Developing Social Awareness

One skill separates great communicators from average ones: Perspective-taking. The ability to see things from someone else’s point of view. But most people do it wrong. Here’s how to do it right, especially when you’re leading or being led: When you’re the boss, persuading down: You’re trying to convince Maria on your team to do something different. She’s pushing back. Your instinct might be to assert your authority. But that’s a mistake. Here’s why… Research shows: The more powerful you feel, the worse your perspective-taking becomes. More power = less understanding. So if you want to persuade Maria, don’t lean into your title. Do the opposite: dial your power down, just briefly. Try this: Before the next conversation, remind yourself: Maria has power too. I need her buy-in. Maybe she sees something I don’t. Lower your feelings of power to raise your perspective. From that place, ask: → What does she see that I’m missing? → What might be in her way? → What’s a win-win outcome? That shift changes the entire dynamic. Instead of steamrolling, you’re collaborating. And that’s how you earn trust and results. Now flip it. You’re the employee persuading your boss. It’s a high-stakes moment. You’re nervous. So do you appeal to emotion? No. Drop the feelings. Focus on interests. Here’s the key question: “What’s in it for them?” Not how you feel. Not your big dream. → Will it save time? → Improve performance? → Help them hit their goals? Make it about their world, not yours. Why? Because every boss has a mental shortcut: → Does this employee make my life easier or harder? Be the person who brings clarity, ideas, and upside. Not complaints, drama, or friction. In summary: → Persuading down? Dial down your power to see clearer. → Persuading up? Focus on their interests, not your emotions. Perspective-taking is a superpower, if you learn how to use it. Now practice, practice, practice.

Want to know the most underrated skill in HR? Pattern recognition Not policy Not process Not performance management It’s knowing how to read the signs Before they show up on a dashboard The subtle shift in someone’s tone The calendar that starts filling up with back-to-back 1:1s The team that goes from collaborative to cautious Pattern recognition is how you catch what data doesn’t say yet It’s how you stop issues from scaling It’s how you protect momentum Great HR leaders don’t chase symptoms They notice shifts They connect dots They act early Because by the time the problem is obvious It’s already expensive If you want to level up your HR team Don’t just teach them policy Teach them how to see :) #PatternRecognition #HRWithRange #EarlySignals #PeopleAndCulture #StrategicHR #PreventDontPatch

Adaptability is not just about adjusting plans, it’s about how you lead when plans change. It's the ability to respond thoughtfully and quickly when circumstances shift , without losing sight of people or purpose. 👩🏭 It's the plant manager who adjusts production schedules in response to supply chain issues without blaming the team, and involving them in finding solutions. 👨🏭 It's the site foreman who calmly adjusts plans when weather delays hit, reassigning tasks to keep the crew productive instead of standing still. 👩💼 It's the store manager who rotates staff across departments during a sudden staffing shortage, while keeping morale high and communicating clearly. I've worked with people in all of these positions, and more. And every single person who showed real adaptability had a few things in common: 📌 They stayed steady 📌 They stayed human 📌 They brought people with them 📌 They kept things moving. And underneath that... 📌 They were curious 📌 They were willing to unlearn 📌 They paused to reflect 📌 They shared their ideas 📌 They didn't try to have it all figured out Are we developing these competencies in ourselves and others? How can we improve our approach? Leave your comments below 🙏

