on puts them in the driver’s seat of their careers. </li>
</ol>



<h2 class="wp-block-heading" id="h-the-coaching-mindset"><strong>The coaching mindset</strong></h2>



<p>For companies facing retention challenges, this shift toward coaching isn’t just “nice to have”; it’s essential. A <a href="https://www.gallup.com/workplace/404693/generation-disconnected-data-gen-workplace.aspx" target="_blank" rel="noreferrer noopener">2024 Gallup survey</a> found that 68% of Gen Z employees reported experiencing work-related stress a lot of the time—more than any other generation surveyed. The same study noted that engagement among younger workers skyrockets when managers take on the role of coach rather than critic. </p>



<p>When managing <a href="https://successcom.wpenginepowered.com/create-corporate-culture-gen-z-will-love/">Gen Z in the workplace</a>, leadership should coach employees to help them connect daily tasks with long-term purpose. This builds trust and loyalty—two things Gen Z deeply values in an era where many have witnessed layoffs, unstable economies and organizational restructuring.&nbsp;</p>



<p>“Managers should be trained to listen, validate and guide, creating psychological safety that fuels performance,” explains Miller. “This is going to put a lot of pressure on managers who will be stuck with this additional level of care, managing down, while reporting to senior leaders who remain unaligned most of the time.”</p>



<h2 class="wp-block-heading" id="h-practical-coaching-frameworks-for-managers"><strong>Practical coaching frameworks for managers</strong></h2>



<p>So, how can leaders put coaching into practice? These proven frameworks can help make these conversations more intentional and productive:&nbsp;</p>



<ol class="wp-block-list">
<li><strong>The GROW model</strong></li>
</ol>



<p>Initially developed by executive coaches, the GROW model (Goal, Reality, Options, Will) provides a structure for meaningful conversations. This model shifts the focus from critique to collaboration. For example:&nbsp;</p>



<ul class="wp-block-list">
<li><strong>Goal</strong>: What do you want to achieve this quarter?</li>



<li><strong>Reality</strong>: What’s going well for you, and what obstacles are getting in your way?</li>



<li><strong>Options</strong>: What different approaches could you try? </li>



<li><strong>Will</strong>: What’s one action you’ll take before our next check-in?</li>
</ul>



<ol start="2" class="wp-block-list">
<li><strong>The 15-minute micro-coaching check-in</strong></li>
</ol>



<p>Instead of formal reviews, try brief, structured one-on-ones every few weeks. Each conversation can include a reflection on a recent success, a discussion of current challenges and one new learning goal or resource to tap into before the next meeting. This format blends accountability with encouragement, keeping communication flowing.&nbsp;</p>



<h2 class="wp-block-heading" id="h-rethinking-leadership-for-the-next-generation"><strong>Rethinking leadership for the next generation</strong></h2>



<p>For many organizations, this evolution requires a cultural shift. Traditionally, managers were trained to evaluate performance, but tomorrow’s leaders must inspire development. The payoff is tangible: Employees who feel coached are more engaged and more likely to stay with their employer long-term.&nbsp;</p>



<p>Gen Z doesn’t want to be managed. They crave managers who see potential, not just performance. “Ultimately, loyalty from Gen Z isn’t earned through perks or pay—it’s built through presence, personalization and purpose,” shares Miller. “When leaders coach the person, not just the performer, engagement follows.”</p>



<p>For <a href="https://successcom.wpenginepowered.com/how-to-lead-the-next-generation/">leaders</a>, the invitation is clear: Shift from telling to asking, from grading to guiding. The future of leadership isn’t about delivering feedback—it’s about building trust, cultivating growth and coaching Gen Z employees toward their best selves.&nbsp;</p>



<p class="has-small-font-size"><em>Photo by PeopleImages/Shutterstock</em></p>

Gen Z prefers coaching over feedback. Learn how leaders can adapt with conversational check-ins and growth-focused mentoring strategies.

Gen Z prefers coaching over feedback. Learn how leaders can adapt with conversational check-ins and growth-focused mentoring strategies. | SUCCESS

Gen Z Doesn’t Want Feedback—They Want Coaching

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Gen Z Doesn’t Want Feedback—They Want Coaching | SUCCESS

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Kate Loweth is a writer and editor based in the San Francisco Bay Area with over a decade of experience covering travel, parenting, business and culture. Her work has appeared in outlets including USA Today, Business Insider, AARP, AAA and Thrillist. Kate is happiest when she's traveling with her three teenagers and exploring a new city or national park.

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Kate Loweth

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<p>Your boss just texted you about a deadline for the third time in an hour, a little snippier than you’d prefer. Or maybe your colleague totally brushed you off in a meeting, gaslighting your feelings. Or in a review, you left feeling shamed about a project you poured your whole heart into. </p>



<p>From nasty comments to more manipulative toxicity, workplace incivility is on the rise—and it’s damaging relationships and careers.</p>



<p>According to the <a href="http://www.shrm.org/content/dam/en/shrm/topics-tools/topics/civility/starter-kit/shrm-q1-2025-civility-index.pdf" target="_blank" rel="noreferrer noopener">Quarter 1 2025 Civility Index from SHRM</a>, a human resources organization, instances of incivility at work in the U.S. have risen more than 20% since the same time last year. But this isn’t new: A 2023 <a href="https://www.apa.org/news/press/releases/2023/07/work-mental-health-challenges" target="_blank" rel="noreferrer noopener">American Psychological Association</a> (APA) poll found that around 1 in 5 employees call their workplace “toxic.” </p>



<p>This means if you’ve been leaving work feeling terrible, you aren’t alone. </p>







<h2 class="wp-block-heading" id="h-what-is-incivility-in-the-workplace">What is incivility in the workplace?</h2>



<p>Examples of incivility in the workplace include gaslighting, shaming and <a href="https://successcom.wpenginepowered.com/how-to-manage-micromanagers/">micromanaging</a> amongst co-workers, bosses or others in the work environment. The SHRM index rates the level of incivility at U.S. workplaces on a scale starting with “incivility is rare” and ranging through it being more commonplace (a “take action” level), through severe and constant, which they call “code red.” </p>



<p>The chart included in the report aims to communicate to both bosses and employees that incivility at work is contributing to a <a href="https://successcom.wpenginepowered.com/7-red-flag-phrases-that-scream-toxic-work-culture/">toxic workplace culture</a>, which can impact everything from employee health and satisfaction to turnover rates and, therefore, company profits. Additionally, the APA poll mentioned above reported that almost 1 in 3 people have witnessed negative insults or jokes that devalue identity or negate someone’s thoughts or background.</p>



<h2 class="wp-block-heading" id="h-how-much-does-workplace-incivility-cost">How much does workplace incivility cost?</h2>



<p><a href="https://www.shrm.org/content/dam/en/shrm/topics-tools/topics/civility/starter-kit/shrm-q1-2025-civility-index-abstract.pdf" target="_blank" rel="noreferrer noopener">SHRM estimates</a> that "U.S. organizations collectively lose approximately $1,313,833,094 per day in reduced productivity due to uncivil behaviors at work." This is due to absenteeism and lack of employee productivity as a result of workplace environments subject to incivility. </p>



<p>There are other less obvious costs, of course, on a personal level that employees themselves often incur, including mental health care that may be required to undo workplace damage and trauma. According to <a href="https://sloanreview.mit.edu/article/toxic-culture-is-driving-the-great-resignation/" target="_blank" rel="noreferrer noopener">MIT</a>, during the Great Resignation, toxic corporate culture was the greatest driving force, costing companies handsomely in attrition rates and hiring costs.</p>



<h2 class="wp-block-heading" id="h-what-causes-incivility-in-the-workplace">What causes incivility in the workplace?</h2>



<p>The index points to five specific aspects of modern life that workers are allowing to infiltrate the workplace. It also reports that nearly 6 in 10 people think our wider society is uncivil, and this workplace issue simply reflects that.&nbsp;</p>



<p>These aspects include:</p>



<ul class="wp-block-list">
<li>Racial or ethnic differences</li>



<li>Political viewpoints</li>



<li>Gender differences</li>



<li>Difference in opinion on social issues</li>



<li>Age or generational differences</li>
</ul>



<h2 class="wp-block-heading" id="h-are-you-contributing-to-incivility-at-work">Are you contributing to incivility at work?</h2>



<p>While everyone likes to point fingers at others, it’s important to look in the mirror to ensure you aren’t contributing to the problem, even unknowingly. Start by learning about the different ways employees, colleagues or leaders might perceive incivility coming from you, such as gathering information through company surveys or direct conversation.&nbsp;&nbsp;</p>



<p>Once you learn some phrases and actions that might be contributing to incivility, you can better recognize patterns in yourself, such as with gaslighting others. This involves questioning or demeaning someone’s morality, sanity or sense of self, <a href="https://health.clevelandclinic.org/gaslighting" target="_blank" rel="noreferrer noopener">Cleveland Clinic</a> reports. If you <a href="https://health.clevelandclinic.org/gaslighting" target="_blank" rel="noreferrer noopener">find yourself saying</a> things like: “I was just joking around,” “Why are you so sensitive?” “Don’t take it personally,” “You don’t really mean that,” “Calm down,” or “I’m sorry you feel that way,” you might be participating in gaslighting.&nbsp;</p>



<h2 class="wp-block-heading" id="h-how-to-address-incivility-in-the-workplace">How to address incivility in the workplace</h2>



<p>First, if you are a supervisor, understand your responsibility and ethical obligation to act when you notice incivility at work. SHRM reports 71% of respondents in their report think their supervisor could have done more to prevent incivility. Leaders can and should create <a href="https://successcom.wpenginepowered.com/setting-boundaries-at-work/">clear boundaries</a> around communication between team members, and norms such as not discussing politics at work. SHRM also shares that teaching some cultural norms, such as using “I” statements like “I feel…” can shift the vibe at work.&nbsp;</p>



<p>If you are experiencing incivility from a co-worker, make sure you tell your direct supervisor, and keep track of the dates and instances of these occurrences in the event HR becomes involved. If your supervisor isn’t responding or doing enough to help, consider speaking directly to HR about the issue or asking what the next steps might be for your particular business.</p>



<p>Finally, <a href="https://successcom.wpenginepowered.com/unlearning-silence-at-work/">speak up</a> directly to the person bothering you by clearly stating the issue, how you feel, and what you’d like to see changed. You can also <a href="https://successcom.wpenginepowered.com/what-wicked-teaches-us-about-workplace-allyship/">stand up for others</a> who are experiencing discrimination. Your co-workers just might learn something from it too.</p>



<p class="has-small-font-size"><em>Photo by fizkes/Shutterstock</em></p>

From nasty comments to manipulative toxicity, workplace incivility is on the rise. Learn about its causes and solutions here!

