Effective Team Communication

I was shadowing a coaching client in her leadership meeting when I watched this brilliant woman apologize six times in 30 minutes. 1. “Sorry, this might be off-topic, but..." 2. “I'm could be wrong, but what if we..." 3. “Sorry again, I know we're running short on time..." 4. “I don't want to step on anyone's toes, but..." 5. “This is just my opinion, but..." 6. “Sorry if I'm being too pushy..." Her ideas? They were game-changing. Every single one. Here's what I've learned after decades of coaching women leaders: Women are masterful at reading the room and keeping everyone comfortable. It's a superpower. But when we consistently prioritize others' comfort over our own voice, we rob ourselves, and our teams, of our full contribution. The alternative isn't to become aggressive or dismissive. It's to practice “gracious assertion": • Replace "Sorry to interrupt" with "I'd like to add to that" • Replace "This might be stupid, but..." with "Here's another perspective" • Replace "I hope this makes sense" with "Let me know what questions you have" • Replace "I don't want to step on toes" with "I have a different approach" • Replace "This is just my opinion" with "Based on my experience" • Replace "Sorry if I'm being pushy" with "I feel strongly about this because" But how do you know if you're hitting the right note? Ask yourself these three questions: • Am I stating my needs clearly while respecting others' perspectives? (Assertive) • Am I dismissing others' input or bulldozing through objections? (Aggressive) • Am I hinting at what I want instead of directly asking for it? (Passive-aggressive) You can be considerate AND confident. You can make space for others AND take up space yourself. Your comfort matters too. Your voice matters too. Your ideas matter too. And most importantly, YOU matter. @she.shines.inc #Womenleaders #Confidence #selfadvocacy

Someone sent an email early this week: “Being around new people makes me quite uncomfortable. Until now, my job was fully remote, which suited me well. We’ve recently shifted to a hybrid model, and I’ve realized that I become overly conscious. My seniors have also started treating me like a pushover by assigning unnecessary deadlines and putting me under pressure, even when there’s no urgency. How can I stand up for myself without damaging my work relationships?” She further explained: - I believe I am an introverted person and have always been that way. - I often view myself as inferior to others in social or official gatherings. - The way some seniors speak to me, often with a very authoritative tone, makes me feel disheartened. - I think a part of me holds back out of respect. I replied: You’re not broken. But you are stuck in a story that no longer serves you. You call yourself an introvert. But introversion isn’t the issue here. Avoidance is. You're avoiding them because you're afraid of not measuring up. That’s self-doubt disguised as personality. You feel inferior in social settings because others have seen more, done more. Sure. But here’s the truth: Nobody ever learned how to swim by standing on the shore and watching others talk about the ocean. You’ll learn by showing up as you are, not by waiting till you become "enough." Now to the workplace. You say you don’t push back because you don’t want to be disrespectful or argumentative.  Being assertive is not being disrespectful. And being silent is not being respectful. It’s being invisible. You are not helping your future self by avoiding temporary discomfort today. Here’s what I would do: - Pick one moment this week to say something you normally wouldn’t. Start small. But start. - Script your pushback: “I understand the urgency, but I’ll need until X to do this well.” Firm. Respectful. Clear. - Stop apologizing for not knowing enough. Nobody knows everything. You’re allowed to ask. You’re allowed to not have been everywhere. You’re allowed to learn in real time. This version of you - the quiet one, the one who makes herself smaller - is a story that needs to stop. Time to write a better one. Image via Colby Kultgen and Ben Meer 

