Authentic Leadership Practices

There’s a quiet tension that many of us carry When you step into spaces that weren’t designed with you in mind. You’ve worked for the seat. You’ve earned your place. But when you get there, you feel it… That invisible pressure: To shrink. To soften your voice. To adjust the volume of your identity until it fits comfortably within someone else’s definition of "professional.” It’s not always said out loud. It’s in the looks. The microcorrections. The way your ideas are heard differently. The way your presence is treated like a disruption when it’s actually a contribution. You can be included in the room and still feel like you’re performing for acceptance. Because “diversity” is the invitation. But “belonging” is what happens when you no longer have to explain yourself to be understood. And for those of us from underrepresented or marginalised backgrounds That moment is often delayed, if it arrives at all. You were never meant to blend in. You were meant to broaden the lens. To bring the story, the rhythm, the lens that the room didn’t know it needed until you showed up. Things I’ve Learned Navigating Spaces That Were Never Built With People Like Me in Mind: 1. Don’t confuse proximity with power. Being in the room doesn’t always mean you have influence yet. But presence is the first form of disruption. And if you’re the first or the only, your very existence there is a signal that the status quo is shifting. 2. You don’t have to erase yourself to be respected. You don’t need to change your tone, name, cadence, or essence to sound “credible.” Authenticity is not a liability it’s a form of leadership. 3. Belonging is not about being accepted as you are it’s about being unchanged by the pressure to conform. And that’s a deeper kind of success: staying whole in systems that quietly ask you to split. Hetes some Practical tips for Navigating These Spaces With Integrity: 1. Show up without shrinking. You don’t owe anyone a diluted version of who you are. Rehearse being yourself in full—not just the version that’s easiest to digest. 2. Ask the uncomfortable questions—even when it shakes the room. Your silence won’t save you. Your voice might just save someone else. 3. Build a circle that reminds you who you are. Find mentors, peers, and mirrors who affirm your value outside of titles, roles, or recognition. If you’ve ever felt like you had to earn your belonging twice Once through performance, And again through proving you're not a threat… You’re not imagining it. You’re just navigating a world that hasn’t fully caught up with your presence. But keep showing up. Keep expanding the room. And when you feel the urge to shrink, remember this: You’re not here to fit in. You’re here to reshape what belonging looks like. For yourself and for everyone still waiting behind you.

I worked 20-hour shifts during my residency. Forget time for family and friends, I often didn’t even have time to shower or eat. So when most of my patients talk about stress taking a toll on their health, I understand. But what we often ignore is that stress acts as your body's alert system for perceived threats. It leads you straight into survival mode - causing lack of sleep, anxiety, and countless health problems. So here are 4 simple solutions to reclaim control: ▶︎ 1. The physiological sigh: This is one of the fastest ways to calm down. - 1 deep inhale through the nose - 1 short inhale to top up - 1 long exhale to empty lungs Just 2-3 cycles of this technique will release the maximum amount of CO2, slow your heart rate and relax you. ▶︎ 2. Mel Robin’s 5-second rule: To break the cycle of anxiety and change your stress habits, simply count down from 5. 5-4-3-2-1. This exercise will: - Activate your prefrontal cortex - Interrupt your habitual thought loops - Shift your brain from fight-or-flight to action mode ▶︎ 3. The filters test: If you want to reduce stress, you need to curate your thoughts. Whenever you have a negative thought, answer these 3 questions: - Is it true? - Is it kind? - Is it helpful? If any of the answer is no, discard the chain of thought immediately. ▶︎ 4. Conquer your fear of judgment: Caring what people think is costing you your health. Choosing attachment (fitting in) over authenticity (being yourself) sets you up for long-term health issues. So forget about others' opinions. Remember, being healthy > seeking approval. These techniques actually work as our brains tend to: - Ignore the high costs of our inaction - Understate the positive results of taking action - Exaggerate negative consequences of taking action. How do you manage your stress? #healthandwellness #workplacehealth #stress

When I debrief teams on their psychological safety scan results, I see the same dynamics over and over again: The loudest voices often dominate the room, while the most thoughtful contributors hesitate to speak up. Not because they lack insight, but because the environment makes it risky to challenge ideas, ask questions, or share unconventional perspectives. Here are 3 steps to foster team psychological safety: 1️⃣ Establish ground rules for inclusive discussions Create norms that actively encourage everyone to contribute, such as asking quieter team members for their input or setting a “no interruption” policy to give space for reflection. 2️⃣ Celebrate constructive dissent Normalize disagreement by framing it as an opportunity for growth, not conflict. Leaders can model this by asking, “What might we be missing?” or “Who sees this differently?” 3️⃣ Reinforce learning over perfection Create a culture where mistakes and questions are seen as stepping stones, not setbacks. Praise team members for their willingness to take risks and share ideas, even if they’re not fully formed. The result: 🧠 A team that doesn’t mistake confidence for competence, speed for depth, or volume for value. Instead, it’s one where collective intelligence thrives. P.S.: How does your team ensure that thoughtful voices are heard and valued?

