Work Relationships Made Simple: 6 Steps to Better Team Connection

When it comes to understanding work relationships, few people bring as much lived experience and wisdom to the table as Gary De Rodriguez. With a career spanning decades and over 11,600 people personally coached across the globe, Gary has earned a reputation as a trusted guide for anyone seeking breakthroughs in how they connect with others.

Gary’s own journey began in the midst of a challenging childhood, where he first started noticing the impact of unresolved trauma on human behavior. Those early experiences became the catalyst for a lifelong path of healing, personal growth, and professional exploration. 

In this blog, we’ll explore Gary’s insights on how leaders and all of us can cultivate healthier, more resilient relationships. His story and expertise offer not just theory, but practical ways to strengthen the bonds we form at work and beyond.

Work Relationships Start at Home

The way you relate to yourself shapes every relationship you build with others. We often think of work relationships as separate from our personal lives. But the truth is, the way we relate to colleagues, managers, and teams often has deep roots in our upbringing.

The patterns we grew up with—how conflict was handled, how emotions were expressed (or ignored), and even how love and support showed up—shape the way we interact at work today. If you were raised to avoid conflict, you might shy away from tough conversations at work. If you were taught to put everyone else first, you might find yourself burning out while trying to please everyone on your team.

Leading Yourself Before You Lead Others

Leadership begins with self-awareness. You cannot lead others effectively if you are unclear about your own values, triggers, or behavioral patterns. Yet many leaders today face an uphill battle. They’re stretched thin, emotionally exhausted, and often running on autopilot.

Without a space to rest and reflect, leadership becomes reactive rather than intentional. Decisions are made in survival mode rather than from clarity.

What am I carrying into this relationship? What past patterns might be influencing me now? When we stop to ask these questions, we gain the power to shift how we show up. And when we strengthen our personal relationships and create a true sanctuary at home, it naturally carries over into our leadership at work. 

A sanctuary is your personal space to recharge and reconnect. When leaders carve out that space, they return to their teams with steadiness, vision, and consistency. And consistency, more than charisma or authority, is what builds trust.

Overcoming Resistance 

A disengaged team is a signal that people no longer trust leadership to care or follow through. In many organizations, resistance to relationship-building and team development often stems from two core issues: unresolved resentments and a lack of faith in leadership. 

The truth is that an organization’s current state is a mirror of its leaders. The beliefs, commitment, and heart of the leadership team are reflected in the company’s culture and results. That’s why the real work of change has to start at the top. 

Of course, stepping into this kind of work can feel intimidating because every leader faces moments of uncertainty. Acknowledging it is part of the journey and vulnerability is the very key that opens the door. When leaders allow themselves to be seen as human, their teams are more likely to feel connected to them and even want to support them. 

But vulnerability on its own isn’t enough. The real magic happens when vulnerability is paired with action. A leader who shows humanity, admits they don’t have all the answers, and still takes decisive steps to solve problems earns both trust and respect. It’s this balance of character, openness, and competence that creates lasting connections and stronger, more resilient teams.

Unlocking Team Potential

Lack of alignment between leaders creates ripple effects that can feel like tidal waves on the frontlines. True alignment means leaders not only collaborate with each other but also listen to voices across the organization. 

Once alignment is there, the next step is unlocking the full potential of the team. Here’s how:

Step 1: Build Awareness and Respect

Make it a priority for your team to understand and appreciate each other’s differences. Use tools like personality or communication assessments to show that diversity is not a problem—it’s actually what makes collaboration stronger.

Step 2: Hire and Coach Smarter

Apply those same tools when bringing people onto the team. Look for patterns in your best performers so you know what works. Then, use coaching roadmaps to adapt your leadership style to each individual. This prevents burnout and keeps people more engaged.

Step 3: Clear Up Misunderstandings

Most conflicts at work happen because of misinterpretation. People see situations through their own past experiences, fears, or assumptions. As a leader, help your team identify these triggers, call them out, and prevent old baggage from spilling into daily interactions.

Step 4: Teach Your Team How to Think Together

Don’t assume your team already knows how to problem-solve as a group. Introduce structured methods, so they can explore facts, risks, ideas, and solutions in a balanced way that combines logic and empathy.

Step 5: Balance Strength with Compassion

Good leadership is about balance. Be decisive and have vision, but also listen with genuine care. Practices like Shuva or listening with acknowledgment and honor help people feel not just heard, but truly valued.

Step 6: Put Ideas into Action

Great ideas shouldn’t sit in meeting notes. Use the combination of self-awareness, assessments, and group thinking to move solutions into action. That’s when you’ll see real change take place, with clarity, alignment, and momentum.

The Ripple Effect of Leadership

Leadership is about responsibility, relationships, and sanctuary. It’s also about leading yourself clearly so you can lead others with consistency.

When leaders commit to self-awareness and alignment, the ripple effect is enormous. Teams become stronger. Trust deepens. And those shifts don’t just stay inside the workplace. They carry into homes, families, and communities.

Leadership That Lasts

Leaders today face a constant weight of responsibilities and challenges, and it’s no surprise that many feel overwhelmed or drained. Without a sanctuary, whether at home or within themselves, it’s difficult to lead with clarity, consistency, and heart. But as Gary reminds us, this isn’t a weakness; it’s simply part of being human.

Here are three key takeaways from Gary’s insights:

1. Leadership is a responsibility.
True leadership is about service. Every decision affects countless lives, both directly and indirectly. The best leaders carry that responsibility with seriousness, humility, and care.

2. Leaders prioritize relationships.
Strong work relationships within a team are built intentionally. A crack at the top always ripples down. That’s why leaders must take ownership of their own relationships and actively nurture trust and connection across their teams.

3. Leaders create sanctuary.
The best leaders carve out space for reflection. A personal sanctuary allows them to ask important questions: What am I bringing into my relationships? What past experiences might be shaping how I lead today? What steps can I take to grow? This kind of reflection fuels healthier connections and more thoughtful leadership.

What makes leadership meaningful isn’t just results on paper. It’s the impact you leave on the people around you. That’s why the best leaders treat leadership as a responsibility, prioritize their relationships, and create the space they need to reflect and grow.

At the end of the day, leadership is less about strategy and more about presence. It’s about showing up in a way that others will remember with kindness, respect, and trust. That’s the legacy of leadership that lasts.

What’s your takeaway from this topic? Let us know in the comments or on YouTube. If you wish to learn more insights from Gary, listen to the full podcast episode here: Work Relationships Made Simple