I used to believe that being assertive meant being aggressive. The reality is that you can both assert yourself and be kind. 5 proven tips to be more assertive (without being aggressive): 1/ Express your needs and wants clearly Why: Being direct and honest about your needs helps others understand your perspective and enables them to respond appropriately. It demonstrates self-respect and confidence in your own opinions and feelings. How: "I appreciate your input on this project, but I strongly believe we should take a different approach. Focusing on user experience will lead to better conversion. Can we discuss how we can incorporate both of our ideas?" 2/ Use "I" statements to communicate your perspective Why: "I" statements help you take ownership of your thoughts and feelings without placing blame or making accusations. They create a non-confrontational atmosphere that encourages open dialogue and mutual understanding. How: "I appreciate the effort you've put into this presentation, but I have some concerns about the accuracy of the data. I suggest we review the sources together and make any necessary updates to strengthen our case." 3/ Practice active listening and seek to understand others Why: Active listening demonstrates that you value others' perspectives and are willing to engage in a two-way conversation. It helps build trust and rapport, making it easier to find mutually beneficial outcomes. How: "I hear your concerns about the proposed changes to our team structure. Can you tell me more about how these changes will impact your work? I want to ensure that we address any potential issues." 4/ Offer solutions Why: Offering solutions rather than simply stating problems demonstrates your willingness to work collaboratively and find mutually beneficial outcomes. How: "I understand that you want to launch the new feature as soon as possible, but I have concerns about the current timeline. What if we break the launch into two phases? We can release the core functionality in the first phase and then add the additional enhancements in the second phase. This way, we can meet the initial deadline while ensuring the quality of the final product." 5/ Learn to say "No" when necessary Why: Saying "no" to unreasonable requests or demands demonstrates self-respect and helps you maintain control over your time and resources. It also helps prevent burnout and enables you to focus on your priorities. How: "I appreciate you considering me for this new project, but unfortunately, I don't have the capacity to take on additional work at the moment. I'm committed to delivering high-quality results on my current projects, and taking on more would compromise this. Can we revisit this opportunity in a few weeks when my workload is more manageable?" What’s one thing that helped you become more assertive? PS: Assertiveness is a form of self-care that also nurtures healthy, respectful relationships with others. Image Credit: Jenny Nurick

“He thought aggression = leadership. He was wrong.” The country head walked into the room like a storm. Voice loud, footsteps heavy, eyes sharp enough to cut. In meetings, he snapped at juniors. “That’s a stupid idea.” “Don’t waste my time.” “Just do what I say.” Every word landed like a whip crack. At first, people obeyed out of fear. But slowly, the air in the office grew heavy—silence in corridors, fake nods in meetings, ideas swallowed before they were spoken. I still remember one meeting. A young manager, clutching her notepad with sweaty palms, tried to contribute: “Sir, what if we—” Before she could finish, he cut her off: “Not useful. Next.” Her face flushed. She sank back into her chair. And with her, ten other unspoken ideas disappeared from the room. Later, in a one-on-one, he told me proudly: “See, I run a tight ship. They know who’s in charge.” That was his vulnerability—he mistook fear for respect, and aggression for authority. I had to hold up the mirror. 👉 “Fear creates compliance. But it kills creativity. You don’t have a tight ship—you have a sinking one.” We started training him in assertive communication—firm, but respectful. • Replacing “That’s stupid” with “Help me understand your logic.” • Practicing listening without interruption. • Learning to challenge ideas without crushing people. At first, he resisted. “This feels too soft,” he said. But slowly, he began to notice the shift. Weeks later, in another meeting, the same young manager spoke up again. This time, he leaned in and said: “Go on. Tell me more.” The room felt different. Shoulders relaxed. Pens moved again. Ideas started flowing. And at the end of the quarter, when his team hit record numbers, he admitted: “I thought respect came from fear. I was wrong. Respect comes from trust.” 🌟 Lesson: Aggression silences. Assertiveness empowers. Fear creates short-term compliance. Respect creates long-term results. Great leaders don’t intimidate their teams. They inspire them. #ExecutivePresence #LeadershipDevelopment #CommunicationSkills #SoftSkills #Assertiveness #Fortune500 #BusinessGrowth #TeamCulture #Leadership

