http://www.sherylkline.com/blog

In the latest Fearless Female Leadership interview, I had the honor of speaking with Melanie Moore, the Inclusion and Engagement Leader at Honeywell, about “Building Inclusive Cultures That Drive Global Impact.”

Melanie’s journey into leadership wasn’t planned... it was discovered. A marketing major by degree, she was “accidentally” placed into a human resources internship, and that unexpected detour sparked a 30-year passion for people. From recruiting talent to fostering belonging across continents, Melanie has built her career on one guiding principle: say yes, try new things, and see where they lead.

Now leading Honeywell’s global Inclusion and Engagement efforts, Melanie has been traveling the world (from the U.S. to India, China, and Europe) hosting regional inclusion summits designed to meet people where they are. Rather than a “one-size-fits-all” approach, each summit was uniquely tailored to the challenges and cultures of its region. The response? Overwhelming gratitude and renewed engagement.

Melanie believes that inclusion is not a “soft skill.” It’s a business imperative tied directly to innovation, productivity, and ROI. True inclusion extends beyond race and gender; it touches well-being, psychological safety, and human connection. When people feel seen, valued, and safe, they perform better, and organizations thrive.

Her advice for leaders and employees alike is simple but profound: start small, stay curious, get involved, and build bridges across differences. Whether joining employee networks, learning from others, or meeting one new person each week, inclusion begins with action.

Thank you Melanie for a summary of your whirlwind global inclusion tour that impacted so many at Honeywell!

🔑 Key Takeaways

0:01:03 – Melanie’s HR career began by accident, but curiosity and openness turned it into a 30-year passion.
0:03:44 – “Just go for it” is her mantra for anyone afraid to make a career pivot or try something new.
0:05:37 – Honeywell’s inclusion summits were held across four global regions, each customized to meet local needs.
0:08:25 – Simply showing up communicates “I care.” Global presence builds trust and connection before a word is spoken.
0:10:26 – Inclusion goes beyond gender and race as it includes well-being, psychological safety, and engagement.
0:12:47 – ROI can be seen in engagement surveys and productivity gains. When people feel safe, innovation flourishes.
0:14:14 – Start small; you don’t need to “boil the ocean” to make meaningful progress.
0:17:03 – Inclusion builds kinship where shared understanding strengthens teams and drives excellence.
0:22:06 – Employees can increase belonging immediately by joining networks (especially those different from themselves).
0:25:33 – “There’s always something to learn” Seek out people with different skills or perspectives and build relationships daily.

If you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation.

Cheering you on always!
– Sheryl

http://www.sherylkline.com/blog

In Parts 1 and 2, we built trust with Strategic Empathy and Curiosity that Creates Trust. Now we complete the ECO Mindset Model with Optimism… not Pollyanna positivity, but a clear, credible future-cast that aligns what you want, what they need, and what the organization must achieve.

Why Optimism (and What It Is Not).

Optimism is the discipline of communicating a shared vision, better future, and the path to get there. It acknowledges real pressure and loss-pain, but refuses to leave anyone in that valley. Bring them up to a concrete “what good looks like” vision, so the conversation ends on a crescendo and forward motion.

Future-cast the Win (for Them, You, and the Business).

Once you’ve validated what’s at risk, ask: “If the end of Q4 were a 10/10, what would need to be true?” Then paint the joint outcome: what gets protected, what advances, what success metrics we’ll see. This shifts the room from defensiveness to determination.

Use “We/Us/Let’s” to Create Kinship.

Language shapes belonging. Replace “I/you” (which can create distance) with we/us/let’s to signal partnership and shared accountability. This builds what Dan Pink calls kinship… the sense that we’re on the same side, solving the same problem. For example, ‘We can absolutely get that done.’ or ‘Would it be out of the question if we spend 30-minutes reverse engineering how to make this happen?’

