This template is designed to help you intentionally nurture relationships with colleagues. It focuses on small, specific acts of recognition, micro-acknowledgements, that build trust and improve collaboration.

Instead of relying on big gestures or formal feedback processes, it encourages regular, simple contributions that strengthen working relationships.

• You strengthen your network within the organization.

• You foster collaboration and trust.

• You’re seen as supportive and dependable.

• You help build a culture of appreciation.

Center: This is where you list five colleagues you want to focus on.

Five segments: Each segment is assigned to one person. Think about one specific action you can take to support that person.

Guiding question: “How can this person support my vision, work goals, or career goals?”

It shifts the focus toward mutuality. You’re giving something, but you’re also becoming aware of how the relationship supports you.

• Keep entries short but specific, one sentence per person is enough.
• Aim for balance: don’t just think of your closest allies, but also consider more challenging relationships.
• Share your appreciation as personally, directly, and promptly as possible.
• Do a quick self check-in at the end of the week: Did I follow through on all my actions?

Relationship analysis

• Where are there tensions or misunderstandings?

• Where are shared successes missing?

• Where do you see potential for more exchange?

Define specific actions

• Write down one clear action per person, for example:

  • Offer help with a task

  • Take time for a personal conversation

  • Give feedback or acknowledge an achievement

  • Share information that could support them

• Important: Focus on small, immediately doable steps.

Act and reflect

• Carry out the action within a few days.

• Observe how the person responds.

• Reflect on whether the relationship becomes lighter, more trusting, or more productive as a result.

Regular repetition

• This template isn’t meant as a one-time exercise.
• Use it as a routine, e.g., monthly, to actively nurture your relationships.

This template helps you maintain a steady balance between giving and receiving in your professional relationships. It’s less about individual actions and more about the flow of mutual support. The goal is to become more aware of:

• When did you receive support?

• When did you offer support?

• How balanced is this exchange?

By tracking this, you strengthen your network, build trust, and avoid one-sided dynamics.

• You develop a sharper sense of balance in your relationships.

• You gain insight into whether you’re enriching or overloading your network.

• You promote a culture of giving—without losing sight of the value of receiving.

• You have a simple tool to track your progress.

Center: This is where you keep an ongoing overview of your interactions.

Segments in the circle:

• You add a dot when you give support.
• You add a dot when you receive support.
• Over time, this creates a picture of how active you are in both giving and receiving.

Optional tracking list (left side):
Here you can document in detail who offered support, when, how, and what the outcome was.

Optional action list (right side):
Here you can collect ideas for what you want to do—simple steps, challenging actions, or fun initiatives.

• Be consistent: Record even the small gestures, otherwise, the picture becomes skewed.
• Embrace variety: Don’t always support the same people, expand your network.
• Use the action list to set goals and keep things fresh.
• Link your results with the first template, Karma Bank Kudos, to combine intentional relationship-building with the flow of giving and receiving.
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Start intentionally small

• Choose one or two days to log your first points.

• Record every small gesture, not just major acts of support.

Assigning points

• Give yourself a point when you’ve helped someone (e.g., shared knowledge, given feedback, offered your time).

• Give yourself a point when you’ve received help (e.g., support with a task, advice, information).

Add to your tracking

• Use the list on the left to note specifics: who, when, how, and the outcome.

• This helps you spot patterns: Who supports you regularly? Whom do you support?

Reflection

• At the end of the week, check: Is the flow balanced?

• Are there colleagues you receive more from than you give to, or vice versa?

• Think about how you can restore or maintain balance.

Planning with the action list

• On the right, you can jot down targeted ideas:

  • Simple: Small recognition, quick help.

  • Challenging: Honest conversation, support with complex tasks.

  • Fun: Shared break, little surprise.

Repeat

• Use the template regularly, for example, weekly.

• Over time, you’ll begin to see whether you’re in a “flow” or if some relationships remain one-sided.

Center: It’s about focusing on balance and transparency.

Segments in the circle:

• One area for support given.
• One area for support received.
• Each team member adds their own dots.

Explanation box with rules:

• Includes a starting guide, clear ground rules, and tips for implementation.
• Rules ensure fairness and help prevent misunderstandings.

• Keep the rules simple so no one feels overwhelmed.

• Record small gestures just as much as big acts of support, they often make the biggest difference.

• Use the tool not as a competition, but as a motivator for mutual support.

• Combine the review with a brief feedback round.

• Create a routine, for example, add your points at the end of each week.

Preparation

• Set a time frame (e.g., 4 weeks or one quarter).

• Clarify who’s participating.

• Hang the poster in a visible spot or share it digitally.

Kick-of meeting

• Define together what counts for points.