Conflict is inevitable. How we manage it is both an art and a science. In my work with executives, I often discuss Thomas Kilmann's five types of conflict managers: (1) The Competitor – Focuses on winning, sometimes forgetting there’s another human on the other side. (2) The Avoider – Pretends conflict doesn’t exist, hoping it disappears (spoiler: it doesn’t). (3) The Compromiser – Splits the difference, often leaving both sides feeling like nobody really wins. (4) The Accommodator – Prioritizes relationships over their own needs, sometimes at their own expense. (5) The Collaborator – Works hard to find a win-win, but it takes effort. The style we use during conflict depends on how we manage the tension between empathy and assertiveness. (a) Assertiveness: The ability to express your needs, boundaries, and interests clearly and confidently. It’s standing your ground—without steamrolling others. Competitors do this naturally, sometimes too much. Avoiders and accommodators? Not so much. (b) Empathy: The ability to recognize and consider the other person’s perspective, emotions, and needs. It’s stepping into their shoes before taking a step forward. Accommodators thrive here, sometimes at their own expense. Competitors? They might need a reminder that the other side has feelings too. Balancing both is the key to successful negotiation. Here’s how: - Know your default mode. Are you more likely to fight, flee, or fold? Self-awareness is step one. - Swap 'but' for 'and' – “I hear your concerns, and I’d like to explore a solution that works for both of us.” This keeps both voices in the conversation. - Be clear, not combative. Assertiveness isn’t aggression; it’s clarity. Replace “You’re wrong” with “I see it differently—here’s why.” - Make space for emotions. Negotiations aren’t just about logic. Acknowledge emotions (yours and theirs) so they don’t hijack the conversation. - Negotiate the process, not just the outcome. If you’re dealing with a competitor, set ground rules upfront. If it’s an avoider, create a low-stakes way to engage. Great negotiators don’t just stick to their natural style—they adapt. Which conflict style do you tend to default to? And how do you balance empathy with assertiveness? #ConflictResolution #Negotiation #Leadership #Empathy #Assertiveness #Leadership #DecisionMaking

If you're in leadership roles, creating a positive work culture is ultimately about one thing: ➡ Employees well-being. Those that include  ▶Prioritising respect and trust for your team. ▶Fostering an environment of continuous growth. ▶Aligning values with actions. Now how do we do that ?? The solution is ▶Cultivating open communication channels. ▶Supporting personal and professional development. ▶Creating a sense of belonging and purpose for your team. We often hear that a high salary is the Ultimate motivator. While it's true that financial rewards play a role in job satisfaction, they are not the be-all and end-all. Imagine being in a workplace where the culture doesn’t align with your values. Would the salary compensate for the frustration, stress, or lack of enthusiasm?⁉ The truth is, that a healthy work culture has far-reaching effects. ➡ It’s the culture that fosters open communication, encourages growth, and makes every day feel meaningful. ➡ Employees who feel valued, heard, and supported bring their best selves to work. Trust me ↭ work culture doesn’t just improve job satisfaction; it enhances performance. 💎People work harder,  💎Collaborate better, 💎Contribute More When they are part of a positive environment. That’s when innovation thrives, and success becomes a shared goal. I’ve seen it firsthand. In my career, I’ve been part of teams with excellent pay but poor culture, and teams with modest pay but a fantastic work environment. The difference was clear: the teams with the better culture were more productive, happier, and had a stronger sense of belonging.⚡⚡ In the long run, work culture is the engine that drives personal and professional growth. ✨ You may not see the tangible rewards daily, but the results speak for themselves. So, when was the last time you assessed your work culture? A healthy, supportive, and positive culture is the true motivator, far beyond the paychecks. 🌟 Build that, and the rest will follow. LinkedIn News India LinkedIn Guide to Creating LinkedIn