Put it All Together (E → C → O):

• Empathy (E): “It seems like growth and pipeline are vital, and there's real pressure to deliver.”
• Curiosity (C): “What would put those goals most at risk? What would make Q4 a 10/10 for you?”
• Optimism (O): “Let’s partner to hit a 10% lift by Q4. Would it be unreasonable to pilot with Teams A and B to reduce exposure, then scale. I’m confident we can make this happen together.”

One-page Structure You Can Use Today:

1. Acknowledge the pressure of the OTHER (1–2 sentences).
2. Name what’s at risk and what’s desired (what they fear losing + the 10/10 outcome).
3. Future-cast the joint win (metrics, milestones, protections).
4. Outline the path (pilot → measure → scale).
5. Invite partnership with we/us/let’s and a clear next step.

When you close with a credible, shared vision (and a plan to reach it) you’re no longer a threat. You’re the trusted partner who helps everyone shine: you, your leader, and the organization. Here’s to your best quarter yet.

Now It’s Your Turn.

What’s one outcome you can confidently future-cast this quarter… and how will you frame it with we/us/let’s so it feels like a joint win? I’d love to hear from you!

The ECO Mindset Model Checklist (FREE Download).

Stop struggling to be heard. Learn the proven framework that helps leaders have maximum impact while building trust and partnership with their managers.

Get your FREE comprehensive checklist... everything you need to start building influence today.

What's Inside:
✓ Strategic empathy questions to ask before every meeting
✓ Sample conversation starters and language to use
✓ Active listening techniques that build trust
✓ The future casting formula for creating shared vision
✓ Common pitfalls to avoid (and how to course-correct)
✓ 5-minute pre-meeting prep guide

📥 Download Your Free Checklist Today!
https://www.sherylkline.com/build-influence-without-being-seen-as-a-threat

http://www.sherylkline.com/blog

In Part 1 of the "Build Influence Without Being Seen as a Threat" series, we focused on Strategic Empathy… leading with what matters most to your stakeholder. Now we’ll build on that foundation with Curiosity that Creates Trust: asking brave, compassionate questions that surface pressures, fears, and desires so your ideas land without triggering a threat response.

Why Curiosity (and Why It’s a Little Uncomfortable).

Research and real-world practice point to a hard truth: people are most motivated to act by loss pain… what they’re afraid of losing (visibility, budget, credibility, timeline, even their job). Until we understand that loss pain, and the pressures driving it (our recommendations can miss the mark and even worse, feel like a threat.) Curiosity requires courage because it asks us to name what may be unsaid and then truly listen.

Validate Without Agreeing.

Start by acknowledging their reality, clearly and respectfully. Validation isn’t capitulation… it’s connection. For example, “It seems like the board’s expectations this quarter are intense which can be incredibly stressful.”

Questions That Open the Door.

Use open, non-threatening prompts that open the door for both loss pain and desired outcomes:

• “What would be most at risk if this slips?”
• “Where are you feeling the heaviest pressure right now?”
• “If this quarter were a 10/10 for you, what would be true?”

Ask, and then be quiet. Let them elaborate. Your job is to listen like it matters, because it does.

The Curiosity → Trust → Influence Loop.

When leaders feel seen in their constraints and ambitions, trust builds. This isn’t trust that you can get the job done. It’s the trust that you are aware and care about their circumstances. With trust established, you can align your solution to protect what they fear losing and advance what they want to gain. That’s the bridge to influence without friction, and the setup for structuring recommendations they’ll appreciate and take to heart.

Try this before your next conversation...

1. Name the top pressure/loss pain (budget, headcount, credibility, timeline).
2. Name the top desire (growth, pipeline, quality, velocity).

Now it’s your turn: If you had to guess, what’s the single thing your key stakeholder is most afraid of losing right now… and what’s one compassionate question you could ask to explore it? I’d love to hear your approach.

Coming up next
Part 3: We’ll translate what you learn into a crisp structure so your recommendations are easy to champion.

If you’re a leader looking to negotiate your compensation ... or gain clarity on ‘what’s next’ ... or learn how to lead with greater confidence and influence, let’s have a confidential conversation.

Cheering you on always!
– Sheryl