Stand firm in your beliefs AND be willing to consider different perspectives. This is Assertiveness. When you are assertive, you state your needs and opinions without dismissing or belittling others. An assertive person is not aggressive. They are clear, honest, and respectful in their communication in all aspects of their life- personally and professionally. An assertive person doesn't back down from their values, but neither do they force their beliefs on others. Instead, they engage in a respectful dialogue where different viewpoints can coexist. To some, this might seem like a contradiction...but it's not. Not when you understand the role of listening. Listening plays a crucial role in resolving the apparent contradiction. When you genuinely listen to others, you show that you value their perspective, even if it differs from your own. This doesn’t mean you have to agree with them, but it does mean you acknowledge their right to their own beliefs. If you decide to go with your own beliefs instead of adopting the ideas of those around you, you won't damage your relationships as long as you demonstrate effectiveness assertiveness skills. Many of my leadership coaching clients choose to work on their assertiveness. It is important for them because assertiveness is strongly linked to trust and respect and a leader who is not trusted or respected cannot lead effectively. Trust is built when people see that you are consistent and fair in your communication. If you only push your agenda without considering others, you might be seen as aggressive or domineering. Conversely, if you never stand up for your beliefs, you might be perceived as weak or indecisive. Showing assertiveness with respect for others builds trust, showing that you are confident yet considerate. The first steps with my clients always involve working on self-awareness as it is the foundation of assertiveness (and emotional intelligence). It's difficult to be assertive if you don't know what you truly believe in and what you really need. It's also challenging if you not in touch with or in control of your emotions. For this reason, there are three actions I recommend starting with: ✴ Reflect on your emotions ✴ Understand your needs and values ✴ Recognize your triggers Moving on from this, we use a cycle of practice, reflection and feedback to develop over time. Assertiveness is a skill that CAN be fully developed with time and effort. While it's entirely possible to improve on your own, working with a coach can significantly accelerate your progress and effectiveness. Let me know if you need any help. Always happy to chat ☕ #assertiveness #personaldevelopment #professionaldevelopment #leadershipskills #communicationskills

Stepping into the role of a leader at Venwiz, I quickly learned that an impactful tool in my arsenal is the ability to provide honest, direct feedback. In my 15-year journey of leading sizable teams, my commitment to transparency and honesty, whether with my team or supervisors, has consistently paved the way for effective outcomes. Like many, I've faced my share of tough conversations reinforcing my belief that honest feedback is essential for building a stronger team. Here's why honest feedback is also the cornerstone of real growth, especially for a leader:🚀 ✅ Honest feedback lays the foundation of trust. It signals that as a leader, I value openness and integrity. ✅ It paves the way for genuine growth. Individuals grow more quickly when they know about their gaps sooner. ✅ It cultivates a culture where open communication is encouraged and celebrated. This kind of feedback-sharing fosters an environment of trust and respect, where every team member understands their value and potential. And honest feedback requires a blend of boldness and sensitivity. How are we making this happen at Venwiz? ✅ Monthly One-on-One: Each month, I sit down with team members for a frank, open conversation. We delve into their goals, challenges, and triumphs, ensuring these discussions are catalysts for growth. ✅ Senior Team Sync-ups: Every 2-3 weeks, our senior leaders connect, but it's not all about business. These are moments to bond, to share anything we’ve on our minds, and discuss ways to enhance our performance. ✅ Quarterly Leadership Workshops: We connect with our senior management to ensure we review the performance, draw up the OKRs for the subsequent quarter, and then problem-solve the most critical plans. Additionally, inspired by Sriram Kalyanaraman’s session, we've embedded the “check-in & check-out” method in our internal workshops. We address the “elephant in the room” to ensure that people are highlighting key problems and not avoiding tough conversations. Having transparent conversations is a challenging yet rewarding aspect of leadership, vital for shaping a team’s culture and continuous improvement. I’m personally working on improving my way of running the 1-1s that I’m a part of. I’m keen to learn from you. How does your leadership style incorporate honest feedback?✨ #Leadership #Feedback #RealTalk #Venwiz Shrikant Rane Sandesh Paturi Siddhant Gupta Mehul Mitali Abhimanyu Gupta

"Stop calling meetings so you can simply organize your own thoughts with witnesses." - Amber Naslund 😂 Facilitators need to organize and create purposeful meetings, but it's equally important that you speak up! I know this can be intimidating for many of you. (it was for me as well) Here are 10 ways to speak up in your next meeting: (progressive steps to build your confidence) 1. Know the agenda: "I've reviewed the meeting topics..."   → Familiarize yourself with the meeting structure beforehand. 2. Prepare one talking point: "I have a thought on the second item..."   → Jot down a single idea you feel comfortable sharing. 3. Acknowledge others: "Thank you, [Name], for bringing that up."   → Start by simply showing you're engaged and listening. 4. Ask a clarifying question: "Could you elaborate on...?"   → Seek more information on a point someone else made. 5. Piggyback on ideas: "To add to [Name]'s point..."   → Build upon a colleague's contribution with a short comment. 6. Offer a brief experience: "I encountered something similar when..."   → Share a quick, relevant personal anecdote. 7. Summarize a discussion: "If I understand correctly, we're saying..."   → Recap a part of the conversation to ensure understanding. 8. Present prepared research: "I found some data on this topic..."   → Share a fact or statistic you've looked up in advance. 9. Suggest a small action item: "I could look into that for next time."   → Volunteer for a manageable task related to the discussion. 10. Express a thoughtful opinion: "From my perspective..."   → Share your own viewpoint on a topic, backing it with reasoning. TL;DR (try to speak up in the first 30 mins) 1. First meeting: Learn the agenda beforehand.    → Simply knowing what to expect can boost your comfort level. 2. Next meeting: Expand on someone else's thought.   → Try the "piggyback" technique: "Building on [Name]'s point..." 3. Following meeting: Introduce your own idea.   → Start small: "I had a thought about..." 4. Keep growing: Each meeting, challenge yourself to contribute a bit more.   → Progress from asking questions to sharing insights to leading discussions. For those who need to speak up, remember that confidence grows with practice. For those who facilitate meetings, I'll leave you with this: #aLITTLEadvice

