Building Relationships with Students

One honest conversation can change a career, a company, or an entire direction.⚡⚡ Over the years, I’ve mentored college students, first-time founders, and growing startups. Different stages, different challenges but a common pattern. Most people don’t lack ambition or intelligence. They come with degrees, ideas, funding decks, and big dreams. What they often lack is clarity, exposure, and an honest understanding of how the real world actually works. I’ve met students unsure of their next step despite doing everything “right.” I’ve met founders overwhelmed by decisions, carrying the weight of teams, timelines, and expectations. And I’ve seen startups struggle not because the idea was weak, but because the direction wasn’t clear. Mentorship, to me, has never been about giving answers. It’s about listening deeply, asking the right questions, and helping people think clearly so they can make better decisions for themselves. I’ve seen how one well-timed conversation can replace fear with confidence, confusion with direction, and hesitation with conviction. Watching that shift, whether in a student finding their path or a founder regaining clarity is deeply fulfilling. It’s a reminder that experience grows in value only when it’s shared. ✨

As a first in family student, stepping into university life (many, many years ago) felt daunting. I didn’t know the ‘rules’ or the language, and I carried around a quiet fear that I didn’t quite belong. Over time, I found that sense of belonging, largely through my experience living on campus in student accommodation. It was there that I built friendships, found mentors, and slowly came to understand that belonging isn’t something you either have or don’t have, it’s something that can be nurtured. That's why this recent research on student belonging resonated with me. It moves beyond the usual talking points and gets to the heart of what really helps students feel they belong, especially those from underrepresented backgrounds. A few actions that stood out as both meaningful and at times overlooked: 1️⃣ Connecting students to purpose and identity Academic success isn’t just about essays and exams. When we value lived experience and non-traditional learning, students feel seen. We can do this by asking students to reflect on real-world challenges in assessments or connecting learning to their own contexts.   2️⃣ Prioritising relationship-building in the curriculum and throughout Not just during orientation, but throughout the semester via peer mentoring, collaborative problem solving in class, and structured opportunities for students to connect meaningfully with one another. 3️⃣ Making uncertainty visible Students often think they’re the only ones struggling - tutors and academics can and should talk openly about academic challenges, and leaders can acknowledge that confidence and learning those unwritten 'rules' builds over time. Staff who share their own learning journeys can have a huge impact and kindness, respect and genuine interest can go a long way.   4️⃣ Designing for diverse student needs and barriers Not all students want, or are able, to join clubs or attend social events due to work, caring responsibilities, or other factors. Offering flexible, low-barrier opportunities to connect (like online forums or drop-in chats), designing learning experiences with multiple ways to engage, and considering time-poor or commuter students in planning should be non-negotiables. As this article highlights, belonging doesn’t come from a single program, initiative or activity – and it isn’t one size-fits-all. It comes from hundreds of small cues that tell a student: You matter. You’re capable. You are welcome here. Because of this, all staff, can play a key role in facilitating micro-moments of connection. 🔗 Read the full article: https://lnkd.in/ghTeHkxg

Loud voices don't win difficult conversations. Quiet power does: Most advice on tough talks is wrong: ➟ "Be more assertive" ➟ "Don't show emotion" ➟ "Control the conversation" The real power moves are not so obvious. It's about mastering the art of quiet influence. Showing up with empathy, openness, and intentional action. A mindset that will help you: ✅ Focus on what truly matters  ✅ Hold space for meaningful dialogue  ✅ Listen with your intent to understand  ✅ Aim for common ground and collaboration True power isn't about dominating a conversation. It's about guiding it. Here are 9 transformative ways to stay calm and collected in tough talks: 1. Lead with Vulnerability ⚓ ↳ Begin with "I feel nervous about this conversation" ↳ Authenticity dissolves defenses faster than any argument 2. Master the Art of Silence 🤫 ↳ Count to 7 when things get heated ↳ Silence invites space for truth to unfold 3. Flip the Volume Game 🔊 ↳ Lower your voice when they raise theirs ↳ Quieter voices command more attention and respect 4. Disarm with Honesty 🎬 ↳ Open with "This might not come out perfectly" ↳ Honesty about imperfection creates trust instantly 5. Time your Tough Talks 🕰️ ↳ When cortisol drops, empathy rises (late afternoon) ↳ Biology beats willpower in emotional intelligence 6. Turn Statements into Questions 🪞 ↳ Reflect their words as curiosity ↳ Questions soften resistance and spar self-reflection 7. Take Thoughtful Notes ✍️ ↳ Write visibly during tense moments ↳ Visible notes shift drama into productive dialogue 8. Transform Attacks with Gratitude 🙏 ↳ Thank them for direct feedback ↳ Gratitude turns critics into allies 9. Build Momentum with Micro-wins ⛓️ ↳ Start with three small agreements ↳ Little wins pave the way for bigger breakthroughs Next time someone pushes your buttons, don't push back. Pull them closer with these moves instead. Which technique will you try first? Let me know in the comments! ⬇️ ♻️ Repost to help others master tough conversations. ➕ And follow Mike Leber for more.

