Whilst you might think this is a skill that is always on the top of business leaders lists, it’s been knocked off the top spot as the world of business has become engrossed in the implementation and application of AI.

It looks like that tide may be turning as LinkedIn’s recently published research ‘Skills on the Rise 2025’ shows Relationship Building has regained its place as the most in-demand skill in today’s workplace.

For many of us, there’s a quiet reassurance here as we may think the same thing, AI will never be able to replace the human skill of nurturing a relationship (for now at least!)

The list was cleverly created based on analysis of LinkedIn’s own data showing what line managers considered to be the skill they wanted to focus on the most to develop their workforce.

There are many elements to relationship building but we think the 4 key elements are; Respect, Communication. Trust & last but certainly not least, Compromise.

“In a world increasingly being run by algorithms, it’s authentic human connections that build trust, drive loyalty, and builds real relationships”

Respect for us means valuing each other’s opinions, feelings, boundaries, and having brave and challenging conversations. Add to that being able to demonstrate empathy and honouring differences whilst creating space for individuality within the relationship.

Communication in our brave world means being open, honest, and consistent always displaying active listening and emotional intelligence. A key for us is the ability to address both the big and the small topics in a way that builds trust.

Trust is a defining pillar in any relationship and one that needs to be earned. We believe you do this by building your own personal reliability through your actions and consistency. Throw into the mix developing psychological safety and fostering loyalty and mutual confidence.

Compromise is the glue that holds effective relationships together. Being able to meet halfway when priorities differ and being brave enough to disagree well and debate the idea not the person will help you succeed.  Learning to balance your own personal needs with the shared goals of the partnership takes practice but reaps rewards.

Our programs and standalone webinars cover many of the in-demand skills, and our C-Suite BRAVE events have relationship building at their core.

We’d love to talk to you about how we can help you build the skills your business needs to grow. Click the link below to drop us a line.

Rhi

Public speaking and leadership training – BRAVE

Way back in July 2024 the Labour Government committed to implement various Employment Law changes by the end of 2026. This is one of the most contentious that has got everyone talking. 

This bill is set to ensure that employees have the right to disconnect from work related communications such as emails and phone calls outside of their regular working hours without facing any negative consequences.

The aim is to create a policy that not only protects employees but nurtures a more committed and ultimately productive workforce. We’ve captured the highlights for you  

What is the ‘right to switch off’ bill?

Theres no doubt that flexible working has been beneficial for businesses, but this shift in working styles seen post pandemic has also blurred the lines between work and home life for employees. In some cases this has led to increased stress, longer working hours, and difficulties when disengaging from work.

The Government’s pledge here is aiming to balance the needs of employees by allowing them to create clear distinctions between work and home life. Whilst the policy provides protections for employees, it also aims to provide positives for employers too.

What does this mean for employers?

An employer, will have to comply with the new ‘right to switch off’ legislation when it arrives, both from a legal standpoint and of course for the well-being of employees. You’ll need to consider carefully how and when you contact your employees outside of set working times. You’ll also need to consider the ‘unwritten rules’ your business may have any any pressures employees might feel when contacted  

What are the implications of breaching the right to switch off?

Under the new policy, if you regularly contact an employee outside of their contracted hours, they may have the right to take a claim to an employment tribunal. This could result in the employee being awarded compensation for working overtime. They can use an infringement to the right to switch off bill to support their claim  

How will the ‘Right to Switch Off’ be implemented?

Whilst it’s still in the design stages with the UK Government we can share that several other countries have already introduced policies which allow employees to disconnect from work outside of structured hours.

One great example of this is Ireland. They’ve signed up to a voluntary code of practice where you develop a bespoke policy that suits your own business needs and respects employee rights.

There are three parts to the policy in Ireland:

• The right to not work outside of operational hours on a regular basis
• The right to not be penalised for refusing to complete tasks outside of these hours
• A duty to respect other employees right to switch off, by not contacting them via phone or email

The UK is likely to follow a similar model, and this way means embracing a flexible code of practice allows businesses to make their policies fit the requirements of their own industries  

One thing to get right!

Implementing a code of practice around right to switch off will mean a very clear policy on what constitutes essential communication with employees, without this, you’ll be open to personal interpretation.