Can someone be honest but still not fully transparent? A while back, during one of my training programs I noticed a staff from the HR department recording my entire session and when I approached him to ask if was he recording, he simply said, yes. Of course, I then found out that they replicated my slides and got an internal trainer to conduct my program. Perhaps I should have probed further and asked, why. He was honest, no doubt. But he could have also been transparent about the intention. Although honesty and transparency are both rooted in truth, only one builds trust. In today’s workplace, transparency is a #leadership advantage. It calms uncertainty, earns respect, and fosters alignment. As a leader, here’s what I think is best: 1. Provide context, not just decisions. Honest leaders share the what. Transparent leaders share the why. Giving context provides not just assurance but also a sense of belonging in a team. 2. Invite question, and actually answer them. Transparency isn’t a Tedtalk. It’s a 2 way conversation. Respond openly. Even if the truth is uncomfortable. And finally 3. Don’t keep secrets—this isn’t a Netflix thriller. If your team hears big updates through the grapevine before they hear it from you, that’s not suspense—it’s stress. Transparency means they get the plot before the cliffhanger. What do you think? Let’s talk about it. #Leadership #Transparency #Honesty #Trust #WorkplaceCulture #Communication #TeamAlignment

"𝐒𝐭𝐨𝐩 𝐬𝐡𝐚𝐫𝐢𝐧𝐠 𝐧𝐮𝐦𝐛𝐞𝐫𝐬 𝐰𝐢𝐭𝐡 𝐲𝐨𝐮𝐫 𝐭𝐞𝐚𝐦. 𝐒𝐭𝐨𝐩 𝐬𝐡𝐨𝐰𝐢𝐧𝐠 𝐯𝐮𝐥𝐧𝐞𝐫𝐚𝐛𝐢𝐥𝐢𝐭𝐲. 𝐓𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲 𝐜𝐫𝐞𝐚𝐭𝐞𝐬 𝐭𝐫𝐨𝐮𝐛𝐥𝐞" This was the worst advice I ever received as a founder. And if I had followed it, we wouldn’t be where we are today. Back in 2015, when we were still figuring things out, we believed in one simple principle—𝐭𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲 𝐛𝐮𝐢𝐥𝐝𝐬 𝐭𝐫𝐮𝐬𝐭. We were open with our team about our numbers, challenges, and even vulnerabilities. But many seasoned founders at the time told us: "𝘐𝘧 𝘺𝘰𝘶 𝘸𝘢𝘯𝘵 𝘵𝘰 𝘴𝘶𝘳𝘷𝘪𝘷𝘦, 𝘴𝘵𝘰𝘱 𝘴𝘩𝘢𝘳𝘪𝘯𝘨 𝘯𝘶𝘮𝘣𝘦𝘳𝘴 𝘸𝘪𝘵𝘩 𝘺𝘰𝘶𝘳 𝘵𝘦𝘢𝘮." "𝘋𝘰𝘯’𝘵 𝘴𝘩𝘰𝘸 𝘺𝘰𝘶𝘳 𝘴𝘵𝘳𝘶𝘨𝘨𝘭𝘦𝘴—𝘪𝘵 𝘮𝘢𝘬𝘦𝘴 𝘺𝘰𝘶 𝘭𝘰𝘰𝘬 𝘸𝘦𝘢𝘬." "𝘚𝘢𝘭𝘦𝘴 𝘢𝘯𝘥 𝘥𝘦𝘷𝘦𝘭𝘰𝘱𝘦𝘳𝘴 𝘴𝘩𝘰𝘶𝘭𝘥𝘯’𝘵 𝘴𝘪𝘵 𝘵𝘰𝘨𝘦𝘵𝘩𝘦𝘳." "𝘋𝘦𝘷𝘦𝘭𝘰𝘱𝘦𝘳𝘴 𝘴𝘩𝘰𝘶𝘭𝘥𝘯’𝘵 𝘬𝘯𝘰𝘸 𝘵𝘩𝘦 𝘱𝘳𝘰𝘫𝘦𝘤𝘵 𝘤𝘰𝘴𝘵—𝘵𝘩𝘦𝘺’𝘭𝘭 𝘴𝘵𝘢𝘳𝘵 𝘥𝘦𝘮𝘢𝘯𝘥𝘪𝘯𝘨 𝘮𝘰𝘳𝘦." We were shocked. And honestly, it hurt to be judged like that. But we followed our gut. 𝐀𝐧𝐝 𝐈’𝐦 𝐬𝐨 𝐠𝐥𝐚𝐝 𝐰𝐞 𝐝𝐢𝐝. Instead of hiding and restricting, we shared our challenges and educated our team on business impact. The result? 💡 A team that thinks like owners, not employees. 💡 Developers who build with business context, not just code. 💡 Sales teams that sell what can actually be delivered. 💡 A culture where people feel valued, not used. 𝐀𝐧𝐝 𝐭𝐡𝐞 𝐛𝐞𝐬𝐭 𝐩𝐚𝐫𝐭? 𝐓𝐡𝐨𝐬𝐞 𝐬𝐚𝐦𝐞 𝐚𝐝𝐯𝐢𝐬𝐨𝐫𝐬 𝐰𝐡𝐨 𝐰𝐚𝐫𝐧𝐞𝐝 𝐮𝐬 𝐧𝐨𝐰 𝐚𝐝𝐦𝐢𝐫𝐞 𝐨𝐮𝐫 𝐜𝐮𝐥𝐭𝐮𝐫𝐞. Not every piece of advice—deserves to be followed. Trust your instincts. Build the company you’d love to work at. And your people would fall in love with. #Entrepreneurship #Leadership #Transparency #Startup