Workplace incivility at work is rising fast. Discover what’s causing it, how it impacts teams and what you can do to address it head-on. | SUCCESS

Why Workplace Incivility Is On the Rise &amp; How To Handle It

Everything You Need To Know About Workplace Incivility | SUCCESS

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Alexandra Frost is a Cincinnati-based freelance journalist and content strategist, focusing on health and wellness, parenting, education, business, environment, and lifestyle. She has been published in the New York Times, Atlantic, Washington Post, Glamour, Today’s Parent, Reader’s Digest, Consumer Reports, Women’s Health, and National Geographic. She spends her “free” time with her five kids under age 10, and coaching others on the ins and outs of media and content marketing. To connect or read more of her work please visit www.alexandra-frost.com.

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Alex Frost

Two business men shaking hands in a business setting

<p>When George Mattson met Ed Bastian in the late 1990s, he couldn’t have predicted their relationship would eventually help shape how millions of people travel around the world.</p>



<p>At the time, Mattson was a young banker at Goldman Sachs. He’d just taken on responsibility for major client relationships in the Southeast, including Delta Air Lines.</p>



<p>Bastian, who’d recently joined Delta from PepsiCo, was then the airline’s controller. They were both in their early 30s, early in their leadership journeys and, at least on paper, just two more names on each other’s growing contact lists.</p>



<p>“In that period of my career, I was <a href="https://successcom.wpenginepowered.com/13-key-traits-of-strong-professional-relationships/">building relationships</a> with hundreds of different people,” Mattson recalls. “You never know which relationships you build over time will become more central to your future activities.”</p>



<p>At first, he and Bastian didn’t have many reasons to overlap day to day. As Bastian was promoted to CFO, however, he took on responsibility for Delta’s international partnerships, mergers and acquisitions and Wall Street relationships. That’s where he and Mattson began intersecting more frequently, working together on transactions and long-term strategy.</p>



<p>Over the years, their touchpoints multiplied. When Mattson left Goldman Sachs in 2012, he got a call he hadn’t anticipated: Delta’s then-CEO Richard Anderson and Bastian invited him to join the airline’s board. He accepted and, soon after, became chair of the finance committee, where he worked more closely with Bastian.</p>



<p>Three decades after their first meeting, both men are CEOs: Mattson now leads <a href="https://wheelsup.com/" target="_blank" rel="noreferrer noopener">Wheels Up</a>, a private aviation company offering on-demand private flights and a membership program, and Bastian is CEO of Delta. Their long-running relationship has evolved into a <a href="https://successcom.wpenginepowered.com/how-to-create-strategic-partnerships/">strategic partnership</a> between the two companies.</p>



<p>Wheels Up and Delta launched a global partnership that gives members of Delta’s 360 program (an invitation-only membership for Diamond Medallion members) access to private aircraft options and flight credits through Wheels Up, while Wheels Up members can earn Delta Medallion Status based on qualifying flight spend, apply Wheels Up funds toward Delta flights and also accrue SkyMiles. In summer 2025, the two companies deepened the partnership, offering travelers flying Delta to five European cities—Athens, Barcelona, Naples, Nice and Rome—the option to add a Wheels Up private jet to extend their journey.</p>



<p>Forging <a href="https://successcom.wpenginepowered.com/connecting-with-people/">authentic connections</a>—not for what people can do for you, but out of curiosity and a genuine desire to learn—has been a constant in Mattson’s professional life.</p>



<p>“Make sure you’re building relationships—substantive relationships—throughout your career,” he says. “[This is] particularly [important] now, when so much of business gets transacted in an automated way, on text, on email, by Zoom, and increasingly with AI.”</p>



<h2 class="wp-block-heading" id="h-why-professional-relationships-matter"><strong>Why professional relationships matter</strong></h2>



<p>Mattson attributes much of his success to the connections he’s made with people along the way. Relationships aren’t just nice to have alongside technical skills; they’re central to long-term success.</p>



<p>He points back to those early years covering Delta as one of many corporate clients. “I was always trying to engage with people and, in the process, not only learn from them but also allow them to get to know me,” he says. That dual focus—learning from others and letting them see who he is—laid the groundwork for opportunities he couldn’t have predicted, from his board seat at Delta to the eventual Wheels Up and Delta partnership.</p>



<p>“In every interaction, you’re building your reputation,” he says. “You don’t know in real time which relationships will end up being the most important ones.”</p>



<p>Here, Mattson shares six keys to building and deepening professional relationships that last.</p>



<h3 class="wp-block-heading" id="h-1-balance-professional-with-personal">1. <strong>Balance professional with personal</strong></h3>



<p>Over time, Mattson and Bastian’s relationship moved from the boardrooms to the tee box. The two both now live in Atlanta and enjoy traveling together, along with a friendly rivalry on the golf course. (Mattson jokes Bastian is improving, but that he’s still a little better.) Their partners are close friends too. That personal closeness, he says, is part of what makes the professional relationship so strong. But the key is knowing where to draw the line.</p>



<p>“We have a personal friendship and a business relationship. Those are complementary but separate,” Mattson says. When they’re on the golf course, it’s about fun and connection. When they’re aligning their companies on a complex initiative, it’s about making the right decisions for both organizations.</p>



<p>For your own career, that might mean grabbing coffee with a colleague just to talk about life, not work—and also knowing when to pivot into a more formal, business-focused mode when the situation calls for it.</p>



<h3 class="wp-block-heading" id="h-2-focus-on-trust">2. <strong>Focus on trust</strong></h3>



<p>Ask Mattson what sits at the core of his relationship with Bastian and he doesn’t hesitate to respond: trust.</p>



<p>“Ed and I have known each other for about 30 years,” he says. “There’s trust. I know what he’s going to do; he knows what I’m going to do. We’ve built this base of trust, and trust comes from engagement in a way that’s consistent.”</p>



<p>Mattson, who is Greek American, points to a concept from his upbringing: <em>filotimo</em>. The word doesn’t have a clear English translation, but in his words, it reflects honor and the idea that you’re representing more than yourself.</p>



<p>“You’re representing where you come from,” he says. “You’re representing your family. You’re building a reputation. You’re doing the right thing not just when people are looking, but also when they’re not.”</p>



<p>Over time, that consistency—showing up, doing what you said you’d do, choosing the right path even when it’s not the easiest or most expedient—creates a pattern people can rely on. “You’re building your reputation every day in every interaction,” Mattson says.</p>



<h3 class="wp-block-heading" id="h-3-communication-is-key">3. <strong>Communication is key</strong></h3>



<p>The partnership between Wheels Up and Delta means Mattson and Bastian are in close contact but not often physically in the same room. Instead, they stay in touch through frequent check-ins.</p>



<p>“We often text each other questions or just pick up the phone to talk,” Mattson says. It’s not about scheduling a major meeting every time something comes up; it’s about making space for ongoing real-time dialogue.</p>



<p>He sees this conversational approach as especially important now, when many interactions are mediated by platforms and automation. Tools are helpful, he says, but they shouldn’t replace genuine human exchange.</p>



<p>In your own career, that might mean sending a quick text to clarify something instead of letting a misunderstanding simmer or scheduling a short call instead of drafting a long email.</p>



<h3 class="wp-block-heading" id="h-4-rethink-networking">4. <strong>Rethink networking</strong></h3>



<p>If you dread walking into a crowded <a href="https://successcom.wpenginepowered.com/importance-of-professional-networking-events/">networking event</a>, you’d be like most people. “It’s awkward, right?” says Mattson. “You walk in, there’s a bunch of people you don’t know. It’s crowded. It’s noisy. You’re not sure what people are talking about.”</p>



<p>His advice: Don’t lead with a pitch.</p>



<p>“Rather than walking over to the corner and letting the time pass, walk up to a conversation that’s happening,” he suggests. “Listen for a while to what’s being said. Figure out how to engage in that conversation.”</p>



<p>You don’t have to introduce yourself with a rehearsed elevator pitch about who you are or what you do. Start by listening, then “look for the opportunity or the moment to engage in a way that’s additive,” Mattson says.</p>



<h3 class="wp-block-heading" id="h-5-always-think-forward">5. <strong>Always think forward</strong></h3>



<p>When Mattson first started working with Delta, he and Bastian were at similar professional stages, and their careers rose in tandem. That parallel growth has complemented their work together over time—but Mattson cautions against networking only with people at your own level.</p>



<p>“When you’re learning something new, whether you’re 20 at the beginning of your career or 60 at the end, you’re learning from experiences and you’re learning from people,” he says. Those people can be colleagues, mentors, clients, superiors or even those junior to you.</p>



<p>Mattson encourages seeking out rooms with more senior, experienced people you can learn from and then asking thoughtful questions. One of his favorites: What advice would you have for someone at my stage of career?</p>



<p>“That’s acknowledged as courageous,” he says. It signals that you’re serious about growing, and it often opens the door to deeper, ongoing conversations.</p>



<h3 class="wp-block-heading" id="h-6-follow-through-with-follow-up">6. <strong>Follow through with follow-up</strong></h3>



<p>Finally, Mattson believes one of the most underrated relationship-building actions is simple: following up.</p>



<p>After meeting someone, a short note (i.e., “It was great to meet you. I really enjoyed our discussion about XYZ, and I hope we see each other again soon!”) stands out.</p>



<p>He suggests thinking of follow-ups as interactive, not static. A message that references something you talked about, asks a brief question or proposes a next step is also a way to draw the other person out, he says.</p>



<p>Based on their response, which helps you gauge their interest in moving forward, you can decide where to go from there.</p>



<h2 class="wp-block-heading" id="h-the-bottom-line-on-relationships"><strong>The bottom line on relationships</strong></h2>



<p>Mattson’s relationship with Bastian has spanned decades, industries and job titles, culminating in a collaboration that reshapes how two major aviation brands serve their customers. But from his perspective, it all comes back to the same fundamentals he used as a young banker walking into crowded rooms full of strangers.</p>



<p>Have an openness and willingness to engage. Put yourself out there in the context of learning. Do the right thing consistently, even when no one’s watching. You may not know which relationships will define your career over time, but they’ll end up being your most valuable asset. Keep building them, one interaction at a time.</p>



<p class="has-small-font-size"><em>Photo by Rawpixel.com/Shutterstock</em></p>

Kelsey Ogletree

Wheels Up CEO George Mattson shares 6 timeless lessons on building meaningful professional relationships, trust and long-term career growth.