Misunderstandings happen more often than they should. Why? Because we often forget a key principle in communication: UNDERSTAND OTHERS BEFORE SEEKING TO BE UNDERSTOOD. This simple change can transform our interactions, leading to stronger relationships, better collaboration, and the ability to tap into diverse perspectives. When we feel truly heard and understood at work, we're more likely to do our best and share our unique insights. If this idea is so important, why don’t we use it more often? Here are a few reasons: (a) Time Pressure: In an environment where our calendars look like heavily-stacked pancakes, we're focused on meeting deadlines and getting results. This urgency can lead us to make quick decisions instead of taking the time to listen and understand. (b) Ego and Self-Interest: We often prioritize our own opinions, driven by the need to prove our competence or authority. This focus on advancing our own agendas can make us overlook the value of understanding others. (c) Lack of Awareness or Skills: Many people aren't aware of their listening habits or how their communication style impacts others. Plus, active listening and empathy are skills that require practice and intention. (d) Emotional Barriers: Stress, anxiety, or frustration can create barriers to understanding. When overwhelmed by these emotions, it can be hard to empathize with others or listen effectively. (e) Cognitive Biases: Biases like confirmation bias can prevent us from considering other viewpoints objectively, making understanding difficult. Here's the good news! We can overcome these barriers and build better habits. Here are three tips to do just that: 1.    Practice Active Listening: Truly listen to others without thinking about your response. Focus on what is being said, ask questions, and reflect on the information to gain deeper insights. 2.    Ask Questions to Understand: Instead of assuming you know what others are thinking, ask open-ended questions to invite them to share their thoughts and feelings. This encourages a deeper understanding of their perspectives and builds trust. 3.    Encourage Open Dialogue: Create spaces where team members feel comfortable sharing their thoughts and ideas. Be vulnerable. Encourage diverse perspectives and value each person's contribution. By seeking to understand first, we strengthen collaboration and ensure everyone feels valued and motivated to do their best. #understanding #relationships #collaboration #energy #humanbehavior #workplace #leadership #teamwork #skills #listening #empathy #dialogue

How does embracing new perspectives lead to innovation and growth? 1. Fostering Creativity Seeing things differently can spark new ideas. Whether in problem-solving or brainstorming sessions, diverse viewpoints can lead to innovative solutions that we might not have considered otherwise. 2. Enhancing Collaboration When we actively seek out and respect different perspectives, we create an inclusive environment. This not only strengthens team dynamics but also encourages open communication and collaboration. 3. Driving Personal Growth Stepping outside our comfort zones allows us to grow. By understanding and appreciating different viewpoints, we expand our knowledge and become more adaptable in both our personal and professional lives. 4. Improving Decision-Making A broader perspective leads to better decision-making. By considering various angles, we can weigh the pros and cons more effectively, leading to more informed and balanced choices. 5. Cultivating Empathy Finally, looking through someone else’s lens fosters empathy. It helps us understand the challenges and motivations of others, which is crucial in building strong relationships.

Let me share a moment from a team meeting I facilitated not long ago. The leader of the group started by laying out a big decision their team had to make. A few voices dominated the room, confident and loud, steering the discussion in a clear direction. The others? Silent. As an observer, it was clear there was more to the story. So, I asked: “What’s missing? Who else should we hear from?” It was like a light bulb went off. The quieter team members shared perspectives that completely shifted the decision-making process. What looked like the obvious choice moments ago suddenly seemed shortsighted. By the end of the meeting, they had a new, more innovative solution—one they wouldn’t have reached without that diverse input. Here’s the truth: Dominance doesn’t lead to better decisions—diversity does. Research backs this up: Teams with varied perspectives make more informed choices and foster greater innovation. Quick Wins for Better Decision-Making Today: 1️⃣ Pause before deciding: Ask, “Whose voice haven’t we heard yet?” 2️⃣ Encourage contrary views: Actively invite someone to challenge the majority opinion. 3️⃣ Normalize silence: Give space for quieter voices to think and then contribute. Now, your turn: Do you agree that diverse teams lead to better decisions, or do you believe too many perspectives can muddy the process? Let’s debate—drop your thoughts below. #DiversityInLeadership #TeamCollaboration #BetterDecisions #LeadershipInnovation