"Be more assertive in meetings." If you’ve ever received this feedback, you know how tough it is. Especially if you’re an introvert who doesn’t interrupt or feel it’s your place. I was coaching an exec dealing with this exact sticking point. I said, “You’ve gotten this feedback. Let’s talk about what you want to do with it.” A priority for me is to always look at my clients holistically (who are you BEYOND the walls/screens of work). Knowing she had a teenage daughter, I asked this leader to role-play a conversation with her daughter about cleaning her room. She started gently: “Sweetheart, I really would love for you to clean your room. It would make our lives more calm and peaceful...” (you get the picture). I had her pause and imagine it was the fifth time she asked. She began again, “Honey, I really wish you’d...” I stopped her, asked, “Is that true to who you are on weekends? Do you calmly ask for the fifth time or bring up a different character?” She laughed. “No, that’s totally not true.” So, I asked her to show me the real scenario. Suddenly, she’s chopping her hands through the air: “Young lady, I need you to get off the couch, up the stairs, and clean your room right. now. I do NOT want to see you back downstairs until your room is CLEAN.” Boom. Who was THAT? “That,” she said, “was my 'Mom' voice.” Aha. She had the ability to turn on a concise, direct conversation style... she just wasn't used to bringing it to work with her. And the style, it started with a firm movement of her hands. She wasn’t even aware of the hand motion. But that was the tool she needed to embody a more assertive self. Now, when this client needs to be precise and direct, she starts with that hand movement. It cues her body into an assertive character without overthinking every word. Key takeaway: Using body language as a cue can bypass the overactive brain, tapping into characters that already exist within you. One of your Authentic Selves. So, use your body. Practice in front of a camera. Notice what works and eliminate what doesn’t. Your body language can unlock new ways to express assertiveness and confidence. There is more to you than meets the eye. Figure out WHO in YOU you can tap into to become who you need to be. #Leadership #ExecutiveCoaching #Assertiveness #BodyLanguage #ProfessionalDevelopment #Authenticity