Wheels Up CEO George Mattson shares 6 timeless lessons on building meaningful professional relationships, trust and long-term career growth. | SUCCESS

6 Lessons on Professional Relationships From CEO George Mattson

6 Lessons on Professional Relationships From George Mattson | SUCCESS

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Charity De Souza

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Discover the art of setting boundaries at work to foster a healthier work environment and improve overall well-being.

Discover the art of setting boundaries at work to foster a healthier work environment and improve overall well-being. | SUCCESS

Setting Boundaries At Work: Empowering Your Professional Journey

Setting Boundaries At Work & Enhancing Well-Being | SUCCESS

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Megan Marshall

woman at office sitting in the middle of two angry people

<p>If you are a human and you work with other humans, <a href="https://successcom.wpenginepowered.com/how-to-handle-conflict-with-your-boss/">conflict</a> is unavoidable. If you’re leading a team, you’ll also likely have countless opportunities to support and influence the culture around these disputes. Though few may genuinely enjoy this heavy task, growth happens here, and it’s crucial to approach this responsibility with intention.</p>



<p>Sara Kaiser, director of student disability resources and academic support at the University of North Dakota, has over 11 years of experience directing teams of students and faculty. Her philosophy for <a href="https://successcom.wpenginepowered.com/11-strategies-for-handling-conflict/">navigating conflict</a> among those teams stems from the words of researcher and world-renowned author Brené Brown: “Clear is kind.”</p>



<p>“I try to approach conflict within a team using the same lens. I want to be clear about my expectations. I also approach interpersonal conflict within teams the same way. If two colleagues are having difficulties <a href="https://successcom.wpenginepowered.com/communication-skills/">communicating</a>, it’s usually because they aren’t being clear about what they need or what is bothering them,” says Kaiser. “Passive aggressiveness is a killer for teams and makes a small issue turn into a giant pothole. Conflict within teams rarely starts because of an issue with a work product but rather effort or attitude. Addressing it directly, with clear guidance and expectations, helps everyone stay on the same side working towards the same goal.”</p>



<p>Conflict takes various forms. As a leader, you might encounter conflict between teammates, between you and an employee or perhaps even just an uncomfortable, lingering tension among an entire team or department. Even so, the beautiful and constant truth to these is that you are always in control of your response. While you might not always be able to control the outcomes of these challenges, you can significantly influence how you and your team come out on the other side. With your response, you can foster a culture where conflict is not the end-all.</p>



<h2 class="wp-block-heading" id="h-1-p-ause-assess-the-situation">1. <strong>P</strong>ause. Assess the situation</h2>



<p>The first step to handling any conflict is to assess the situation. While we might sometimes want to respond quickly, pausing and assessing first is crucial. A leader Kaiser highly recommends to follow online for insights into team management and communication is Justin Mecham, an executive coach and business consultant with over 20 years of experience helping leaders develop their skills and create positive cultures.</p>



<p>Mecham encourages you to take a step back and consider any external or internal factors contributing to the conflict your team is experiencing. Ask yourself, “Are the actions intentional? Are they stress-driven? Is the conflict a matter of workplace challenges, or is there something deeper going on?” Understanding the big picture before determining how to address it can benefit both you and each of the parties involved.</p>



<h2 class="wp-block-heading" id="h-2-praise-in-public-address-in-private">2. Praise in public; address in private</h2>



<p>While publicly praising your team members boosts morale and creates a positive culture of recognition, the opposite could happen if you take that approach to addressing conflicts.</p>



<p>Address behaviors that are harmful to the team privately first. Every situation has its own context. Every leader has their own preference. Consider if it’s best to meet with each member of the dispute individually before deciding on the next steps. Doing so can allow necessary space and time to consider potential discrepancies or sides of the same story.</p>



<p>On the other hand, Kaiser notes that if two members of a team are having difficulties with each other, she asks them to discuss it together first.</p>



<p>“Running to the boss every time you have a disagreement creates a workplace of mistrust. I trust my team to do quality work and be quality individuals,” she says. “That means handling disagreements in a professional manner. If, after meeting and trying to resolve the situation, there are still concerns, then I’m willing to meet with both parties, together.”</p>



<p>However you choose to handle this step, each interaction’s goal remains the same: Prioritize ensuring your team members feel comfortable enough to speak up with their concerns without fearing retaliation from anyone else involved—you included.</p>



<p>“Creating a culture of trust is imperative for the leader,” Kaiser says. “If my staff don’t trust me to be fair and honest, the entire team will always be dysfunctional.”</p>



<h2 class="wp-block-heading" id="h-3-use-open-communication-to-catch-potential-conflicts">3. Use open communication to catch potential conflicts</h2>



<p>While you might be focused on how to handle conflict when it arises in the moment, keep in mind that sometimes it’s also possible to prevent it from happening or escalating in the first place.</p>



<p>Kaiser recommends regularly checking in with your staff to keep the communication line open, such as weekly one-on-one meetings. Structure these meetings as their time to ideally bring up any concerns or challenges before they escalate to conflicts.</p>



<p>“They run the meeting and bring concerns, issues and questions to me,” she says. “What do they need from me to be successful? What’s working well? Often, I’ll ask for the ‘3 H’s’ if they tell me, ‘I don’t really have anything for you.’ ‘Tell me a highlight from your work. What do you need help with? Is there a situation where you need to give me a heads-up?’ I don’t like surprises; keeping open lines of communication is key.”</p>



<h2 class="wp-block-heading" id="h-4-conflict-still-happened-now-what">4. Conflict still happened. Now what?</h2>



<p>It’s OK. No matter how diligently you try to keep communication lines open and prevent conflict, there will be times when it happens. Remember, it’s inevitable, and this is where the growth happens. When it does, let curiosity and compassion guide you.</p>



<p>Kaiser says her team has a few principles that help them navigate working with each other and challenging clients or situations. The first is to “never make assumptions.”</p>



<p>Ask open-ended questions to understand the situation and perspectives better. Show patience, active listening and genuine care for their well-being. Respect each party’s feelings and validate their emotions. Finally, share their main concerns back to them to show your understanding and reduce heightened emotions.</p>



<h2 class="wp-block-heading" id="h-5-actions-over-attitudes-redirect-to-solutions-and-establish-expectations">5. Actions over attitudes: Redirect to solutions and establish expectations</h2>



<p>Now, it’s time for the <a href="https://successcom.wpenginepowered.com/5-tips-to-handle-conflict-when-youre-working-with-your-polar-opposite/">resolution</a> part of all of this. Mecham reminds his audiences that this is about addressing the actions leading to the conflict, not criticizing personalities. Avoid letting your own personal feelings about a person contribute to how you handle their particular conflict or one they are a part of.</p>



<p>Kaiser advises those ready to handle a conflict to be direct. “As a new supervisor or leader this can be really challenging,” she says. “Everyone wants to be liked and wants someone else to be the bad guy. Be direct about what you need.”</p>



<h2 class="wp-block-heading" id="h-6-do-i-have-to-do-this-in-person">6. Do I have to do this in person?</h2>



<p>“Generally, direct communication should be done face to face,” Kaiser says. “In this work world, Zoom may be the best option, but never email. Email is the No. 1 creator of conflict. Too many assumptions about tone and intent are made using email, making a difficult situation worse.”</p>



<h2 class="wp-block-heading" id="h-7-it-s-rarely-black-and-white">7. It’s rarely black and white</h2>



<p>Perhaps someone will unquestionably be in the wrong, perhaps not. In either scenario, remember that you have the power to set each team member up for success—however that might look for them. Keep this front of mind and come back to it as your anchor when leadership feels confusing. Your team will appreciate you for it.&nbsp;</p>



<p class="has-small-font-size"><em>This article originally appeared in the May 2025 <a href="https://successcom.wpenginepowered.com/subscriptions/">issue of SUCCESS+ digital magazine</a>.</em> <em>Photo by fizkes/Shutterstock.com</em>.</p>

Team conflict is inevitable. These 7 expert-backed leadership tips help you respond with clarity, build trust and guide your team forward.

Team conflict is inevitable. These 7 expert-backed leadership tips help you respond with clarity, build trust and guide your team forward. | SUCCESS

Are Workplace Tensions High? 7 Ways to Handle Conflict Among a Team

How to Handle Team Conflict: 7 Leadership Strategies | SUCCESS

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Joy is a freelance writer, content creator and strategic account manager out of West Fargo, North Dakota.

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Jasmine Joy

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Happy multigenerational people having fun sitting on grass in a public park

Intergenerational friendships have many benefits. From shared stories to valuable life lessons, discover the power of having friends of different ages.

