Over the course of my 20-year career in People and Talent Management, I have consistently observed a common thread across leading global organizations: the value of likeability in career advancement. While technical expertise and strong performance are fundamental, an individual’s ability to build trust, demonstrate approachability, and foster positive relationships often sets them apart. Recognition by executives, peers, and leaders frequently goes beyond outcomes, reflecting the importance of character and interpersonal skills.
While leadership roles can sometimes be attained based purely on results, the ability to build meaningful connections and maintain a positive demeanor is often essential for reaching and sustaining success at the executive level. Given that the workplace is where many professionals spend the majority of their waking hours—often more than with family and friends—it becomes increasingly important to cultivate an environment with great people.
For those working 40 to 60+ hours per week alongside colleagues, peers, and supervisors, the likeability factor plays a significant role in shaping the overall work experience. Strong interpersonal relationships not only enhance collaboration but also contribute to a more fulfilling and productive professional journey.
Throughout my 20-year career in People and Talent Management, I have observed that during challenging moments—such as organizational layoffs or difficult performance evaluations—individuals with strong likeability often receive additional opportunities to remain within the company. Whether through lateral moves or transitioning into lower-skilled roles, efforts are frequently made to retain these individuals.
This highlights the value organizations place on interpersonal qualities, recognizing that a positive and collaborative demeanor can be as significant as technical expertise when navigating tough circumstances.
