Workplace Etiquette

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.

Don't Message a Recruiter Like This 🚫 "Hi, I hope you’re doing well! I’m interested in the role you posted: Software Engineer. Based on my experience as Software Engineer, I believe I could be a good fit. Are you open to a quick chat to discuss the position? I’d love to learn more about it. I look forward to hearing from you." 👇 Do This Instead ✅ " Hi [Name], I hope you're doing well. I recently came across the [Job Title] opening at [Company Name] and was impressed by [specific aspect of the company or role]. With [X years of experience] in [Your Field], passion for [relevant industry or skill] and [your skills that matches job requirements], I believe I could contribute to [specific team or project]. I would love to connect and discuss how my background aligns with the needs of the team. Thank you for your time, and I look forward to the possibility of working together!" 🔑 Why The Second Approach Works: ✅ Personalization: Addressing the recruiter by name and mentioning something specific about the company shows that you’ve done your research and are genuinely interested. ✅ Value Proposition: Highlighting your experience and how it aligns with the role demonstrates your suitability and adds value to your pitch. ✅ Professional Courtesy: Acknowledging their time and expressing eagerness to connect makes your message respectful and engaging. Your approach to recruiters can make a lasting first impression—make it count! 💼 #JobSearch #CareerTips #LinkedIn #JobSeekingTips #FirstImpression #BeProfessional #YourNextRole #GetHired #GetInterviews

Some people don’t play fair at work. They play to win, and they weaponize perception to do it. They bait your emotions. They move the goalposts. They delegate complete chaos. They create confusion, then call it collaboration. And quitting isn’t always an option. Especially when you're rising. Here are 7 strategies to protect your power: 1. Silence is a strategy. Don’t rush to fill the space. Pauses signal self-trust. They expose games people try to play. i.e: When a peer tries to get you to defend your work in a meeting, don’t explain everything. Just say, “That’s noted,” and move on. Let their tone do the work of revealing the dynamics to others. 2. Divest your emotional labor. You’re not responsible for how other people feel about your boundaries, tone, or clarity. i.e: If your manager is in a mood or being short with you, don’t overfunction to smooth it over. Stick to the facts, keep your update short, and end the meeting on time. 3. Outshine the master carefully. Power loves proximity, so don’t disappear. Share your wins in public—but pair them with a compliment. i.e: If your director doesn’t like being outshined, say in a team update, “Thanks to [Director’s Name] for the support on this, I was able to close the contract two weeks ahead of schedule.” Tie your success to their influence while keeping your name attached to the win. 4. Speak to the pattern, not the person. Address repeat behaviors in clean, direct ways. Stick to the facts. i.e: If a colleague keeps delaying deliverables that impact you, say, “This is the third time the file has come late, and it’s caused downstream delays. I want to get ahead of this for next time.” It’s hard to argue with patterns. 5. Don’t reveal your intentions or your personal business. Say what you need, then stop talking. i.e: If you're asking for a project switch, say, “I’d like to be considered for X. I believe it’s a better use of my current strengths.” No need to mention burnout, your manager’s issues, or private goals. 6.Control access to yourself in levels. Not every colleague gets the same version of you. Boundaries are a form of emotional regulation. i.e: You don’t need to keep explaining your every idea to a critical coworker. Instead, share top-line updates in writing and save your full thinking for trusted allies or public spaces where misinterpretation is harder. 7. Exit the game entirely. Sometimes the real power move is not playing at all. This is how you protect your peace without losing your position. * If you resonate with this post, please repost it to your Linkedin page.* However, if you're a business coach, career coach etc., do not share this post or assume that tagging me in business groups, business pages or simply looking to grow your biz pages or on direct pages serves as permission. Do not post without my explicit permission*

Kindness is an underrated superpower.