We don’t build trust by having all the answers. We build it by being honest about what we don’t know. That’s one of the many insights that resonated with me from an interview with Jacinda Ardern by Alison Beard in the recent issue of Harvard Business Review. When asked about leading through crisis, she said: “We have this notion that confidence in leadership comes through having all the answers all the time; we are trusted because we show no shred of doubt. But I think, in any crisis, trust is built by being open about information and knowledge gaps.” We often mistake certainty for competence. But in my experience—whether with executive teams, in the classroom, or inside organizations—the leaders who have the courage to say “I don’t know, yet” and the clarity to explain how they’re thinking through uncertainty are the ones who earn people’s trust. In a world that demands fast answers, thoughtful transparency is really powerful. Ardern reminds us that honesty about ambiguity is a commitment to shared learning, to better decisions, and to leading with others. It is not a weakness, as we might think. What’s one moment when you saw trust grow because someone admitted what they didn’t know? #trust #transparency #relationships #learning #leadership https://lnkd.in/epTmV-SX

Mentorship doesn’t start with a formal agreement. There’s no signing ceremony. No official title exchange. The best mentoring relationships I’ve seen? They happened organically. A coffee catch-up that turned into a career conversation. A colleague who asked the right question at the right time. A friend who saw something in you before you saw it yourself. We often think mentorship is about advice. About guidance. About someone senior showing you the way. But the mentorship that actually changes you? It’s not about the advice. ✨ It’s about trust and truth built over time. The kind that deepens with each conversation. You start by sharing professional challenges. Then you talk about your aspirations and goals. The mentor who saw you spiral during a hard quarter and didn’t judge. Who celebrated your win like it was their own. Who called you on your patterns, because they’d earned the right to be honest. 💫 That’s real respect. Not the polite, professional kind. The kind where you watch how they make hard decisions. How they treat people when no one’s watching. How they admit when they got it wrong. And they see the same in you. 🤝 Vulnerability comes later. Failures. Regrets. Moments of doubt. This kind of mentorship doesn’t come from a structured program. It can’t be forced or scheduled into quarterly check-ins. It grows quietly. Over coffees that run long. Messages or Calls that start with “can I run something by you?” …and end somewhere completely different. Sometimes, mentorship becomes friendship. Often, it simply becomes trust. The hierarchy fades. The guidance stays. Some of my most meaningful mentorships grew this way. People who’ve seen my work. People I trust with unfinished thinking and honest questions. The real value isn’t in what they taught me. It’s in who I’ve become because they challenged me with care. So if there’s someone whose perspective you value, reach out. Don’t overthink the ask. Start with: “I’ve been thinking about [specific thing]. Would you be open to a 10-minute conversation?” The best mentorships often start with a single, genuine question. #LinkedInNewsAustralia #Careers #Mentors