What if your best talent isn’t who you think? The loudest voice? The most prestigious degree? The longest tenure? These are just shortcuts — not true indicators of competence, talent, or potential. 👇 How do I know? Over the past 10+ years, I’ve analyzed thousands of hiring and promotion decisions across industries, helping corporate clients uncover bias in their processes. What may seem like a solid, objective decision is often riddled with hidden biases that skew how leaders evaluate talent. 👇 Who gets overlooked? ▫ The quiet but insightful contributors who deliver without seeking the spotlight. ▫ The collaborators who prioritize teamwork over individual glory. ▫ The creative thinkers who approach problems differently but offer innovative solutions. ▫ The unconventional hires who lack the traditional background but bring unique perspectives and skills. ▫ The introverted leaders who inspire through action and empathy rather than charisma. 👇 What should leaders do instead? ✔ Look deeper and measure true impact and growth, not just what’s on the surface. ✔ Recognize the value of diverse skills and perspectives, even if they’re not the most obvious. ✔ Encourage inclusive decision-making that uncovers real talent throughout your organization. It’s time to stop relying on easy proxies and start digging deeper. 👉 The leaders your organization truly needs are already there — they just might not look like what you expected. P.S.: What illusions or biases have you seen that need to be uncovered?

I've taught Indian culture to Chinese professionals, American culture to Korean students, and trained British teachers on how to teach English in China. What tied it all together? Communication beyond comfort zones. In a world that's more connected than ever, cross-cultural communication isn't optional—it's essential. Whether you're leading a global team, coaching diverse clients, or teaching across borders, this one skill can make or break your impact. Here are 4 tips to master it: 1️⃣ Listen Beyond Words: Culture speaks in tone, silence, and gestures. In China, a nod might not mean agreement—it might mean "I'm listening." 2️⃣ Adapt Your Style: Americans value directness. Koreans respect hierarchy. Indians may prioritize context. Shift your language and tone based on audience. 3️⃣ Use Universal Anchors: Stories, emotions, and metaphors are universal. When I used Bollywood examples in Beijing, it built instant bridges. 4️⃣ Stay Curious, Not Critical: Instead of judging what's "right," ask, "Why is this different?" That mindset opens conversations, not conflicts. 🌍 Communication is not just about speaking a language—it’s about honoring the world that comes with it. Want to build your cultural fluency as a speaker or coach? DM me “Global Communicator” and let’s chat! #CrossCulturalCommunication #PublicSpeaking #CommunicationCoach #SpeakWithAmee #GlobalLeadership #CulturalFluency #SoftSkills #LeadershipDevelopment #crossculturaltraining

I recently led a workshop with senior leaders on unconscious bias, one of the most subtle yet impactful forces shaping workplaces today. Here are some key, thought-provoking takeaways: Talent Pipeline: - Bias in "fit" over potential– We often seek candidates who feel like a "good fit," but this focus on familiarity limits diversity of thought and experience. By sticking with what feels comfortable, we may be missing out on the very perspectives that can push our business forward. - Meritocracy myths– Many of us believe we’re creating a merit-based environment, but unconscious bias can lead us to underestimate talent that doesn't mirror our own journey or leadership style. Thought: Could the future leaders of your organization be getting overlooked because they don't fit the traditional mold? What opportunities are we missing by favoring comfort over potential? Performance management - Critical vs. nurturing feedback– Studies show men often receive feedback that highlights their potential, while women and minorities are judged more on their current performance. This can lead to a self-fulfilling cycle where some are groomed for leadership, while others are held back. - Bias in “leadership traits”– We tend to associate leadership with traditionally masculine traits like decisiveness and assertiveness, while underappreciating qualities like empathy and collaboration. This limits the development of diverse leadership styles and stifles more inclusive forms of leadership. Thought: Are we unconsciously reinforcing outdated ideas of leadership that prevent diverse talent from rising? What if the traits we’re overlooking are exactly what the future of leadership needs? Bias as a leadership challenge Unconscious bias isn’t just an HR issue—it’s a leadership challenge that permeates every level of decision-making: - Awareness isn’t enough– Simply recognising our biases isn’t sufficient. We need strategies that actively challenge our instincts and foster fairer, more inclusive decision-making. - Courageous conversations– Creating an environment where it’s safe to talk about bias isn’t easy, but it’s essential. These discussions help us redefine how we view leadership, success, and talent. Addressing unconscious bias isn't a one-time fix—it's an ongoing commitment to redefining how we lead and make decisions. By fostering a culture that actively challenges bias, we don't just create a more inclusive workplace—we build a stronger, more innovative organization. The real challenge is: Are we willing to do the hard work to make it happen? #leadership #highperformance #DEI #inclusion