It’s often mistaken for weakness or seen as something “extra” rather than essential. But when you show genuine kindness at work and in life - without expecting anything in return, you’re not just making your environment better, you’re actively transforming it and yourself. 
 Kindness fosters trust, collaboration, and positivity. People who feel valued and supported are naturally more engaged and motivated. They’re more likely to help others, share ideas, and contribute to a culture where everyone can thrive. 

And the beauty of it is, kindness doesn’t require you to be in a leadership position - it’s something you can offer no matter your role.
 Here’s how to bring kindness into your workplace in tangible ways: 1. Start with Small Acts: Hold the lift door for a colleague, offer to grab someone a coffee, or help a team member who’s struggling with a task. These small gestures create a positive ripple effect, making the workplace more collaborative and friendly.
 2. Acknowledge Others’ Efforts: Recognise when your colleagues are doing great work, especially when it might go unnoticed. A simple “well done” or “I appreciate your help” can boost morale significantly. When people feel appreciated, they’re more likely to engage with enthusiasm.
 3. Listen Attentively: In meetings or casual conversations, give people your full attention. Don’t just wait for your turn to speak. Active listening shows respect and makes others feel valued. It fosters deeper connections and opens the door to more meaningful collaboration.
 4. Be Patient with Mistakes: When someone makes a mistake, approach it with patience and understanding instead of frustration. We all have off days. Offering support rather than blame builds trust and helps your team learn and grow together.
 5. Offer Help Without Agenda: If you see a colleague overwhelmed or stuck, offer assistance without expecting a favour in return. Whether it’s staying late to help meet a deadline or simply offering advice, selfless support strengthens team bonds.
 6. Create a Safe Space for Feedback: Make it easy for colleagues to voice their opinions and ideas without fear of judgement. Encourage open dialogue and respond to feedback with kindness, even when it’s critical. This creates a culture of continuous improvement and trust.
 7. Celebrate Wins, Big or Small: Whether it’s completing a big project or overcoming a small challenge, celebrate the achievements of your team. Recognition keeps people motivated and connected to their work, reinforcing a positive and encouraging atmosphere.
 8. Be Kind to Yourself: It’s easy to be hard on yourself when things don’t go as planned. But self-compassion is key to maintaining balance. Treat yourself with the same kindness and understanding you offer others, allowing room for growth and rest when needed. ♻️Adam Grant

I tested 𝟭𝟬𝟬+ 𝗻𝗲𝘁𝘄𝗼𝗿𝗸𝗶𝗻𝗴 𝗺𝗲𝘀𝘀𝗮𝗴𝗲𝘀 (During my last job search and as a career coach). These 𝟱 get the highest response rates, especially from hiring managers👇 1. The Profile Viewer Message Check who viewed your LinkedIn profile. They’re already aware of you, don’t let that warm lead go cold. Try this: "Hey [Name], I noticed you stopped by my profile, appreciate you taking a look! Curious, was there something specific that caught your eye, or are you open to conversations around [industry/topic you're exploring]?" 👉 Tip: Warm > Cold. Always start with people who’ve already shown interest. 2. Acknowledge + Ask Find something unique about their background or a recent post, and ask a question. "Hi [Name], I saw your talk on [topic], your insight on [specific point] stuck with me. How did you land your current role at [Company]?" People love talking about themselves, especially when you show genuine interest. 3. Value First Offer a useful insight, article, or trend that aligns with their work. No ask, just value. "Hey [Name], I saw your post about [topic]. Just came across this article, it touches on a similar trend. Thought you might find it interesting." Position yourself as thoughtful, not transactional. 4. Mutual Connection Approach Bridge a real mutual connection or shared experience. "Hi [Name], I noticed we both worked with [Person] / went to [School] / worked in [Company or Industry]. I'd love to learn more about your path, especially how you made the transition to [Role/Company]." Relatability opens doors faster than credentials. 5. Compliment + Curiosity Start with a specific compliment, then open the door. "Hi [Name], really enjoyed your article on [topic], especially your point about [detail]. Are you open to connecting with people exploring similar roles in [industry]?" It’s respectful, direct, and makes it easy for them to respond. Reminder: You don’t need to spam 100 strangers. Start with 10 meaningful messages a week. Track responses. Iterate on what works. Focus on warm leads, shared interests, and genuine curiosity. What template would you like to see next? If you're ready to level up, let’s position you for the roles you actually want. ➕Follow Jaret André for more daily data job search tips.