Intergenerational friendships have many benefits. From shared stories to valuable life lessons, discover the power of having friends of different ages. | SUCCESS

The Power of Intergenerational Friendships &amp; Benefits Of Having Older Friends

The Power of Intergenerational Friendships | SUCCESS

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Katie Oelker

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<p>As people navigate parenting, they need support in every area of their lives—at home, in their community and in the workplace. Conversations around how employers can support working parents are no longer niche. They’re central to building a more sustainable work culture.</p>



<p>As of 2024, 93.5% of fathers were employed or looking for work, as well as 74% of mothers, according to the <a href="https://www.bls.gov/news.release/famee.nr0.htm" target="_blank" rel="noreferrer noopener">U.S. Bureau of Labor Statistics</a>. Over decades, societal shifts and economic pressures have flipped the script on the stay-at-home mom or one-working-parent household. This means that now, working moms and dads are in need of flexibility and benefits. In addition, they need a caring business community that normalizes the realities of parenting—like sick days and afternoon pick-ups—without guilt or stigma.&nbsp;</p>



<p>From a human angle, supporting working parents is the moral and compassionate thing to do. But business-minded leaders should also recognize that empowering employees through family-friendly policies benefits the company. It can boost retention, engagement and productivity. This lays the foundation for a stronger, more successful workforce.&nbsp;</p>







<h2 class="wp-block-heading" id="h-how-employers-can-support-working-parents-today">How Employers Can Support Working Parents Today</h2>



<p>Real-life working parents shared the largest hurdles they’ve had to overcome in interviews with <a href="https://tslmedia.sg/working-parents-challenges/" target="_blank" rel="noreferrer noopener">TSL Media Group</a>. Financial strain from child care and other expenses was just the tip of the iceberg. These mothers and fathers recounted their struggles with time management, sleep deprivation and a split focus that made it challenging to feel fully present while at work or at home with their kids. They expressed feeling as if they never had enough hours in the day for their dual responsibilities. They felt they often missed out on job opportunities because of their time on leave or their new adjusted schedule.&nbsp;</p>



<p>Economic instability and rising child care costs contribute. In fact, child care costs reached a national average of over <a href="https://www.census.gov/library/stories/2024/01/rising-child-care-cost.html#:~:text=A%20brief%20drawing%20of%20available,per%20child%20in%20paid%20care." target="_blank" rel="noreferrer noopener">$13,000 per year in 2024</a>. These only work to exacerbate the pressures put on working parents. But while these challenges are all too real and ongoing, employers have the opportunity to alleviate some of this stress through thoughtful programs and a supportive approach.&nbsp;</p>



<p>According to <a href="https://kpmg.com/us/en/media/news/kpmg-working-parents-survey-2025.html" target="_blank" rel="noreferrer noopener">Sandy Torchia</a>, vice chair of talent and culture at KPMG, “Flexibility, paid leave, back-up child care, mental health support and tailored career advancement opportunities are not just workplace perks; they are essential lifelines for working parents, ensuring they can thrive personally and professionally. Working parents are juggling a number of responsibilities and are at a high risk of burnout without the right support systems in place to help them succeed.”</p>



<p><em><strong>Related:</strong> </em><a href="https://successcom.wpenginepowered.com/how-companies-can-support-moms-in-and-returning-to-the-workplace/">How Companies Can Support Moms in–and Returning to–the Workforce</a></p>



<h2 class="wp-block-heading" id="h-parental-leave-policies-that-make-a-difference">Parental Leave Policies That Make a Difference</h2>



<p>In the U.S., the “standard” parental leave is 12 weeks of job-protected yet unpaid leave, as laid out by the <a href="https://www.dol.gov/general/topic/benefits-leave/fmla#:~:text=FMLA%20applies%20to%20all%20public,any%20of%20the%20following%20reasons:" target="_blank" rel="noreferrer noopener">Family and Medical Leave Act (FMLA)</a>. However, paid leave—and often for a longer period of time—could truly benefit parents. It can provide time for recovery, infant development and space to navigate this transition.&nbsp;</p>



<p><a href="https://www.psychologytoday.com/us/blog/parenting-translator/202401/the-benefits-of-paid-family-leave" target="_blank" rel="noreferrer noopener">Research shows</a> that paid leave lowers infant mortality rates, improves parents’ mental health, lowers depression rates and promotes healthier family bonds in the long term. Organizations like <a href="https://www.weforum.org/stories/2019/06/richest-countries-skimp-on-parental-leave-unicef/" target="_blank" rel="noreferrer noopener">UNICEF</a> recommend at least six months of paid leave for new parents.&nbsp;</p>



<h3 class="wp-block-heading" id="h-parental-leave-policies-that-empower-nbsp">Parental Leave Policies That Empower&nbsp;</h3>



<p>Since it’s not mandated by the federal U.S. government, in many states, paid leave policies are left to the discretion of each individual company. But in order to best support parents, the most effective policies will include:</p>



<ul class="wp-block-list">
<li>An established number of weeks of <em>paid</em> leave (for both maternity leave and paternity leave)</li>



<li>Options for extended time off or phased returns (starting with two days a week back, shorter hours, etc.), especially for the birthing parent</li>



<li>Inclusive language that promotes gender equality, supports same-sex couples and covers both adoptive and foster parents</li>



<li>Job protection during leaves and continuation of health care coverage, if applicable</li>
</ul>



<p>An example of one company doing it right is Cisco. The multinational tech company was voted <a href="https://www.greatplacetowork.com/best-workplaces/parents/2024" target="_blank" rel="noreferrer noopener"><em>Fortune’s</em> best workplace for parents in 2024</a> thanks to its parental leave policy, which it alternatively refers to as “<a href="https://blogs.cisco.com/wearecisco/redefining-parental-leave-at-cisco" target="_blank" rel="noreferrer noopener">child bonding leave</a>.” The policy is designed to be gender-neutral and inclusive. It offers 13 weeks of paid leave to the primary caregiver and four weeks of paid leave to the secondary caregiver. Companies like <a href="https://www.cnbc.com/2024/05/10/goldman-sachs-and-american-express-leading-companies-for-parents.html#:~:text=Goldman%20Sachs%20%2C%20American%20Express%20%2C%20Deckers,newborn%20and%20my%20own%20recovery.%22" target="_blank" rel="noreferrer noopener">American Express and Goldman Sachs</a> are also making an impact. They provide 20 weeks or more of paid leave for both caregivers, plus support for family planning.&nbsp;</p>



<h2 class="wp-block-heading" id="h-how-to-support-working-parents-through-flexibility">How to Support Working Parents Through Flexibility</h2>



<p>Children—as well as schools and child care providers—run on their own unique schedules that may not align with an in-office 9 to 5. So, flexibility for employed parents is key. In fact, a flexible work schedule was identified as the most valuable additional initiative employers can provide to working parents, according to a survey conducted by <a href="https://kpmg.com/us/en/media/news/kpmg-working-parents-survey-2025.html#:~:text=Offering%20a%20more%20flexible%20work,like%20a%204%2Dday%20workweek" target="_blank" rel="noreferrer noopener">KPMG</a>.&nbsp;</p>



<p>Flexibility doesn’t always look the same, though. Part-time positions, <a href="https://successcom.wpenginepowered.com/four-day-workweek-benefits-challenges/">four-day work weeks</a> or even job sharing can be great alternatives for parents. Having some general wiggle room in terms of hours can also go a long way. For example, coming in later, leaving early or even taking a long lunch to pick up the kids can be helpful. Additionally, being able to work remotely—even just as needed—is highly valued.&nbsp;</p>



<p>The solution may look different for every parent. But having options available and being open to working with employees on a case-by-case basis makes employers stand out. Plus, flexibility promotes a healthier work-life balance for parents. It gives them more control and allows them to better manage their precious time.&nbsp;</p>



<p><em><strong>Related:</strong> </em><a href="https://successcom.wpenginepowered.com/the-stay-at-home-parents-guide-to-freelancing/">How to Find Freelance Jobs as a Stay-at-Home Parent</a>&nbsp;</p>



<h2 class="wp-block-heading" id="h-working-parent-support-groups-and-peer-networks">Working Parent Support Groups and Peer Networks</h2>



<p>Often overlooked, another major struggle parents face is loneliness and isolation. The lifestyle changes that come with having a child can lead to social withdrawal and disconnection. This may leave parents without a sounding board for guidance, recognition and encouragement. Support groups, or employee resource groups (ERGs), can help fill this gap.&nbsp;&nbsp;</p>



<p>These types of peer networks provide a community and a safe space for all parents within the company to come together. Here, they can share resources for personal and professional growth, exchange tips or just provide a listening ear. These groups also play an important role in disseminating information about parental policies. Plus, they can be key in advocating for improvements.&nbsp;</p>



<p>Suppose you’re looking to start a parental support group at your company. You can begin by surveying employees to gauge interest and better understand what they hope to gain from the experience. Once you have a pulse on the need, spread the word. Share through internal emails, newsletters, bulletin boards or even casual conversations. To keep the group active, consistency is key. Host regular meetings and schedule events where open discussion is encouraged. Help all employees—regardless of their family role or structure—feel welcomed.</p>



<h2 class="wp-block-heading" id="h-additional-family-friendly-benefits-that-go-beyond-the-basics">Additional Family-Friendly Benefits That Go Beyond the Basics</h2>



<p>Companies may put together a basic parental leave policy and stop there. But there are countless other ways employers can support working parents. Done thoughtfully and intentionally, employers can provide parents with valuable tools to be successful in their roles as employees and caregivers.&nbsp;</p>



<p>A few supplemental working parent benefits include:</p>



<ul class="wp-block-list">
<li>On-site child care</li>



<li>Child care stipends to help cover outside child care costs</li>



<li>Mental health coverage</li>



<li>Dependent care flexible spending accounts (FSAs)</li>



<li>529 contributions for children’s education&nbsp;</li>



<li>Financial wellness programs</li>



<li>Family planning support (financial assistance for fertility treatments, adoption, etc.)&nbsp;</li>



<li>Pump rooms and lactation support&nbsp;</li>
</ul>



<p>There are plenty of large corporations leading the charge in this department. At its headquarters in Atlanta, Georgia, Chick-fil-A houses the <a href="https://www.brighthorizons.com/-/media/BH-New/Center-Flyers/chick-fil-a/Full-Time-Pre-Registration-and-Waitlist-Form" target="_blank" rel="noreferrer noopener">Jeannette Cathy Children’s Center</a>. At this workplace-sponsored child care center, employees are welcome to drop off infants, toddlers and preschool-aged children for care during the day.&nbsp;</p>