"𝗪𝗲 𝗮𝗹𝗹 𝗹𝗶𝗸𝗲 𝘁𝗼 𝘁𝗵𝗶𝗻𝗸 𝘄𝗲'𝗿𝗲 𝗼𝗽𝗲𝗻-𝗺𝗶𝗻𝗱𝗲𝗱… 𝗯𝘂𝘁 𝗮𝗿𝗲 𝘄𝗲 𝗿𝗲𝗮𝗹𝗹𝘆?" A while ago, I came across a story that led to an eye-opening discussion with a group of friends. A father is driving his son to a job interview at a top fintech company. Just as they arrive, the son’s phone rings. It’s the CEO of the company, saying, "𝗚𝗼𝗼𝗱 𝗹𝘂𝗰𝗸, 𝘀𝗼𝗻. 𝗬𝗼𝘂’𝘃𝗲 𝗴𝗼𝘁 𝘁𝗵𝗶𝘀." The son hangs up, glances at his father—who is still sitting next to him. When I first heard this, I didn’t second-guess it. It made perfect sense. But what shocked me was how many people struggled with the answer. 𝗣𝗲𝗼𝗽𝗹𝗲 𝗮𝗿𝗼𝘂𝗻𝗱 𝗺𝗲 𝘀𝘁𝗮𝗿𝘁𝗲𝗱 𝗴𝘂𝗲𝘀𝘀𝗶𝗻𝗴:  "Maybe it's a stepfather?"  "A priest calling him ‘son’?"  "Is it a scam call?" Not one person immediately thought of the most obvious answer: "𝗧𝗵𝗲 𝗖𝗘𝗢 𝘄𝗮𝘀 𝗵𝗶𝘀 𝗺𝗼𝘁𝗵𝗲𝗿." This isn't just about one story—it’s about how our minds are wired. Studies show that even AI models, trained on vast amounts of human-generated data, 𝗿𝗲𝗳𝗹𝗲𝗰𝘁 𝘁𝗵𝗲𝘀𝗲 𝘀𝗮𝗺𝗲 𝗯𝗶𝗮𝘀𝗲𝘀. When asked to generate an image of a CEO, a doctor, or an engineer, it overwhelmingly defaults to men. It was a moment of realization—how deeply our biases shape the way we think, even when we don’t intend them to. Bias isn’t always intentional. It’s often subconscious. And that’s what makes it so powerful. 𝗦𝗼 𝘄𝗵𝗮𝘁 𝗰𝗮𝗻 𝘄𝗲 𝗱𝗼?  🔹 Challenge our first assumptions.  🔹 Make conscious choices in hiring, leadership, and representation.  🔹 Speak up when we notice bias—especially in places where decisions are made. We talk about breaking barriers, but true change starts in our subconscious. It starts with questioning our first assumptions. Women don’t just deserve a day of celebration. 𝗧𝗵𝗲𝘆 𝗱𝗲𝘀𝗲𝗿𝘃𝗲 𝘁𝗼 𝗯𝗲 𝘀𝗲𝗲𝗻 𝗮𝘀 𝗹𝗲𝗮𝗱𝗲𝗿𝘀, 𝗶𝗻𝗻𝗼𝘃𝗮𝘁𝗼𝗿𝘀, 𝗮𝗻𝗱 𝗖𝗘𝗢𝘀—𝗲𝘃𝗲𝗿𝘆 𝗱𝗮𝘆. #DiversityAndInclusion #WomenInBusiness #Leadership #WomenEmpowerment #WomenInTech