I often hear from introverts that they struggle to make an impact at work without seeming pushy or inauthentic. The good news: you don't need to become an extrovert to earn respect. Did you know that 82% of our workplace impressions are based on warmth and competence? That means, how you present yourself - your body language, tone, and word choice - matters more than how much you talk. After coaching countless introverted professionals, I've identified 3 tactical approaches that transform how they're perceived: 1. Make a good impressions through physical presence Stand or sit with shoulders back and chest slightly open. This "postural expansion" not only signals confidence to others but actually makes you feel more confident internally. Make strong eye contact, smile warmly, and use a firm handshake or clear greeting: "Hi [Name], great to see you!" This combination of warmth and competence creates immediate respect. 2. Contribute early in group settings Aim to say something within the first 5-10 minutes of any meeting. It doesn't need to be groundbreaking—a thoughtful question or brief comment works: "I appreciate [Name]'s point about X. I think it connects to Y." When you do speak, use downward inflection at the end of your sentences. Instead of "I think this approach might work?" say "I think this approach might work." The difference is subtle but powerful. 3. Leverage the spotlight effect Most people are too focused on themselves to scrutinize you (this is the spotlight effect). Use this knowledge to redirect attention by asking about others: "What's been the most exciting part of your project lately?" This takes pressure off you while making colleagues feel valued - building connection and respect simultaneously. ____ The truth is, getting respect doesn’t mean being the loudest in the room. It's about being intentional with your presence and creating moments of genuine interaction. These small adjustments have massive impact. Which one will you try first?

These days, we see many cases where employees receive late-night messages from their managers. A ping at 11:30 PM: “Quick call?” A text on Sunday afternoon: “Need this by today.” This has become normal. But it should not be. I have seen people being asked to log in even on sick leave. Some are told to attend calls while officially on leave. Someone recovering from fever is asked: “At least be available on phone.” This is not okay. Many of these stories are coming from India. In several other countries, work-life balance is treated as a basic rule, not a privilege. Managers avoid contacting employees outside working hours unless it is a genuine emergency. We need to move in that direction too. Healthy boundaries matter. A simple truth: Better boundaries mean better productivity. Better boundaries mean better mental health. Better boundaries build better teams. Work should stay in working hours. Rest should stay in personal hours. As Simon Sinek said: “When people are financially invested, they want a return. When people are emotionally invested, they want to contribute.” Employees contribute more when they feel respected. Let us build a culture where employees are trusted, valued, and given the space to rest, recover, and live their lives. Work-life balance is not a luxury. It is a professional necessity. #WorkLifeBalance #workculture