<p>Fifth Third Bank gives another example of going above and beyond with its <a href="https://www.info.bestuponrequest.com/hubfs/Sales%20-%20Approved%20Collateral/For%20Corporate%20Prospects/For%20Working%20Mothers%20of%20Infants/BEST_at_Fifth_Third_Bank_Maternity_Concierge_Success_Story.pdf" target="_blank" rel="noreferrer noopener">Maternity Concierge program</a>. Launched in 2017, the service helps new moms with tasks like buying baby gear or grocery shopping. They even assist with planning baby showers so that parents can focus on more important things. In just the first four years, the program helped over 750 employees by providing over 22,000 hours of assistance. Fifth Third’s other benefits include <a href="https://ir.53.com/news/news-details/2024/Fifth-Third-Recognized-as-a-Best-Adoption-Friendly-Workplace-by-Dave-Thomas-Foundation-for-Adoption/default.aspx" target="_blank" rel="noreferrer noopener">infertility coverage, adoption benefits and subsidized back-up care.&nbsp;</a></p>



<h2 class="wp-block-heading" id="h-supporting-parents-long-term-through-culture-and-leadership">Supporting Parents Long-Term Through Culture and Leadership</h2>



<p>As is the case with most company endeavors or culture shifts, change will generally start at the top. Leaders within the organization typically implement policies like parental leave and other benefits. But it also goes beyond sections written in an employee handbook.</p>



<p>A great leader will also lead by example and create a space that normalizes flexibility and work-life balance among all employees. They will embed parental support into the company’s values and growth plans. They can do so by providing dedicated resources and focusing on outcomes rather than hours. They can also ensure everyone has equal opportunities for career advancement.&nbsp;</p>



<p>Companies may also choose to implement working parent training through resources such as <a href="https://www.parentaly.com" target="_blank" rel="noreferrer noopener">Parentaly</a>. Courses like this help managers better understand the unique challenges working parents face. Then, they can approach these relationships with more empathy. They also teach communication strategies, adaptability, prioritization and accountability measures. This in turn can build a more successful and inclusive team where everyone feels valued and respected.&nbsp;</p>



<p>Of course, supporting working parents will always be a work in progress. It’s important to create feedback loops and systems for measuring the success of these initiatives. This way, your company can stay up to date on the evolving needs of parents in the workforce and ensure they are cared for in the long term.&nbsp;</p>



<h2 class="wp-block-heading" id="h-supporting-working-parents-is-a-business-imperative">Supporting Working Parents Is a Business Imperative</h2>



<p>The question of how to support working parents starts with the simple willingness to listen and adapt. As more and more parents step up to juggle their careers and home life, they need employers who support them. Parents need employers that not only understand the challenges they face, but that also actively seek out ways to make their lives easier. It’s not just about checking a box by implementing a parental leave policy. It’s about creating an ongoing culture that promotes inclusion and flexibility. It means creating a safe space that offers resources and guidance.&nbsp;</p>



<p>If you’re an employer, you can start by evaluating your own company policies. Are they dated or noninclusive? Gain insight from your staff to identify areas for improvement. Commit to more sustainable change throughout the entire organization. Modernizing your benefits and culture will not only help you to retain valuable employees, but can also help you to build a more engaged, dynamic and loyal workforce for the future.&nbsp;</p>



<p class="has-small-font-size"><em>Photo by Sura Nualpradid/Shutterstock.</em></p>



<p></p>

Discover how companies can support working parents through paid parental leave, flexible schedules, and other family-friendly benefits.

Discover how companies can support working parents through paid parental leave, flexible schedules, support groups and other benefits. | SUCCESS

How to Create a Family-Friendly Work Environment as an Employer

How to Create a Family-Friendly Work Environment | SUCCESS

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Megan McKinzie is a seasoned writer whose passion for storytelling began early and reignited after earning her marketing degree from The Ohio State University. Since 2019, she has built a diverse portfolio—from profiling Ohio entrepreneurs and covering Santa Barbara weddings to crafting SEO content for established online retailers and brands. Since 2022, her work has focused on the rich intersection of cuisine and culture, with bylines in Eat This, Not That!, Yahoo, and Tasting Table. And in 2024, she joined the editorial team at SUCCESS magazine, where she now contributes insights on career growth and professional development.

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Megan McKinzie

Young friends having a great time in restaurant

<p>America’s love affair with work runs deeper than productivity. In a country where suburban sprawl and commercial zoning have pushed out gathering places like public squares, diners and barbershops, the workplace has filled that void.&nbsp;</p>



<p>For many Americans, the office isn’t just where they earn a living—it’s where they find community, <a href="https://successcom.wpenginepowered.com/how-to-separate-your-work-from-your-identity/">identity</a> and meaning. The problem? <a href="https://www.gallup.com/workplace/645566/employees-worldwide-feel-lonely.aspx" target="_blank" rel="noreferrer noopener">Work wasn’t designed</a> to carry that weight. </p>



<p>Experts say relying on the workplace as our default third space might be doing more harm than good, but a focus on community could reverse this trend.&nbsp;</p>







<h2 class="wp-block-heading" id="h-what-are-third-spaces-and-why-are-they-vanishing">What are third spaces and why are they vanishing?</h2>



<p>The term “<a href="https://www.pps.org/article/roldenburg" target="_blank" rel="noreferrer noopener">third space</a>” was coined by sociologist Ray Oldenburg to describe informal gathering places that exist outside of the home (first space) and work (second space). These spots–cafés, libraries, parks and pubs–serve as neutral zones where people of all backgrounds can connect and unwind. In many countries, third spaces are baked into daily life. </p>



<p>Paris has its cafés. Seoul has its jjimjilbangs. Copenhagen has its corner coffee shops and design-forward public libraries. However, in the U.S., those spaces are becoming increasingly scarce. Zoning laws, car-centric infrastructure, rising rents and the privatization of public space have all chipped away at our third-space infrastructure. “We want to be insulated. We want to be in our little cocoon and not have that bigger interface,” says Brad Cornelius, a senior urban planner and vice president at Wade Trim Inc. “That’s where I think that change has happened.”</p>



<h2 class="wp-block-heading" id="h-why-the-office-became-america-s-default-third-space">Why the office became America’s default third space</h2>



<p>As <a href="https://www.brookings.edu/articles/building-inclusive-and-healthy-neighborhoods-block-by-block/" target="_blank" rel="noreferrer noopener">traditional gathering spaces declined</a>, the workplace filled that gap for many people—sometimes intentionally, often by default. Company lounges, lunchrooms and Slack threads became places for casual conversation. Work-sponsored outings replaced civic clubs. Even coworking spaces like <a href="https://successcom.wpenginepowered.com/classpass-wework-workspace-partnership/">WeWork positioned themselves as community hubs</a>. Remote workers now find connection through digital coworking rooms and Slack channels. </p>



<p>For many, it’s become the only consistent space for casual social interaction. “[People] build this whole identity around work as their third space, because if they can grow that space, they have a sense of self,” says Dr. Dominique Pritchett, a licensed therapist and organizational wellness consultant. “And so when that is in chaos, that’s where we see a lot of people struggle with crisis of identity.”</p>



<h2 class="wp-block-heading" id="h-the-risks-of-work-as-your-third-space">The risks of work as your third space</h2>



<p>When connection and identity are tied to a paycheck, the sense of belonging becomes fragile. If a <a href="https://successcom.wpenginepowered.com/rebuilding-trust-after-layoffs/">layoff</a>, team reorganization or toxic dynamic enters the picture, the loss reverberates far beyond a professional setback. “If our third space is tied to work, that means the labor that we’re putting in is not just intellectual, physical—it’s emotional labor,” says Pritchett. “It can be so darn exhausting that [people] burn out. We see the lack of morale, the increased stress, lack of productivity—which all contradicts a place where we say we want to be included, belong and have community.”</p>



<p>Pritchett also warns against the language some organizations use to deepen this dependency —especially phrases like “we’re a family here.” While intended to promote unity, this type of language can blur the boundaries between professional obligations and personal identity. It subtly pressures employees to prioritize loyalty and emotional investment in ways that may not be reciprocated. “Employers—no, I know employers—need to be very mindful of creating that whole workplace family thing… That right there blurs the lines… belonging is controlled in that instance.”</p>



<h2 class="wp-block-heading" id="h-what-we-re-losing-when-third-spaces-disappear">What we’re losing when third spaces disappear</h2>



<p>Third spaces have always played a bigger role than we give them credit for. They foster casual interactions between people who might not otherwise cross paths. They help neighbors become friends. They give rise to volunteer groups, book clubs and impromptu jam sessions. But these spaces are increasingly rare. “They don’t care about the larger community,” Cornelius says of many developers. “They care about getting the highest price, the highest return on whatever they’re building.” The result? Fewer accessible gathering places—and a public culture that prizes privacy over participation.</p>



<h2 class="wp-block-heading" id="h-rebuilding-third-spaces-one-city-or-neighborhood-at-a-time">Rebuilding third spaces—one city (or neighborhood) at a time</h2>



<p>Still, some cities are fighting back. “The best thing I think local governments can do to help turn that really is get back to this idea of investing in parks and open spaces and gathering,” Cornelius says. He points to a zoning overhaul in Citrus County, Florida, that now requires developers to include public gathering areas—privately owned but open to the public for events. “They’re not going to be the European plazas… but it will be open community, communal spaces.”&nbsp;</p>



<p>He emphasizes the importance of reframing these requirements as good business: “I don’t sell it—‘Hey, this is a good planning thing.’ I sell it and say, ‘This is a good development thing and this will make your development more attractive.’”</p>



<h2 class="wp-block-heading" id="h-can-individuals-help-recreate-third-spaces">Can individuals help recreate third spaces?</h2>