Mentoring is one of the most powerful relationships we can build. Over the years, I’ve had the privilege of mentoring some truly remarkable individuals—both formally and informally—and it’s been one of the most rewarding parts of my career journey. It’s not just about offering guidance or helping someone overcome challenges. It’s about nurturing leadership, elevating others and fostering a culture where everyone feels like they belong, where every voice is heard and where everyone is empowered to succeed. Earlier this week, we celebrated MentorHer Day, marking not just the conclusion of many mentorship journeys, but the start of something far greater. Since the programme’s launch in 2018, we’ve mentored over 1,000 women, helping them step into leadership roles, broaden their skills and grow in confidence. And the impact doesn’t end there—together, we’re creating a ripple effect of empowerment that will resonate far into the future. This isn’t just a programme—it’s a promise to help women dream bigger, aim higher and achieve more than they ever thought possible. Listening to the personal stories shared on MentorHer Day, I was deeply moved. These are my three key takeaways – and not just about what mentorship gives, but what it asks of us:         • Mentorship can build lifelong relationships When the formal mentorship relationship ends, the bonds and connections formed during that time don’t have to. Cultivating authentic, personal connections—a safe space where mentees can be open about their dreams and aspirations—can build relationships which grow into enduring bonds and friendships that transcend the workplace. • Mentorship is a two-way street The real beauty of mentorship lies in its reciprocity. Every time I mentor someone, I gain fresh perspectives—not just about them, but about myself and my own leadership style. Mentorship holds up a mirror, allowing us to see where we, too, can grow and improve. No two mentorships are ever the same and that’s what makes mentorship so much fun! Some of my best mentorship moments have happened outside the traditional office setting – treadmill meetings or a cozy coffee shop where the usual hierarchy fades away and both mentor and mentee can contribute equally to the journey.  • Mentorship is about paying it forward The true power of mentorship lies in its ripple effect. When mentees become mentors themselves, they create a legacy of empowerment—passing on the confidence, tools and sense of possibility that encourages the next generation to achieve even more than they once believed possible. That’s the true power of paying it forward.    To all mentors and mentees, you are the heartbeat of initiatives such as these. You’re not just creating opportunities—you’re helping shape futures. Thank you for being part of something so impactful. As I said on stage: Let’s keep making waves.

What do you do with difficult conversations? Look away or lean into them? Some avoid them, and some ignore them, hoping the situation will be resolved somehow. This may be true a few times; however, unattended hard conversations will likely become a crisis soon. You, too, may be avoiding it because conflict is uncomfortable, you fear the reaction, or you don’t know how to start. The past teaches us that avoidance doesn’t make problems disappear; it worsens them. The key to difficult conversations is clarity of your intent and how you show up.  Here, your presence is about regulating your energy, staying composed, and creating psychological safety for others. The shift can occur when your intent is clear, and your focus is on conveying what is best for everyone involved. For example, instead of thinking, 'I have to call them out on this mistake,' shifting your intent to 'I want us to align on a better way forward' changes the entire energy of the conversation. Seven ways to approach difficult conversations : ▷ Choose to be respectful, patient, and non-judgmental. ▷ Walk in mindful, calm, and intentional. Let your energy set the tone. ▷ See discomfort as an opportunity for clarity, not conflict.   ▷ Listen actively, understand and then be understood. ▷ Say what you mean. Leave no room for guesswork or assumptions. ▷ Lead with empathy and approach conversations with curiosity. ▷ Start small and resolve minor differences before tackling the big ones. "The cave you fear to enter holds the treasure you seek." ~ Joseph Campbell Difficult conversations can seem intimidating. However, inside them, the seeds of trust, alignment, and progress are waiting for you to water them. Everything shifts when you make others feel heard and do right by them. ❖ Which conversations need your attention right now? #LeadershipDevelopment #DifficultConversations #ExecutiveCoaching 

