Relationships at Work - The Leadership Guide to Building Workplace Connections and Avoiding Blind Spots.
Relationships at Work - your leadership guide to building workplace connections and avoiding blind spots.
A relatable and honest show on leadership, organizational culture and soft skills, focusing on improving employee engagement and company culture to inspire people to apply, stay and thrive.
Because no one wants leadership that fosters toxic environments at work, nor should they.
Host, speaker and communications leader Russel Lolacher shares his experience and insights, discussing the leadership and corporate culture topics that matter with global experts help us with the success of our organizations (regardless of industry). This show will give you the information, education, strategies and tips you need to avoid leadership blind spots, better connect with all levels of our organization, and develop the necessary soft skills that are essential to every organization.
From leadership development and training to employee satisfaction to diversity, inclusivity, equity and belonging to personalization and engagement... there are so many aspects and opportunities to build great relationships at work
This is THE place to start and nurture our leadership journey and create an amazing workplace.
Relationships at Work - The Leadership Guide to Building Workplace Connections and Avoiding Blind Spots.
The Leadership Test: Can You Handle Being Challenged?
As leaders, we often talk about the power of curiosity—but what happens when that curiosity is turned on us?
In this episode of Relationships at Work, host Russel Lolacher explores what it really means to be open to questions, pushback, and challenges from our teams.
This isn’t about ego—it’s about emotional intelligence, active listening, and building a culture where curiosity is welcomed in all directions. Because leadership isn’t just about giving answers—it’s about creating space for better ones to emerge.
And connect with me for more great content!
“What do you do?”
“How will that get the results we want?”
“Sorry, I don’t agree with that—can we try this instead?”
“Why are we doing that?”
Uncomfortable? Defensive? Annoyed?
They’re just questions. But if we’re honest, these kinds of questions can hit us hard as leaders—because they challenge our decisions, our clarity, and sometimes, our authority.
But here’s the thing: they’re not attacks. They’re signs of curiosity. And how we respond to that curiosity? That’s the real leadership test.
Welcome to Relationships at Work, your leadership guide to building workplace connections and avoiding our blind spots. I’m your host Russel Lolacher
Today, we're talking about a part of leadership we say we want, but don’t always make space for—being challenged. Specifically, what happens when curiosity comes from the team, not from us.
We talk a lot on this show about how curiosity makes great leaders—asking questions, not making assumptions, never settling for “it is what it is.”
But here’s the flip side: if we expect our team to be curious, to speak up, to question the status quo—we have to welcome it when it’s directed at us too.
If someone challenges a decision or asks why, it might mean:
- We didn’t communicate clearly
- We assumed understanding or buy-in
- Or maybe—just maybe—they see something we don’t
That’s not insubordination. That’s insight.
Let me be clear—I’m not suggesting, like some leaders do, of performative openness. Not the “I can take criticism! Come at me, bro!” attitude. That’s just ego in disguise.
True openness is quieter. It looks like:
- Patience when you're questioned
- Clarity when something’s misunderstood
- Compassion when someone’s struggling to see your vision
It’s creating an environment where people want to ask questions—because they feel safe doing it.
So how do we build that environment—and prepare ourselves for the next challenge?
1. Develop Active Listening Skills - doing so ensures we fully understand the concerns and perspectives of our team members. Active listening involves giving full attention to the speaker, acknowledging their points, and responding thoughtfully. This skill helps in addressing issues effectively and it also builds trust and respect within the team.
2. Cultivate Emotional Intelligence - this helps us manage our reactions when faced with challenges or questions. It involves being aware of our own emotions, understanding the emotions of others, and responding empathetically. This is the skill that helps us maintain composure, reduces defensiveness, and fosters a positive, safe environment for that open dialogue.
3. Encourage Open Communication - promoting a culture where questioning and challenging ideas are welcomed prepares us for such interactions. It's just part of the DNA. This is how innovation happens and group think gets quashed. This involves creating safe spaces for feedback, being approachable, and demonstrating that you value diverse viewpoints. It leads to better problem-solving (cough innovation cough), as people feel comfortable sharing their insights and concerns.
Actively listen, foster emotional intelligence, encourage open communication. Because the other side of this only hurts relationships and the culture. If we don't accept these challenges, we come off as defensive, egotistical, unstable, disrespectful and not someone people will want to work with.
Leadership shouldn't be easy. It should be be seen as a journey that we get tested on - with failures and successes. So let's work to ensure those tests are learning experiences not destructive practices.
If we don’t accept these challenges? We come off defensive. Egotistical. Unapproachable. And that breaks relationships—and culture.
Because no one wants to follow a leader who can’t be questioned.
So when someone asks why, don’t see it as a threat. See it as an opportunity to grow, to connect, and to lead better.
Here’s a question to leave you with:
When was the last time you were challenged at work—and how did you respond?
And that will wrap up a mini-episode of Relationships at Work – leadership guide to building workplace connections and avoiding our blind spots. I’m Russel Lolacher.
