Janklin
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Through consulting, facilitation, and leadership development, we strengthen culture and communication by centring story, curiosity, and inclusion in how teams lead and work.
05/20/2026
"This is an inclusive space! All are welcome here."
How often do we post these slogans across the doorposts of our break room, do our best to incubate them into our HR policies and position our leadership to emulate them in our team sprint meetings.
As much as we try, people still leave. People don't feel safe. People wonder what punishment may befall them if they respond honestly. How? With all our good intentions how does this continue to happen?
If we’re honest, one area that we continually neglect is the inherited workplace expectations that we’ve normalized. In our western world, our teams are built for compliance, productivity and any conflict must be contained. They are not created for friction, for uniqueness or creativity.
A neutral, ‘everyone belongs here’ workplace often neglects the actual people who are not finding belonging. And this is simply because their identity is being ignored or intentionally and unintentionally dismissed.
It's 2026 and our world isn't making space anymore for only inputs and KPIs. Our world and our workplaces are asking us to transform these inherited systems into spaces of belonging and safety.
This month I'm focussing on what belonging is and how leaders can cultivate that within their organizations and teams. Next week I'll be providing a resource page on my website that includes:
🌟 An inclusive team charter to help set an inclusive and mindful tone at the beginning of your project launch.
🌟 Podcast links of personal stories of belonging and inclusion from equity deserving groups.
🌟 Belonging discussion cards to begin the conversation with trauma-informed and culturally safe care in mind.
You can also read my latest newsletter 'The Invisible Briefcase Series' where I unpack belonging and how it is gate kept: https://www.linkedin.com/build-relation/newsletter-follow?entityUrn=7445559455171371008
You can also attend my Relational Project Management Course this coming September where we will spend a full Saturday immersing ourselves in how to create inclusive and human-centred leadership with practical tools you can apply the next week. Currently taking expressions of interest: https://www.janklin.ca/eoi-rpmc
I would also love to explore an opportunity to work with you and your teams. It starts with a conversation and I would be honoured to explore more with you: https://www.janklin.ca/connect
The harder question isn't "How do I create belonging?"
It's "What systems am I upholding, without realizing it, that generate exclusion and fear instead?"
Has this ever happened to you? 👇
I called a colleague 'sir' and he shot back: "I'm not your dad!"
Then in my very next conversation, someone else looked at me and said: "Please call me Doctor."
Same workplace. Completely opposite expectations about respect, titles, and how power works.
I didn't do anything wrong in either moment. And what I learned real quickly was that reading the room meant experiencing how other people saw power and authority in language.
That experience is a big part of why I created the Relational Order Layer (ROL). It's a simple visual system you add to your interest holder documents — a small symbol next to each person's name that reminds you how *they* understand authority, how they expect to be addressed and how they will engage with you:
▲ Triangle = Hierarchical (titles, formal channels, protocol matter to this person)
● Circle = Egalitarian (direct, first-name, collaborative engagement works best)
▲● Both = Hybrid (they hold both — stay curious)
I built it because I needed it. I was juggling so many tasks or relationships that I'd forget. I'd forget a preference, a tone, a dynamic. I would then walk into a conversation unprepared, experiencing that cringy friction and possible conflict.
This little visual cue changed that for me. And I think it can help you too.
What do YOU think? If you tried it for one week, do you think it might help you engage with your teams, clients or co workers more? Let me know below 👇
I've created an in-depth look at ROL and how to use it. It's a free resource so I invite you to download it: https://lnkd.in/ghQmZdki
This month I'm focussing on Hierarchy and Egalitarian systems, a cultural intelligence that shapes how we embody relational leadership. There's a quiz, podcast episodes, links and tools to enable a more conscious and inclusive leadership. Check it out here: https://lnkd.in/gTxXCD5v
And if your team or organization could benefit from culturally intelligent leadership support — reach out. This is exactly the work I do. 👋
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Victoria, BC
Opening Hours
| Tuesday | 9am - 5pm |
| Wednesday | 9am - 2pm |