In the last major internal conflict I had, I stopped and thought: am I the first one to live this?! Hostility. Threats. Ah, and I was in the car on the way back from the hospital from giving birth. Nice welcome back 😂 Managers spend up to 40% of their time handling conflicts. This time drain highlights a critical business challenge. Yet when managed effectively, conflict becomes a catalyst for: ✅ Innovation ✅ Better decision-making ✅ Stronger relationships Here's the outcomes of my research. No: I wasn't the first one going through this ;) 3 Research-Backed Conflict Resolution Models: 1. The Thomas-Kilmann Conflict Model (TKI) Each style has its place in your conflict toolkit: - Competing → Crisis situations needing quick decisions - Collaborating → Complex problems requiring buy-in - Compromising → Temporary fixes under time pressure - Avoiding → Minor issues that will resolve naturally - Accommodating → When harmony matters more than the outcome 2. Harvard Negotiation Project's BATNA Best Alternative To a Negotiated Agreement - Know your walkaway position - Research all parties' alternatives - Strengthen your options - Negotiate from confidence, not fear 3. Circle of Conflict Model (Moore) Identify the root cause to choose your approach: - Value Conflicts → Find superordinate goals - Relationship Issues → Focus on communication - Data Conflicts → Agree on facts first - Structural Problems → Address system issues - Interest Conflicts → Look for mutual gains Pro Tips for Implementation: ⚡ Before the Conflict: - Map stakeholders - Document facts - Prepare your BATNA - Choose your timing ⚡ During Resolution: - Stay solution-focused - Use neutral language - Listen actively - Take reflection breaks ⚡ After Agreement: - Document decisions - Set review dates - Monitor progress - Acknowledge improvements Remember: Your conflict style should match the situation, not your comfort zone. Feels weird to send that follow up email. But do it: it's actually really crucial. And refrain yourself from putting a few bitter words here and there ;) You'll come out of it a stronger manager. As the saying goes "don't waste a good crisis"! 💡 What's your go-to conflict resolution approach? Has it evolved with experience? ♻️ Share this to empower a leader ➕ Follow Helene Guillaume Pabis for more ✉️ Newsletter: https://lnkd.in/dy3wzu9A

"𝗧𝗵𝗮𝘁’𝘀 𝗷𝘂𝘀𝘁 𝘄𝗵𝗼 𝗜 𝗮𝗺" 𝗶𝘀 𝗻𝗼𝘁 𝗮𝘂𝘁𝗵𝗲𝗻𝘁𝗶𝗰𝗶𝘁𝘆—𝗶𝘁’𝘀 𝗮𝗻 𝗲𝘅𝗰𝘂𝘀𝗲 One of the things I often hear in my coaching practice is, "That’s just how I am. If people don’t like it, that’s their problem." or "This is how I am, and people like me don't fit in this office/culture/environment." When I moved to the U.S. and started my professional career, I found myself in a cultural pickle. Growing up in Guatemala, I was taught to deeply respect my elders and strangers. In Spanish, this respect is often expressed through formal language, using "usted" instead of the more informal "tú." Naturally, I carried this value with me and continued to address elders, strangers, and superiors in English with the same tone of deference. But over time, I noticed something: My respect was being misinterpreted as submission. I wasn’t being met with the same respect I was offering, and, in some cases, I was outright taken advantage of. My authenticity—rooted in deep respect—wasn’t serving me in this new context. That’s when I made a deliberate decision: I would still honor my core value of respect, but I would express it differently. I began showing up in ways that were supportive, challenging, and helpful—on equal footing with others. I stayed true to my values but adapted my behavior to better fit the environment. Authenticity doesn’t mean rigidly clinging to "who we are" without regard for context. It means being grounded in our values while choosing behaviors that align with our goals and the situation. Values are our anchor, but behaviors are our choice. Being authentic doesn’t mean refusing to adapt—it means showing up in ways that are intentional, values-driven, and effective. What’s one behavior you’ve adapted to stay true to your values while navigating a challenging context? #Leadership #Authenticity #Values #Adaptability #ExecutiveCoaching #PersonalGrowth #OrdinaryResilience

Creating psychological safety to foster adaptability during change🌟   Psychological safety, the confidence to speak up, take risks, and share ideas without fear, is essential for successfully navigating organizational change. It fosters innovation, collaboration, and adaptability, empowering teams to express concerns and experiment with new ways of working. When psychological safety is prioritized, organizations can embrace new processes, drive innovation, and achieve smoother transitions during periods of change. Why psychological safety matters: 👉 Encourages collaboration and innovation. In a supportive environment, team members can collaborate freely, share bold ideas, and take calculated risks without fearing judgment or failure. This openness fosters adaptability, helping organizations respond to change with agility and creativity. 👉 Builds resilience. When leaders create spaces where questions are welcomed and mistakes are reframed as learning opportunities, teams become more resilient. They’re better equipped to navigate challenges, turning uncertainties into opportunities for growth. How to foster psychological safety: 📌 Normalize mistakes as learning opportunities. Shift the narrative around mistakes, they’re not failures but valuable lessons. 📌 Encourage open dialogue. Promote open conversations about challenges, uncertainties, and ideas. When team members feel heard, trust grows. 📌 Value feedback. Empower team members to share constructive feedback and ideas without hesitation. Leaders who listen actively build stronger connections and inspire confidence. 💡 Psychological safety is one of the few statistically proved predictors of team efficiency. How does your organization create a sense of psychological safety, especially during times of change? ➡️Follow me for more insights on leading transformative change. ➡️Visit Conlea website to explore tailored change management trainings or connect with Małgorzata Burdeńska or the Conlea.pl team for customized support. #ChangeManagement #Leadership #Adaptability #OrganizationalChange #Strategy #OrganizationalCulture #Transformation #TeamSupport #LeadershipTips #ProfessionalDevelopment