<p>While governments shape policy, Cornelius believes people drive <a href="https://successcom.wpenginepowered.com/jairek-robbins-on-the-importance-of-building-a-community/">true community</a>. “We just have to get those people out there, those leaders out there to be the ones that say, ‘Come, follow me. Let’s have this other place where we can get together as a community.’” He highlights the Royal neighborhood in Sumter County, Florida, a historically Black community that continues to thrive through regular gatherings in parks, churches and shared spaces. “They have a third space… They actually have more than one.”</p>



<p>Pritchett agrees and encourages people to look beyond digital connections. “We are so engulfed in technology that we forget what a third space can actually look like and feel like,” she says. “Going to your community events, going to spiritual spaces, back to barbershops… just getting back to something traditional.”</p>



<p>She also encourages a mindset shift: “Something that we can intrinsically do is redefine our sense of self-worth. So often we lead with, ‘Oh, what do you do?’ And that becomes our identity. So kind of doing some self-guidance or self-work to redefine your worth.”</p>



<p>As the boundaries between personal and professional lives continue to blur, it’s easy to let <a href="https://esl.uchicago.edu/2023/11/01/third-places-what-are-they-and-why-are-they-important-to-american-culture/" target="_blank" rel="noreferrer noopener">work stand in for everything else</a>. But real community—the kind that sustains us through career shifts, personal changes and life transitions—needs space to breathe outside the office. Reclaiming third spaces doesn’t always require grand city planning or corporate strategy. It begins when someone decides to show up, to gather, to create room for connection with no strings attached. In doing so, we make space not just for others, but for ourselves.</p>



<p class="has-small-font-size"><em>Photo by Jacob Lund/Shutterstock</em></p>

With cafes and public squares fading, Americans seek belonging at work. But is the office really built to be our third space?

With cafes and public squares fading, Americans seek belonging at work. But is the office really built to be our third space? | SUCCESS

America Doesn’t Have Third Spaces—So We Turned to Work

America Lacks Third Spaces—So We Turned to Work | SUCCESS

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Cindy Rodriguez Constable

<p>Every morning before leaving the house, Artis Stevens and his family stand together and recite four simple phrases: “Be smart, be strong, be kind, and be you.” As CEO of <a href="https://www.bbbs.org/" target="_blank" rel="noreferrer noopener">Big Brothers Big Sisters of America</a>, Stevens has transformed this childhood practice into a leadership philosophy that influences both his personal and professional life.</p>







<p>This daily ritual is more than a feel-good moment, though. <a href="https://pmc.ncbi.nlm.nih.gov/articles/PMC4814782/" target="_blank" rel="noreferrer noopener">Research shows</a> regular <a href="https://successcom.wpenginepowered.com/15-positive-affirmations-for-an-awesome-day/">affirmations</a> can lower stress, boost well-being, increase academic performance and make people more likely to change their behavior. These are benefits any <a href="https://successcom.wpenginepowered.com/everything-you-need-to-know-to-become-a-great-leader">leader</a> needs in today’s challenging business environment.</p>



<h2 class="wp-block-heading" id="h-the-power-of-positivity">The power of positivity</h2>



<p>Stevens learned the power of positive words from his parents, who asked their children to choose an affirmation each morning. “Their thing was [to] say a word in the morning that you want to live by for the day. And it had to be some kind of positive affirmation,” Stevens recalls.</p>



<p>Now, he’s passing this tradition to his daughters with a twist. Instead of changing daily, their family uses the same four affirmations consistently: Be smart, be strong, be kind and be you.</p>



<p>Each phrase carries a deeper meaning. “Be smart” isn’t just about mental smarts. “Certainly to be smart in school but the focus is talking about making smart decisions,” Stevens explains.</p>



<p>Being strong goes beyond physical strength to “being strong in character.” Being kind starts with others, but it also includes self-compassion because "true kindness and love comes from loving yourself and being kind to yourself.”</p>



<p>The final affirmation—be you—encourages authenticity. It means “coming to any space, any community, any environment, authentically you. And not having to compromise who you are, what you believe.”</p>



<p>His teenage daughters have embraced the practice, even reminding their parents when they forget. “They’ll be like, 'Hey, what about our daily affirmations?’ That’s awesome,” Stevens says.</p>



<h2 class="wp-block-heading" id="h-leading-with-affirmation">Leading with affirmation</h2>



<p>This morning ritual has transformed Stevens’ leadership approach at Big Brothers Big Sisters. “The way I try to come into leading and being in the job or in any career has been… [to] create an environment where hopefully people feel safe." He focuses on building what he calls a “village” culture. “Everybody has a role. Everybody plays a part, and everybody’s valued,” he says.</p>



<p>For leaders wanting to start their own affirmation practice, Stevens offers practical advice. “Everything starts with a step. And that step doesn’t have to be a leap,” he says. Stevens warns against society’s pressure to make dramatic changes. Instead, small, consistent steps build trust and connection over time.</p>



<p>“We’re going to take a step to start doing [affirmations] as a family. And then it would lead to other things,” Stevens explains. Those small beginnings evolved into family dinners, celebration rituals and moments of reflection. And it’s something he carries into his own work as a CEO.</p>



<h2 class="wp-block-heading" id="h-affirmations-to-start-your-practice">Affirmations to start your practice</h2>



<p>Whether you’re leading a family or a Fortune 500 company, these affirmations can help you start your day in the right way.</p>



<p><strong>For Personal Growth:</strong></p>



<ul class="wp-block-list">
<li>I am capable of handling whatever comes my way.</li>



<li>I choose progress over perfection.</li>



<li>My challenges help me grow stronger.</li>
</ul>



<p><strong>For Leadership:</strong></p>



<ul class="wp-block-list">
<li>I create space for others to succeed.</li>



<li>I lead with empathy and understanding.</li>



<li>My team’s success is my success.</li>



<li>Our differences make us stronger.</li>
</ul>



<p>The key is consistency. Pick affirmations that resonate with your values and repeat them daily—even when you don’t feel like it.</p>



<p>Stevens’ morning ritual proves that sometimes the most powerful tools are the simplest ones, shared in the quiet moments before the day begins.</p>



<p class="has-small-font-size"><strong><em>Photo from fizkes/Shutterstock.com</em></strong></p>

Learn why the CEO of Big Brothers Big Sisters of America practices morning affirmations and how they can transform your leadership.

Every morning before leaving the house, Artis Stevens and his family stand together and recite four simple phrases: “Be smart, be strong, be kind, and be | SUCCESS

Transform Your Team With Daily Affirmations

How Daily Affirmations Can Transform Your Team | SUCCESS

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Ashley Couto

Group of young women talking while sitting on park bench on summer day outdoors

<p>If <a href="https://successcom.wpenginepowered.com/how-to-maintain-adult-friendships/">adult friendships</a> feel harder than they used to, you’re not imagining it. Veronica Lichtenstein, a licensed mental health counselor, explains that friendships in college thrive on three key factors: proximity, shared life stages and available energy. “Dorm life, classes and late-night pizza runs create endless opportunities for connection. But adulthood dismantles this ecosystem,” Lichtenstein says.&nbsp;</p>



<p>Even when we want to connect, our brains work against us. “Our brains prioritize efficiency,” Lichtenstein says. “We subconsciously deprioritize friendships because our cognitive load increases in our 30s.”</p>



<p>The result is emotional drift. It’s a slow, subtle sense of disconnect, even among longtime friends.</p>



<p>“We’re all stretched, just in very different directions. That’s where emotional drift sneaks in: When life pulls us into different lanes and no one says it out loud,” says Zoe Asher, a friendship and connection coach who has shared more than 250 meals with strangers to understand how adult friendship works.</p>







<h2 class="wp-block-heading" id="h-the-science-behind-the-struggle">The science behind the struggle</h2>



<p>Sometimes, friendships can feel hard to maintain, but building meaningful relationships takes more time than most people realize. Research from the <a href="https://news.ku.edu/news/article/2018/03/06/study-reveals-number-hours-it-takes-make-friend" target="_blank" rel="noreferrer noopener">University of Kansas</a> found that it takes approximately 90 hours to move from acquaintance to friend and over 200 hours to develop a close friendship. With the busy schedules that come with adulthood, finding that much time can feel impossible. </p>



<p>Emotional drift often intensifies during major life transitions as our lifestyles and careers diverge from those of our friends. Asher noticed it when her friends began having children while she remained focused on building her business. But life changes aren’t the only culprit. Our communication habits have fundamentally shifted too. We spend so much time on screens, feeling connected to others without actually being connected to them.&nbsp;</p>



<h2 class="wp-block-heading" id="h-what-deep-connection-looks-like">What deep connection looks like</h2>



<p>Kate Terentieva, an Atlanta-based creative director who developed the conversation game <a href="https://playofftherecord.com/" target="_blank" rel="noreferrer noopener">Off the Record</a>, says that in her research, she found that people often didn’t know how to move past small talk to <a href="https://successcom.wpenginepowered.com/too-busy-for-relationships/">achieve a deeper connection</a>. Instead, many adults fall into a loop of life updates and surface-level questions. Asher recommends skipping generic questions like “How’s work?” or “What have you been up to?” which she describes as “super-sized versions of ‘How are you?’”</p>



<p>Instead, she suggests asking questions that bring you in the present moment of who they are and where they’re at—questions like: “What’s been unexpectedly life-giving lately?” “What’s something you’ve been thinking about a lot recently?” or “What’s one thing that’s bringing you joy or just keeping you sane?”</p>



<p>Asher remembers fearing things would change once her friends started having kids. “And that was true. They did. But what I’ve learned is change doesn’t have to mean ending. It can mean rebirth. A new rhythm. A deeper kind of intentionality.”&nbsp;</p>



<p>She continues that the turning point for her friendships was choosing to have a hard conversation. “It felt risky to name the shift and be honest about what I was feeling. But that one conversation made space for both of us to say, ‘OK, how do we want this friendship to work now?’ And that changed everything.”</p>