𝗧𝗿𝗮𝗻𝘀𝗽𝗮𝗿𝗲𝗻𝗰𝘆 𝗶𝘀𝗻’𝘁 𝗷𝘂𝘀𝘁 𝗮 𝗯𝘂𝘇𝘇𝘄𝗼𝗿𝗱. To me, it’s the foundation of trust, connection, and growth. I’ve learned this the hard way. In moments when I held back, thinking it would “protect” my team, I saw confusion and disengagement take root. But when I leaned into honesty – even when the truth was uncomfortable – I saw something incredible: stronger bonds, deeper commitment, and a team that felt truly empowered. Transparency isn’t about having all the answers; it’s about having the courage to share what you know, where you’re headed, and why it matters. 𝗛𝗲𝗿𝗲’𝘀 𝗵𝗼𝘄 𝗜’𝘃𝗲 𝘀𝗲𝗲𝗻 𝘁𝗿𝗮𝗻𝘀𝗽𝗮𝗿𝗲𝗻𝗰𝘆 𝘁𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺 𝘁𝗲𝗮𝗺 𝗱𝘆𝗻𝗮𝗺𝗶𝗰𝘀: 1️⃣ 𝗦𝗲𝘁 𝗰𝗹𝗲𝗮𝗿 𝗴𝗼𝗮𝗹𝘀 𝗮𝗻𝗱 𝗲𝘅𝗽𝗲𝗰𝘁𝗮𝘁𝗶𝗼𝗻𝘀: Ambiguity is the enemy of motivation. When your team knows exactly what success looks like and why it matters, they’ll rise to the challenge. 2️⃣ 𝗦𝗵𝗮𝗿𝗲 𝘁𝗵𝗲 𝗯𝗶𝗴 𝗽𝗶𝗰𝘁𝘂𝗿𝗲: People thrive when they understand how their work contributes to the mission. Don’t just focus on tasks – connect them to purpose. 3️⃣ 𝗘𝗻𝗰𝗼𝘂𝗿𝗮𝗴𝗲 𝗼𝗽𝗲𝗻 𝗱𝗶𝗮𝗹𝗼𝗴𝘂𝗲: Some of the best ideas come when you create a space where every voice feels heard. Feedback isn’t just a process – it’s a gift. 4️⃣ 𝗢𝘄𝗻 𝘁𝗵𝗲 𝘁𝗼𝘂𝗴𝗵 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀: Addressing challenges openly shows integrity. It’s not about being perfect; it’s about being accountable. 5️⃣ 𝗟𝗲𝘃𝗲𝗿𝗮𝗴𝗲 𝘁𝗼𝗼𝗹𝘀 𝗳𝗼𝗿 𝘃𝗶𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆: Whether it’s dashboards, check-ins, or team updates, clarity fosters alignment – and alignment fuels performance. Transparency doesn’t mean overloading people with information. It means sharing the right insights, at the right time, in a way that builds trust and inspires action. What do you think? Is transparency embedded in the way you work or manage your teams?

I fired a student this week. It was rough, but here’s how I managed the conversation and why I think it worked. 👉 Take responsibility upfront: I started by owning my part in the communication breakdown. This immediately lowered the other person’s defenses, creating space for open and effective dialogue. 👉 Be direct about your decision: I clearly stated my desired outcome, i.e. that the decision was final. This shifted the focus of the conversation to closure and next steps, avoiding unnecessary tension. 👉 Listen with empathy: I actively listened to the student’s perspective and validated their feelings. Understanding someone doesn’t mean agreeing, but it does mean showing them respect and empathy. 👉 Reiterate clarity: After validating their feelings, I restated my decision to avoid confusion. Clarity ensures everyone is on the same page. 👉 End with appreciation and guidance: I thanked the student for their time, expressed genuine appreciation for our journey, and provided clear next steps to help them move forward with someone better suited to their needs. This conversation wasn’t easy, but it stayed respectful, empathetic, and focused on closure, helping both of us move forward positively. Takeaways: ✅ Ownership builds trust: Starting with responsibility helps defuse defensiveness. ✅ Clarity prevents further breakdowns: Being direct and consistent ensures your message is understood. ✅ Empathy facilitates closure: Listening and validating feelings paves the way for a respectful goodbye. Have you ever had to navigate a difficult conversation like this? What strategies worked for you? Share your experiences below—I’d love to learn from you!

The hardest steps at work... Not to the printer room. Not up the stairs to the office. It's the steps to someone's desk when you need to have that difficult conversation. Want to make those steps easier? Here's what I've learned: 1. Timing is everything ❌ Don't give feedback: - Right before important meetings - When someone is hungry - When emotions are high - In public spaces ✅ Choose moments when: - There's time to talk - Basic needs are met - You're both calm - Privacy is assured 2. The delivery matters Start with: "I'd like to share something, is this a good time?" Then use the magic formula: "When [situation], I noticed [observation], and it made me feel [impact]. Because for me it is very important to [need], Do you think next time we could try this instead... [collaborative request]" 3. Remember ⤵️ - You can't control their reaction - You can only control your delivery (tone of voice and body language matter) - Your feedback might be the awareness they need - Change is their choice, not your responsibility 4. Set the right mindset: - Acknowledge your own imperfection - Be open to their perspective - Listen more than you speak - Focus on growth, not blame 🛑 Most people don't resist feedback. They resist feeling judged. Your role is not to fix them. It's to create a safe space where truth can be spoken and understanding can flourish. 🚧 Because at the end of the day: We're all works in progress, learning and growing together. P.S.: What's your best tip for handling difficult conversations? #Leadership #Communication #PersonalGrowth #WorkplaceCulture #FeedbackCulture