How can we help?

One thing that will go hand in hand with these changes is empowering your teams, at all levels, to recognise and implement boundaries. This helps you set out expectations and supports the communication of what is and isn’t appropriate. 

We can deliver Setting Workplace Boundaries face to face at a venue of your choice on online as a webinar.  

Setting Boundaries – BRAVEwearebrave.co.uk

Mel Robbins’ “Let Them” theory is a mindset shift that encourages us to let go of the need to control others and focus on what we can control — ourselves. While this concept is often discussed in personal contexts, which I loved, it also has intriguing implications for the workplace, which made me ask the question:

Would the ‘Let Them Theory’ Work, at Work?

At its core, the answer I think, is Yes! The theory is about emotional boundaries so in a work setting, this could mean letting colleagues express their opinions, make their choices, or even make mistakes without trying to micromanage or fix them. Instead of expending energy on controlling others, the focus shifts to managing your own reactions, setting clear boundaries, and maintaining your peace.

This approach can be particularly effective in fostering a collaborative and respectful work environment. By “letting them,” you create space for diverse perspectives and empower others to take ownership of their actions. It can also reduce workplace stress and burnout, as you’re no longer carrying the emotional weight of trying to control situations or people.

However, it’s not without challenges. The “Let Them” theory requires a level of self-awareness and emotional maturity that might take time to develop. Just because you have it, doesnt mean the person you are working with also does. It also doesn’t mean ignoring issues or avoiding accountability. In a professional setting, there are times when intervention is necessary—for example, addressing unethical behavior or resolving conflicts.

Ultimately, the “Let Them” theory can be a valuable tool for improving team and workplace dynamics, but it works best when it’s carefully balanced with clear communication and accountability. It’s about knowing when to step back and when to step in—a skill that can transform not just your work relationships but your overall approach to professional life.

Here’s a practical look at how the “Let Them” theory might unfold in a work setting

Imagine you’re a team leader working on a group project. One team member insists on trying a risky approach despite some skepticism from others. Instead of shutting down their idea, you allow them to proceed while setting clear expectations and deadlines for results. Their approach ends up revealing unexpected benefits that improve the project overall. By “letting them,” you created room for innovation and empowered your team member to take ownership of their idea, boosting morale and collaboration.

Now try this one instead, picture a team member consistently showing up late to meetings, which disrupts the team’s productivity. Applying the “Let Them” theory might lead you to tolerate their lateness under the belief that it’s beyond your control. However, in this case, “letting them” could enable behaviour that negatively impacts the team and undermines accountability. Here, of ocurse, the better course of action would be addressing the issue directly and setting expectations for punctuality.

The key takeaway for me is that while the “Let Them” mindset can enhance work relationships, it must be applied thoughtfully.

Knowing when to step back versus when to intervene makes all the difference.

Sara

Do you find it hard to say no? 🛑

We used to, but over the years we’ve developed our skill set 🧰 so we can confidently, and politely, say No ⛔️ (and not feel guilty about it.) ✅

Interested? 🤔
Grab your FREE Downloadable Guide here:

Not that long ago the word boundaries made you think of fences and “no trespassing” signs and were rarely talked about outside of council planning meetings. Now, in 2025, it’s a become a staple of workplace conversations, training courses, and of course, Instagram memes!

So, how did this shift happen?
Why are we now talking about boundaries more than ever before, and what benefits do they bring to a business and ultimately to the employees?

While boundaries aren’t an entirely new concept ( therapists have been preaching about them for decades), their current refocus in the world of work can probably be traced back to a big increase in societal burnout.

Remember when people glorified working 55-hour weeks while drinking three cups of coffee and saying things like ‘work hard, play hard’ ?

All pre cursors to burnout.

Add in a pandemic in 2020 and people collectively hit the pause button. Work-from-home blurred the lines between work and life, with Zoom and Teams calls intruding on dinner and endless notifications pinging constantly. This helped set the scene for the mass realisation that we all need limits—not just on screen time but on energy and emotional bandwidth, too.

Social media played its role, naturally and helped the message spread fast. Influencers started talking about boundaries like trendy accessories, swapping stories about saying “no” to meetings and setting strict “do-not-disturb” times. Before long, “boundaries” became a mainstream conversation topic.