<p>Consistency matters too. “Closeness grows through consistency,” says Aerial Cetnar, Ph.D., a licensed therapist and founder of Boulder Therapy &amp; Wellness. “So check in often, even if it’s just a meme or a voice note. Friendship in adulthood isn’t about constant contact but about showing up when it counts.”</p>



<h2 class="wp-block-heading" id="h-tools-that-move-us-beyond-small-talk">Tools that move us beyond small talk</h2>



<p>Terentieva never set out to become an expert on human connection. As a creative director in the advertising industry, she was simply trying to do her job: understand clients well enough to effectively sell their products.</p>



<p>“And in order to do that successfully, I need to understand what is the core mission, what is the vision, and you can get only so far by asking things directly about their business,” Terentieva says.&nbsp;</p>



<p>So, she began asking more probing questions. Over time, she collected hundreds of them in her phone’s Notes app. Clients began to notice that the questions weren’t just helping them understand the brand better. It was also bringing them together. She was being invited to weddings and personal celebrations.&nbsp;</p>



<p>After noticing how often her questions deepened conversations with clients, Terentieva developed Off the Record, a card game designed to help adults move past small talk and reconnect on a deeper level.</p>



<p>“It’s a tool that helps people create the habit of being able to start with small talk, which is where we’re all comfortable with, and then seamlessly transition into deeper conversation,” she explains. Each card contains two related questions: “The top question starts the conversation, and the bottom question is a follow-up to that same topic.”</p>



<p>What sets Off the Record apart is that it’s meant to be temporary. “The average player will go through about four to five cards before feeling completely comfortable to push the game entirely aside and hold a conversation on their own,” Terentieva says. “And that’s the point. I don’t want people to feel like they have to rely on Off the Record in order to <a href="https://successcom.wpenginepowered.com/6-tips-to-rule-the-art-of-conversation/">feed the conversation</a>.”</p>



<p>Other popular decks include <a href="https://www.werenotreallystrangers.com/" target="_blank" rel="noreferrer noopener">We’re Not Really Strangers</a>, <a href="https://shop.theskindeep.com/pages/the-and-relationship-card-game" target="_blank" rel="noreferrer noopener">The And</a>, and <a href="https://game.estherperel.com/products/where-should-we-begin-a-game-of-stories-2nd-edition" target="_blank" rel="noreferrer noopener">Where Should We Begin</a>? by Esther Perel. While each has a slightly different angle (emotional intimacy, storytelling, self-reflection), the goal is the same: to make the deeper conversations feel more accessible.</p>



<h2 class="wp-block-heading" id="h-rebuilding-connection">Rebuilding connection</h2>



<p>Reconnection doesn’t require a dramatic reset. Often, it’s just about reaching out with clarity and intention. Lichtenstein recommends sending a low-pressure message about a shared memory without the need to overexplain the lapse in communication. Asher recommends adding a time frame: “Do you have any time for us to grab lunch or (insert activity of choice if they live locally) within the next three weeks?”</p>



<p>But not every friendship will return to what it once was. And that’s OK. “Don’t try to microwave closeness,” Asher says. “Reconnection doesn’t happen in a single coffee date or perfectly timed text. It’s not about a dramatic heart-to-heart. It’s about consistent, small reps that rebuild trust.”</p>



<p>Building and rebuilding friendships in adulthood may not be easy, but it’s worth it. Research consistently shows that strong friendships improve our <a href="https://www.apa.org/monitor/2023/06/cover-story-science-friendship" target="_blank" rel="noreferrer noopener">quality of life</a> and our <a href="https://successcom.wpenginepowered.com/why-friends-are-important/">mental and physical health</a>. They also can reduce stress and increase longevity.</p>



<p>“Most friendships don’t end with a big fight,” Asher says. “They just drift when no one makes the move to adapt. But a friendship that feels distant is often just one honest conversation away from a second wind.”</p>



<p class="has-small-font-size"><em>Photo by Andrii Nekrasov/Shutterstock</em></p>

Friendships often fade with time, but rebuilding connection is possible. Learn how to reconnect with intention and deeper conversation.

Friendships often fade with time, but rebuilding connection is possible. Learn how to reconnect with intention and deeper conversation. | SUCCESS

Why Adult Friendships Fade and How to Bring Yours Back to Life

Why Adult Friendships Fade & How to Reconnect | SUCCESS

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Iona Brannon is a freelance journalist based in the U.S. You can read more of her work at ionabrannon.com.

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Iona Brannon

Group of people across different generations working together

Business team at morning briefing in the office

<p>There are currently four generations in the workplace. This brings a lot of experience to the table but also different approaches to accomplishing the same tasks, influencing how we work together. Although a cross-generational team can have its challenges, making an effort to understand each generation’s drivers and recognizing employees’ individual qualities will lead to a greater chance at success.&nbsp;&nbsp;</p>



<p>According to the <a href="https://guides.loc.gov/consumer-research/market-segments/generations" target="_blank" rel="noreferrer noopener">Library of Congress</a>, the “date ranges for generations are based around common economic, social or political factors that happened during formative years,” which are generalized and subject to interpretation. These ranges may vary depending on the research.</p>







<h2 class="wp-block-heading" id="h-the-different-generations-nbsp">The different generations&nbsp;</h2>



<p><strong>Generation Z:</strong> People born between 1997 and 2012. They “value individuality, are digital natives, independent, creative and entrepreneurial,” says Natasha Kehimkar, CEO of <a href="https://www.malidaadvisors.com/" target="_blank" rel="noreferrer noopener">Malida Advisors</a>. “They care about belonging, mental health, wellness, inclusion and whether their work actually means something to them personally,” says <a href="https://louiscarter.com/" target="_blank" rel="noreferrer noopener">Louis Carter</a>, founder and CEO of Most Loved Workplace and Best Practice Institute. They prefer to communicate using social media, text and instant messages.</p>



<p><strong>Millennials:</strong> People born between 1981 and 1996. They currently make up the majority of the workforce. “They want purpose, growth and the freedom to move around,” says Carter. They “are pioneering flexibility and fulfillment as workplace currency in place of heftier salaries,” says <a href="https://www.stantonchase.com/consultant/chartise-clark" target="_blank" rel="noreferrer noopener">Chartise Clark</a>, managing director at Stanton Chase. Millennials usually communicate using instant messages, texts and emails.</p>



<p><strong>Generation X:</strong> People born between 1965 and 1980. This “is the stealth bridge between generations—mentoring down and understanding up,” says Clark. This generation is “independent [and] agile, [they] value diversity, flexibility and [are] comfortable switching jobs to better match their values and needs,” says Kehimkar. They are comfortable using a variety of communication methods as long as they’re efficient.</p>



<p><strong>Baby boomers:</strong> People born between 1946 and 1964. “Boomers built [their] careers on loyalty and the belief that hard work speaks for itself,” says Clark. “Many are learning to leverage tech and adapt but still value in-person connection and a ‘live-to-work’ mindset.” They are hardworking, team-oriented and they like structure.</p>



<h2 class="wp-block-heading" id="h-the-benefits">The benefits</h2>



<p>Varied experience from employees of all ages brings “diversity of thought you can’t manufacture,” says Carter. “Older employees often bring depth, long-game thinking and pattern recognition. Younger team members bring speed, creativity and a different relationship with risk. When managed well, this dynamic creates balance—you get both urgency and wisdom in the same room.”</p>



<h2 class="wp-block-heading" id="h-the-challenges">The challenges</h2>



<p>While diversity brings a wealth of knowledge, it can also bring <a href="https://successcom.wpenginepowered.com/team-conflict-tips/">communication challenges</a>, misunderstanding and differences in how each individual wants to get work done.</p>



<p>“Each generation has its own expectations around feedback, authority and pace,” says Carter. “For example, one group might value structure and clarity while another thrives on flexibility and quick iteration.”</p>



<p>Not addressing those differences upfront can lead to delays in productivity or an unhappy work culture. “If you don’t name those differences and address them head-on, they turn into frustration, silence or worse—disengagement,” says Carter.</p>



<h2 class="wp-block-heading" id="h-the-solutions">The solutions</h2>



<h3 class="wp-block-heading" id="h-talk-about-it">Talk about it</h3>



<p>First, <a href="https://successcom.wpenginepowered.com/unlearning-silence-at-work/">making space for people to talk</a> about how they like to work and lead opens up the dialogue and helps reach an understanding of everyone’s comfort level and expectations.</p>



<p>One way to do that is by creating a generational employee resource group (ERG). Having a conversation about generational differences can help people understand that there is more than one way to get things done. They will also appreciate the different styles everyone has to offer, explains <a href="https://www.linkedin.com/in/reggie-willis-0a4a0b/" target="_blank" rel="noreferrer noopener">Reggie Willis</a>, chief diversity officer at Ally.</p>



<p>“Every organization can benefit from creating space for these conversations to happen… People are thinking about it, talking about it and if you’re not doing it in a constructive way, an organized way, it can sometimes be more about labeling people and creating false narratives about groups instead of understanding what the motivators are behind what they’re doing,” says Willis.&nbsp;</p>



<h3 class="wp-block-heading" id="h-get-together-in-person">Get together in person</h3>



<p>Technology makes it easy for us to work anywhere and any time of day, but asynchronous communication can create misunderstandings, especially if people misread an email or text, explains Carter. Without subtle body language or nuance in tone of voice, people misunderstand one another, which can slow productivity or create ill feelings.</p>



<p>“Having a real conversation with somebody face-to-face requires [effort],” says Willis. “It requires you to be willing to have dialogue and not just a one-sided conversation… I'm going to get much more from the interaction and the engagement face-to-face than I'm ever going to get over the phone or via a text message.”</p>



<h3 class="wp-block-heading" id="h-be-clear">Be clear</h3>



<p>Once you’re in person, there are several ways to <a href="https://successcom.wpenginepowered.com/communication-skills/">make sure your point is coming across</a> the way you intended. The first is the EIA method—or emotion, intent and ask—says Carter. You explain how you feel, what your intent is and why you’re reaching out. Then you ask for what you need from them. Another option is mirroring, which is simply repeating your understanding of the other person and confirming it.</p>