• Collect examples: small acts of help, sharing knowledge, support with tasks, listening.

• Agree on a consistent scoring system (every act of support counts as one point).

Set the rules

• All Karma points have equal value.

• Both big and small acts of support are recognized.

• Points are awarded for both giving and receiving.

Clarify responsibilities within the team

• Decide who will ensure the rules are followed.

• Schedule brief reflection rounds to discuss progress.

Collect points

• Add a point when you’ve received support.

• Add a point when you’ve given support.

• Important: Document honestly, regularly, and visibly.

Reflection

• In team meetings, discuss: How is the giving and receiving distributed?

• Who is especially active? Who benefits the most?

• Is there an imbalance that needs to be addressed?

Closing and evaluation

• At the end of the set time frame: review the results together.

• Celebrate successes, identify patterns, and adjust rules if needed.

This template connects the idea of the Karma Bank with a specific personal goal. It shows you how to intentionally engage your network:

Where do you need support to reach your goal?
Who can you support at the same time?

This creates a flow of giving and receiving directly tied to your personal growth or a project.

The concrete benefits for you:

• You link your personal goals directly to your network.

• You identify where you need support and how to ask for it.

• You strengthen relationships through mutual exchange.

• You turn your development into a shared process.

Center: This is where you clearly state your personal goal.

Fields on the left:
Under “Person” and “Contribution,” list people who could support you in reaching your goal -and how exactly they could help.

Fields on the right:
Under “My contribution to others,” note what you can offer in return. The focus is on not just receiving, but actively giving back.

• State your goal clearly so others can easily understand it.

• Be specific in your requests for support - vague asks often go unanswered.

• Use the tip box to reflect on your own strengths. This will help you see more easily what you can give back.

• Update the template regularly, especially when your goal is achieved or shifts in a new direction.

Set a goal

• Formulate a clear, achievable goal—for example, completing a project, learning a new skill, or strengthening your role within the team.

Identify support

• Think about who in your environment could help you with this.

• Write down the person and the specific contribution you’d like from them (e.g., sharing knowledge, giving feedback, opening up contacts).

Reflect on your own contributions

• Ask yourself: What can you offer in return?

• Write your contributions on the right side. These could be support, experiences, or resources.

Create balance

• Make sure the relationship doesn’t remain one-sided.

• Consider how you can make your support timely and visible.

Take action

• Approach the people directly.

• Be clear in your request for support—and just as clear in what you’re offering in return. 

Review and adjust

• Regularly check whether you’re making progress toward your goal.

• Add new people or contributions if your environment or needs change.

This template connects the concept of Karma Bank with insights from "How Women Rise" by Sally Helgesen and Marshall Goldsmith. It’s specifically designed for women who want to advance their professional growth.

The goal is to make common behaviors visible - ones that may be holding you back from your next career step - and to address them intentionally in connection with your environment.

Your benefits:

• You link personal growth with your network.

• You make limiting behaviors visible and manageable.

• You strengthen relationships through mutual support.

• You support your career development in a structured, intentional way.

Center: The starting point for reflection and change.

The four segments in the circle:

These represent the four main areas into which the twelve behaviors are grouped. Learn more here.

• Career Management

• Self-Promotion

• Personal Expectations

• Relationship Management

They reflect key themes where limiting patterns may show up.

Outer fields:
For each area, write down one person and the contribution you’d like to give or receive.
There’s also a field for an “extra person”—meant for especially prominent behaviors or key figures.

Explanation at the bottom:
Guides you to choose one behavior per area that you want to work on—and to identify the right people to support you.

• Be honest with yourself about which behaviors hold you back the most.

• Start with one area before tackling them all at once.

• Use the extra person intentionally to reinforce feedback.

• Keep balance in mind: it’s not just about getting support, but also about providing value to others.

Identify behavior

• Consider which of the behaviors described in the book apply to you.

• Examples: The Perfection trap, Reluctance to claim your achievements, Overvaluing expertise, Minimizing.

Assign to an area

• Link the chosen behavior to one of the four areas (e.g., perfectionism → personal expectations).

Select people

• Look for individuals who can help you change this behavior (e.g., mentor, colleague, manager).

• In the “Contribution” field, add how exactly they can support you—or how you’d like to support them.

Choose an extra person

• Select someone for particularly relevant behaviors that are strongly pronounced in you.

• This person can help by giving you targeted feedback or holding up a mirror.

Define contributions

• Be clear: What support do you want?

• What support are you offering in return?

   

• The goal is a balanced exchange of giving and receiving.

Start implementation

• Approach the selected people directly.

• Agree on concrete steps for how you’ll work together.

Reflection

• Regularly check whether you’re making progress.

   

• Add or switch people if your focus shifts.