So, what happens when boundaries work their way into the workplace?
We think it’s a good thing, though we understand that employers often have mixed views. When the business takes the first step, it seems to work much better because the teams feel respected and empowered. No one really wants to be the one sending emails at midnight and taking calls all weekend. Establishing some clear expectations (like “don’t call me after 6 pm unless it’s life-or-death”) creates a culture where people know their time is valued, as are they.

Boundaries have been proven to also reduce burnout. It’s like giving the team an emotional seatbelt—they can safely navigate high-stakes projects without flying off the rails into exhaustion. And less burnout means fewer sick days, higher engagement, and, let’s face it, probably a few less awkward HR meetings involving tissues and tears.

For businesses, embracing boundaries can enhance productivity. When teams have the freedom to unplug, recharge, and say “no” occasionally, they return to work with fresh ideas and renewed focus. Plus, boundaries foster creativity—because let’s be honest, great ideas don’t come when you’re mentally fried from working on emails at ten pm the night before.

But, are Boundaries here to stay?

We think they’re not going anywhere. This doesn’t feel like a 2025 fad that will come and go. It feels like our workforces are just getting a bit smarter with how they work.

We think what it shows is part of a fundamental shift in how we work, live, and interact these days. By embracing boundaries, all businesses can create healthier, happier environments for employees and maybe even themselves.

If you need help with taking the lead and getting boundaries into your businesses or teams then reach out and let us do the heavy lifting for you. We can deliver online of face to face training and even provide 121 coaching to help you through it.

Find out more and book your places here: Setting Boundaries – BRAVE

Sara

Emotional 🧠 Intelligence is without doubt the secret 🤫 hero when it comes to Modern Leadership 🥇

It might be seen as the new kid on the block, but it’s fast 💨 overtaking many other qualities on the race to the top 🔝of the leadership mountain!

Learn more by swiping through the guide to pick up the top tips.

You can talk to us about EQ workshops to develop you and your teams skills and you can download this guide, for free, now.

Yep. You heard right.

Free. Gratis. Nada. Zilch. Zero.

Five Ways to Grow Your Team Without Spending Money
Helping your team develop doesn’t always require money. With a little creativity, you can help them grow without spending anything. There is always a time for spending on personal development, and when you get that right, the value speaks for itself. But for those times where the cash is gone, here are five practical ideas to get started:

1. Set Some Stretch Goals

Stretch goals are big, bold targets that push your team to think differently and try new approaches. They’re tougher than everyday goals but can spark innovation and growth. Work with your team to set goals that challenge them and give them the support they need to succeed.

2. Have a Coaching Conversation

Coaching conversations can help your team tackle problems and build new skills. Instead of offering solutions, ask thoughtful questions like:

• What’s getting in the way?
• What would success look like?
  Listen actively and guide the discussion to help them find their own answers.

3. Encourage Peer Learning

Let your team learn from each other by pairing them up or forming small groups to work on projects. Peer to peer learning helps them share ideas, give feedback, and work through challenges together. It’s a simple way to build skills and teamwork without any cost.

4. Let Them Lead

Invite team members to lead a workshop, team meeting, morning huddle or even deliver presentations. It’s a great way for them to start seeing other avenues for growth and begin building confidence and leadership skills. Start with topics they’re comfortable with but challenge them to go a step further.

5. Find Free Learning Resources

There are plenty of free learning options available—webinars, online courses, and even local industry events. The We Are Brave Resources page contains blog posts, articles and free downloads too! Explore these opportunities to help your team grow and gain fresh perspectives. If your company pays into the apprenticeship levy, you can of course make use of this too and provide fully funded qualifications at no cost.

No levy? No problem! Did you know that hundreds of businesses gift their levy to help those who do not have it so there’s no reason you cannot still fund your teams learning this way.

You can learn more about that here: Find a business to fund apprenticeship training

---

Even with limited resources, there’s so much you can do to help your team thrive. These ideas are just the beginning—get creative and find ways to invest in their growth. When you are ready to invest some of your hard earned budget get in touch, and see what we can do to help you.

---