<h3 class="wp-block-heading" id="h-don-t-label">Don’t label</h3>



<p>While it may seem easy to stereotype people according to their age, understanding how each employee actually works is more beneficial to the organization. “Rather than relying on generational labels and their accompanying stereotypes, we use validated assessments and tools to identify the cognitive (skills, experiences), affective (motivators, style, values) and underlying modus operandi of individuals,” says Kehimkar. “These tools cultivate <a href="https://successcom.wpenginepowered.com/how-to-be-more-self-aware/">self-awareness</a> at the individual level and are especially powerful for pinpointing enablers of both collaboration and conflict in teams.”</p>



<h2 class="wp-block-heading" id="h-the-commonalities">The commonalities</h2>



<p>While we may work differently, we also have a lot in common, and recognizing those similarities helps us relate to one another. Most generations want <a href="https://successcom.wpenginepowered.com/importance-of-healthy-work-life-balance/">work-life balance</a>, explains Willis, but that balance can mean different things to each generation. Many of us also want to be connected to the work we’re doing.</p>



<p>Overall, our similarities outweigh our differences, so communicating our needs, making sure everyone understands one another and not making assumptions based on someone’s age will alleviate misalignment and help us all be productive together.</p>



<p>“The most successful workplaces—the ones actually creating competitive advantage—aren’t force-fitting people into the same mold,” says Carter. “They’re listening, adapting and letting each generation bring its strengths to the table and grow with them.”</p>



<p class="has-small-font-size"><em>Photo by</em> <em>hobo_018/iStock.com</em></p>

Jaclyn Greenberg

Although a cross-generational team can have its challenges, learning to work together will lead to a successful and happy workplace. Learn more.

Although a cross-generational team can have its challenges, learning to work together will lead to a successful and happy workplace. Learn more. | SUCCESS

Better Together: Working With People Across Different Generations

How to Work With People Across Different Generations | SUCCESS

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Michelle Janikian

A woman greets a man in an office and shakes his hand

<p>On an unseasonably warm March day in Minneapolis, I took my lunch to the rooftop deck of my coworking office, chasing blue skies and sun. Only one other person was up there—Janahan Rajaratnam, who owns a software company called Valari Solutions. We’d never spoken before, which wasn’t unusual. After two years as a member of <a href="https://work.lifetime.life/" target="_blank" rel="noreferrer noopener">Life Time Work</a>, I barely knew anyone.</p>



<p>As Jan and I talked, we realized we shared the same thought: This rooftop was one of the best parts of our membership—so why wasn’t anyone else using it? Wouldn’t it be great if more members came up here and connected?</p>



<p>That day, we gave ourselves a new assignment. We’d host a monthly rooftop happy hour with snacks, drinks and no agenda, just an open invite to anyone who wanted to come. We initially envisioned this as a summer activity, but since our inaugural event in April 2024, we haven’t missed a month.</p>



<p>What started as a one-off idea has turned into something reliable, even anticipated. In the process, I went from anonymous to familiar in the workspace. People know my name and where I’m traveling next. As it turns out, being part of a community was the missing ingredient in my <a href="https://successcom.wpenginepowered.com/how-to-be-a-successful-solopreneur/">solopreneur</a> work-life recipe.</p>







<h2 class="wp-block-heading" id="h-a-space-designed-for-connection">A space designed for connection</h2>



<figure class="wp-block-image alignright size-large is-resized"><img src="https://successcom.wpenginepowered.com/wp-content/uploads/2025/06/Upskilling_Member-led-happy-hour-at-coworking-1_by-Megan-Padilla_IMG_4340-1024x768.jpg" alt="Member led happy hour at coworking " class="wp-image-87699" style="width:503px;height:auto"/><figcaption class="wp-element-caption">Photo courtesy of Megan Padilla</figcaption></figure>



<p>Jan and I both expected more <a href="https://successcom.wpenginepowered.com/business-networking-activities/">organic networking</a> when we joined this coworking office. While our community managers create ample opportunities to mix and mingle, members are often wired in and working. </p>



<p>“It just didn’t happen,” he says. “After we talked, it [was] like, ‘OK, if us two feel like this, there’s probably quite a few other people at that same space.’” So we decided to be the spark.</p>



<p>That initial conversation was unguarded. Neither of us had our laptops, and we weren’t trying to work—or even connect. We were just two people who happened to like sitting in the sun.&nbsp;</p>



<p>“It felt like, ‘Oh, I’m not disturbing you,’” Jan continues. “I can just stir up a conversation and see what happens.”</p>



<p>There’s something about the openness of the rooftop space that makes conversation easier. “There are no walls,” Jan points out. “People just go up there to relax. And so if somebody’s up there, they’re [probably] going to… be open to discussion.”</p>



<h2 class="wp-block-heading" id="h-routine-but-with-room-to-flex">Routine—but with room to flex</h2>



<p>At first, we chose a recurring date—the second Tuesday of the month—to make it easy to remember. We liked the rhythm of it. It gave us structure. </p>



<p>“We can plan around it,” Jan adds. ”We can put it on our calendars.”</p>



<p>Eventually, we experimented with different days and found that a little flexibility attracted different people. Sometimes we see 15 people, other times 25. There are always snacks and something to sip, and that’s enough. Because the format is informal and lightweight, it’s easy to pivot.</p>



<p>Even when winter came and we moved indoors to our workspace’s break room, the vibe stuck. It’s just a casual couple of hours once a month where people can stop by, have a drink and talk to someone they might not otherwise meet.</p>



<h2 class="wp-block-heading" id="h-from-playing-host-to-being-part-of-the-community">From playing host to being part of the community</h2>



<p>Early on, it was mostly Jan and I holding the space, welcoming people, making introductions and playing hosts. Now, Jan says, “every time we’re up there, more people know each other.” They jump in, make introductions and follow up on past conversations. It’s not just on us anymore. And that’s how we know it’s working.</p>



<p>Chris Hannan attended his first happy hour about a month after joining Life Time Work. Before he’d poured his second drink, he’d volunteered to host the next one.</p>



<p>“I thought it was valuable and fun,” he says. “We work hard, and just an hour or two out of your day once a month is [worth it]. There are a lot of like-minded people… [but] if you don’t get out of your comfort zone sometimes… you won’t get a chance to meet [them].”&nbsp;</p>



<p>He also reflects on the broader value of connecting with others in our coworking space. “Everyone’s story is a little bit different,” he says. “You [see] a lot of successful people, but everyone’s doing [things] a little bit differently, so it’s fun to network and learn that.”</p>



<h2 class="wp-block-heading" id="h-a-commitment-to-conversation">A commitment to conversation</h2>



<p>Jackie LaLonde, who’s been a member longer than I have, shows up often, even if it’s just for a few minutes. “I love people, and I love community,” she says. “And I think the more we interact with others and make more friends, the better our world is.”</p>



<p>She also finds the happy hour format conducive to practicing her <a href="https://successcom.wpenginepowered.com/6-tips-to-rule-the-art-of-conversation/">conversation skills</a>. “It’s good practice for me to get out and talk to people… in an environment where I don’t know people,” she says. ”I want to be a good example for [my kids].”</p>



<p>Both Chris and Jackie offered to co-host a happy hour without being asked. For her part, Jackie simply said, “You guys always do it…. Why should everything be on you? That doesn’t feel fair.”</p>



<p>Other members occasionally volunteer to take the lead, but Jan remains the anchor. He’s the reason we’ve never missed a month—and that consistency matters. “A lot of people know each other, and we feel good that it’s because of us,” he says.</p>



<p>As we rotate hosting, we also play with timing and location. While the rooftop draws the biggest turnout in warmer months, the break room also has its perks. People tend to hover around food, and the island counter creates a natural spot to mingle. Sometimes people who are just walking by decide to stop in, which leads to an easy, organic vibe.</p>



<h2 class="wp-block-heading" id="h-seen-and-supported">Seen and supported</h2>



<p>Pauline Roussel—Berlin-based co-founder of <a href="https://www.coworkies.com/" target="_blank" rel="noreferrer noopener">Coworkies</a>, an organization that helps people build careers through coworking, and co-author of <a href="https://coworkiesbook.com/" target="_blank" rel="noreferrer noopener"><em>Around the World in 250 Coworking Spaces</em></a>—has visited more than 570 coworking spaces across 70 cities. “Member-led events are usually more popular than the ones led by the coworking team,” she says. “Members want to support members.”</p>



<p>Roussel also shares an anecdote about a member who needed teaching hours for her yoga certification and asked if she could provide free classes. She told the member, “’I would love for you to do it,’” but warned her that they had tried a few times and it had never worked. “You cannot imagine how people showed up when she posted it on the Slack. There were so many people coming,” Roussel says.</p>



<p>Later, Roussel asked members why the turnout was so different than when the team had previously offered yoga. Because this woman was part of a community, people wanted to support her. “We know her,” they told Roussel. ”We want to help her.”</p>



<p>Roussel’s words echo what I’ve felt but hadn’t quite named. When I started attending these events, I felt more visible, seen. Now, people notice when I’m not around—and when I am, they take the time to pause for conversation. </p>



<h2 class="wp-block-heading" id="h-from-isolated-to-connected">From isolated to connected</h2>



<p>Originally, I didn’t set out to <a href="https://successcom.wpenginepowered.com/jairek-robbins-on-the-importance-of-building-a-community/">build a community</a>—I just connected with someone I didn’t know while sitting on the roof deck. But that small decision made my coworking space feel more alive, more mine.</p>



<p>Our monthly happy hours continue. They’ve turned a shared office into something far beyond what it once was: a community that is entirely unreplicable.</p>



<p class="has-small-font-size"><strong><em>Photo by Gorgev/Shutterstock.com</em></strong></p>

Monthly happy hours turned one coworking space into a thriving community. Learn more about the power of organic networking in our latest.

Monthly happy hours turned one coworking space into a thriving community. Learn more about the power of organic networking in our latest. | SUCCESS

The Power of Organic Networking in Building Relationships

The Power of Organic Networking in Coworking Spaces | SUCCESS

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