It’s Sunday. How relaxed do you feel? How often have you checked emails this weekend? How well are you sleeping? It’s ONLY 15 years since ‘always-on’ work began with many repercussions. - In 2009, iPhones were opened to third party developers quickly generating countless new apps. - 90% of adult Americans, 69% of the global population in 2023 own at least one smartphone [Pew Research, Statista] - 66% of US smartphone owners spending >5 hours per day on their phones, [Zippia, Smartphone Usage Report 2024] - 44% of leaders check messages in the evenings, on vacation, or during the weekend. [Asana, Anatomy of Work Index 2023] - 81% of employees check work emails outside of work hours, including 63% on the weekend and 35% on vacation [Calm, Voice of the Workplace Report 2024] Workers—we all—need downtime. - 81% struggle with nervousness, anxiousness, stress. - 68% have trouble falling asleep. - ~60% say anxiety or sleep issues affect work performance.  [Calm, Voice of the Workplace Report (multinational data) 2024] Boundaries delineate work and rest time, but who should create them? - 44% of US employees who set clear boundaries reported better well-being compared to those who didn’t [American Psychological Association]. - 82% of US benefits leaders believe their company is responsibility for creating conditions that prevent employees from developing work-related mental health problems [Lyra, 2024 Mental Health Trends in the Workforce]. - ~70% of employees globally would like their managers or employers to do more to support their mental health [Workforce Institute at UKG, 2023]. Governments around the world are stepping in. - France’s “Right to Disconnect”: Since 2017, companies with over 50 employees must allow workers to disconnect outside working hours* [French Labor Code] - Portugal’s “Refrain from Contact”: Since 2022, Portuguese law prohibits employers from contacting employees outside of business hours*. [Portuguese Labor Code] - “Right to Disconnect” Support: Countries including Argentina, Belgium, Ireland, Spain, Italy, Mexico, Luxembourg and Ontario have legislation that supports workers’ ability not to be connected outside work hours. - Law Proposal: New York City Council filed a “Right to Disconnect” local law proposal in 2018. Private companies are also taking steps. - Volkswagen has limited after-hours emails by shutting down servers after the workday. - BMW’s and Daimler’s employees in Germany do not have to answer work-related e-mails after working hours. - Lidl’s employees in Belgium and Luxembourg implemented a delay so internal e-mails sent after 6pm are delivered at 7am the next day. Most employees--especially younger ones--need help to set work boundaries. We all benefit from well-being support. How are you helping your team set workday start/end boundaries? #WorkCulture #MentalHealth #DigitalDetox #WorkLifeBalance #FutureOfWork #Innovation #EmpathyWorks

Are your direct questions killing your deals with indirect buyers? Most sales reps approach every conversation the same way. Direct questions. Pushy tone. Bad timing. I learned this lesson the hard way selling to “softer” personas like HR, generally speaking. I'd ask "What's driving this to be a priority?" and watch them instantly close up. What changed my results was what I call the Triple T approach: 1️⃣ TACT: Frame questions through a third party lens ("I typically find that leaders like yourself...") 2️⃣ TONE: Slow down, soften your voice, appear thoughtful and curious rather than interrogating 3️⃣ TIMING: Build rapport first, then ease into business questions gradually Here's a practical example: BEFORE: "What's your pain point? Why now? What's your budget?" AFTER: "What's interesting is... usually when I talk to HR leaders like yourself who are considering a change... I find there's something happening in the business driving this to be key priority for them. What's that look like in your situation?" Same core question. Completely different response. This approach creates psychological safety for indirect buyers to open up about their real challenges. Since implementing this method, I've uncovered 10X more pain points and closed deals other reps couldn't touch. The best part? This works in ANY high stakes conversation (personal or professional). - Want to run better discovery than last time? You’d be foolish not to check this out: https://lnkd.in/gexS_66B

She stopped replying to work emails after 6 PM—and here's what happened. They used to pride themselves on being available 24/7. Emails at 10 PM? No problem. Weekend calls? Bring it on. But over time, they noticed: - Increased fatigue - Decreased productivity - Strained personal relationships One day, they decided enough was enough. They set clear boundaries: - No emails after 6 PM - Weekends are off-limits - Vacations are for recharging The initial anxiety was real. Would they miss something urgent? Would their team feel unsupported? But here's what actually happened: - Improved Productivity: They were more focused during work hours. - Better Decision-Making: A rested mind led to better choices. - Enhanced Team Empowerment: Their team became more autonomous. - Personal Life Flourished: Stronger relationships and hobbies rediscovered. Setting boundaries didn't hinder their career. It enhanced it. Burnout is not a badge of honor. Lead by example. Encourage your team to find balance. How do you maintain work-life harmony? Share your strategies!