𝗪𝗵𝗮𝘁 𝗱𝗼 𝘆𝗼𝘂 𝗱𝗼 𝘄𝗵𝗲𝗻 𝘁𝗲𝗮𝗺 𝘁𝗲𝗻𝘀𝗶𝗼𝗻𝘀 𝗮𝗿𝗲 𝗵𝗶𝗴𝗵? “I’m just so frustrated” In a high EQ organization, you're likely to ✅ nod ✅ empathize ✅ move on. So politically correct. You've just checked the proverbial "engagement" checklist. Our organizations today are so geared to being perfunctory and efficient. But are they really frustrated? Or are they:  ❓ overwhelmed ❓ disappointed ❓ embarrassed ❓ resentful ❓ fearful? Each of these means a different root cause. When leading a team, understanding that difference can make or break how the situation unfolds. I came across fascinating psychological research on the topic of emotional granularity. (research journals in comments) It’s not labeling emotions only; it’s about getting specific in order to empathize well. It’s the difference between hearing “I’m stressed” and knowing whether that stress is rooted in fear, uncertainty or the pressure to perform. Can you tell the difference between an employee who’s “angry” because they feel undervalued versus one who’s “angry” because they’re burned out? When you get this right, everything changes ✅ team dynamics ✅ decision-making ✅ your ability to lead through crises. Leaders who practice emotional granularity are far better at managing conflict and fostering trust within their teams. When you can name emotions with precision—yours and others’—you create clarity. Clarity is the antidote to chaos. How Can Leaders Use Emotional Granularity? 1️⃣ Start With Yourself. Leaders who model emotional granularity are 30% more likely to inspire loyalty and engagement within their teams. Your emotions set the tone for your organization. Practice identifying and sharing what you’re really feeling in high-pressure moments. 2️⃣ Listen Beyond Words. When your team expresses emotions, dig deeper. Ask questions like, “What’s driving that frustration?” or “What do you think is at the root of this?” Often, what people say isn’t the full story. It's okay for them to be imprecise and unfamiliar initially as you shape their emotional expression fully. 3️⃣ Create a Culture of Emotional Precision Encourage your team to articulate their feelings with specificity. It doesn't have to be a therapy session, just holding space. 4️⃣ Use Emotional Granularity in Difficult Conversations. Whether it’s giving feedback or navigating conflict, being precise about emotions helps de-escalate tension and build trust. If handling emotions within your organization feels like navigating a minefield—let’s talk. --- Follow me Stuart Tan MSc., MBA for more insights on leadership and oirganizational development!

🚨 Stress is like an overloaded circuit. When we keep adding to it, eventually, something’s going to blow. With International Stress Awareness Week kicking off on November 1, it’s a good time to hit pause and check our own “circuits.” And trust me, I've had my fair share of near-burnouts, especially in mission-critical organisational transformations where the stakes are literally life/death. Here are my top three #stressmanagement tips learned over the years. 📍 Learn to “unplug” – literally and figuratively. Just like devices need recharging, so do we. I flew across three continents in 8 days for a gruelling roadshow for a difficult client. When I touched down back home, I was fried. Rookie mistake: Didn't schedule in down time upon returning. Now, I have at least one “unplug day” a month—no emails, no social media, no work. This was from the latest one at Qunci Villas. 📍Treat your mind like a muscle - flex and rest    Just like you wouldn’t work out the same muscle every day without giving it a break, your mind needs intervals too. I used to power through long stretches of work, thinking I was getting more done, faster. I wasn't. Quality and concentration waned. Now, I tackle challenging tasks in bursts, then take mini breaks. A quick cacao or stretch break can make a world of difference. 📍Shift your focus from “to-do” to “to-feel” We obsess over ticking boxes on our to-do lists, but when was the last time you asked yourself how you want to FEEL at the end of the day? Less stressed? More accomplished? I ask myself what emotions I want to amplify. This subtle shift can be the difference between feeling like I’m drowning in tasks vs. having a clear sense of purpose. Stress is inevitable, but how we manage it is within our control. And remember, no one’s “circuit” is unbreakable. Protect your energy like it’s your most valuable asset—because it is. What’s your best stress management hack? 🔋 #StressAwarenessWeek #MentalHealth #SelfLeadership #futurefitleaders