The best LinkedIn Posts

They won't remember what you said.

They'll remember how you made them feel.

In leadership and life, character leaves a longer legacy than authority.

External status (titles, promotions, hierarchy) is fleeting, but the emotional impact you have on people — how respected, valued, and supported they feel around you — endures.

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Here are 5 ways you can apply this in the workplace to create a great culture:


✅ Prioritize Respect Over Rank:

↳ No matter your title, treat every team member — interns, assistants, executives — with equal respect and genuine courtesy.

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✅ Give Recognition Publicly:

↳ Celebrate others' efforts and contributions openly in meetings, emails, and company channels to make people feel seen and valued.

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✅ Handle Conflict with Compassion:

↳ Even during disagreements or tough feedback, maintain empathy. Focus on the issue, not attacking the person.

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✅ Lead with Service, Not Status:

↳ Ask your team, "How can I support you today?" Showing you care about their success builds loyalty and lasting trust.

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✅ Invest in Small Moments:

↳ Take time for simple acts: remembering birthdays, checking in on someone's well-being, or offering a thank-you note. These little gestures leave lasting impressions.

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➕ Follow Travis Bradberry for more and sign up for my weekly newsletter at TravisBradberry.com

Do you want more like this? 👇

📖 My #1 bestselling new book, "The New Emotional Intelligence" is now available on Amazon.

Things most men have never done.

Asked someone to walk them to their car after dark.

Called an Uber to go two blocks because walking alone didn’t feel like a good idea.

Shared their location with a friend before a first date.

Taken their drink to the bathroom instead of leaving it on the bar.

Checked the back seat of their car before getting in.

Held their keys between their fingers walking through a parking lot.

Parked under a streetlight instead of the empty space closer to the door.

Changed their route because someone was walking behind them for too long.

Avoided eye contact because they didn’t want to “invite” conversation.

Sent the text: “Made it home.”
Not because anyone asked.
Because someone was worried.

Texted a friend from the bathroom “Come find me. I need an exit.”

Paused before answering the question “Do you live around here?”

Decided not to run at night anymore.

Carried pepper spray.

Or learned very early that being polite sometimes feels safer than being honest.

This isn’t about blaming men.

It’s about acknowledging that many women move through the world doing a risk assessment all day long.

Little calculations.
Small precautions.
Invisible habits.

Most good men don’t see it because they’ve never had to think about it.

And most good men would be horrified to know how normal it is.

So here’s where good men matter.

Not the loud internet debates.
Not the defensive “not all men.”

The everyday moments.

The friend who says something about a woman and gets a “hey, that’s not cool.”

The guy who notices someone making a woman uncomfortable and interrupts the situation.

The coworker who shuts down the creepy comment in a meeting.

The friend who walks someone to their car without making a big deal about it.

The man who teaches his sons that strength has nothing to do with intimidation and everything to do with respect.

Most men are good men.

But culture doesn’t change because good men stay silent.

It changes when good men set the standard for other men.

When they speak up.
When they step in.
When they say, “We don’t do that.”

Because the goal isn’t for women to keep getting better at staying safe.

The goal is a world where they don’t have to think about it at all.

#ChoosingTheBear
#GoodMenMatter
#Change

In The New York Times, Lora Kelley reports on the rise of “bossware,” technology managers use to monitor employees. The phenomenon has been around for years but is now being super-charged by AI. It can take many forms, including monitoring keyboard strokes and even pauses. 
 
As Stanford University political science professor Rob Reich says, employees need “moments of downtime outside of the gaze of the surveillance tools that are meant to drive productivity gains.” Not only are those moments of recovery good for employees, they also help drive better performance.
 
A leader’s job isn’t just monitoring output but creating intrinsic motivation and buy-in among team members to meet their goals. Having to rely on fear-based extrinsic tools is a sign that it's not happening. In other words: bossware = bossfail.

You can read Kelley’s piece here: https://lnkd.in/dPeHu9ni

The gap between those who succeed and those who do not is often smaller than people realize.

One group stopped.
The other did not.

I've spent $100,000 in mentorships this last year.
But even when I had $500 in the bank, I spent $300.

Because investing in myself heavily has led me to:

1. Building 3x 6 and 7-figure businesses in 3.5 years
2. Growing my personal brand to 338,000 followers
3. Learning how to build, market, and scale businesses
4. Access to a .1% network that skyrocketed my growth
5. Skipped the line and flew past common mistakes
6. Made friends with elite entrepreneurs

Every single time I need a push to do.
I go all in on myself, by putting my own skin in the game.

A $10,000 programme. A $5,000 one hour call.

Whatever it is, if I know the person has the answer...
I'll take it. Because that's the thing with the right people.

They have right answer to your 1 question.
And give it to you at the right time.

Your network is your networth, invest in building yours.

So, my friend, are you all in on yourself?

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PS: LAST DAY to join my LinkedIn and Personal brand 4-week programme.

4 weeks, 20 Live lessons, 100s of SOPs and materials.

Join here: https://lnkd.in/enAsWMSy

See you inside :)

You can start at age 40.
You can start at age 50.
You can start at age 60.

You can start afraid.
You can start uncertain.
You can start behind.

For goodness sake, just start.

That's the message from my buddy Nir Eyal.

And I believe in this message more than nearly anything else.

Because every single person I know who's winning is the one who started, analyzed what was working and what wasn't, and did more of what did, and less of what didn't.

That's it.

But they also believed they could win before they had any proof.

I'm no different.

I didn't start my business because I had it "all figured out."

I started because I had an insatiable curiosity and a deep optimism that I could make it work.

I dipped my toe in the water first.
Then, I started saving a little money.
And got my brain geared up for risk.

Then I jumped.

That belief was the fuel.

Nir's new book "Beyond Belief" digs into all of this stuff.

Why what we believe about ourselves shapes every little thing we ultimately do.

If you've been waiting for the "right time" to start, check out his book.

I got a preview before it hit shelves (two days ago) and loved it.

Grab it here: https://buff.ly/68rFK3u

Big headcount doesn't mean you have a 'big' business.

💜

Najgorsze, co możesz zrobić jako lider?

Zatrzymać rozwój ludzi ze strachu, że odejdą.

Bo wtedy zostają tylko ci,
którzy i tak nigdy nie chcieli iść dalej.

Dobry lider robi odwrotnie.

Rozwija ludzi tak, żeby mogli odejść.
I traktuje ich tak, żeby nie chcieli.