Most leaders in organizations have no training in assessing or growing relationships. As a result they don't how that quality of work deeply reflects quality of relationships in organizations. They naively believe that individual skills and traits play a larger causal role in work quality because they haven't been trained otherwise. When leaders get it, they spend as much time paying attention to and fostering quality of relationships at work as they do with quality of work products, outputs and outcomes. They monitor and facilitate peer communication across isles, floors, buildings and time zones. They help people collaborate and create spaces for real time sharing of knowledge and resources. They eliminate and prevent walls dividing people.