Here's how you can harness assertiveness to enhance your leadership skills.

Here's how I'd leverage assertiveness to amp up leadership prowess: Firstly, I'd define my objectives crisply, ensuring everyone's on board. Then, I'd communicate expectations directly, balancing firmness with empathy. When decisions arise, I'd own them confidently, yet stay open to input. Importantly, I'd establish boundaries respectfully, handling disagreements with poise. This blend of assertiveness fosters respect, nurtures accountability, and propels the team forward.

Having assertive communication skills means being direct while remaining non-confrontational. The ability to express ourselves confidently is a needed life skill, and being assertive can put us on the fast track to leadership. As a bonus, assertive people are less stressed. A prolonged resistance to facing our fears can affect our mental health and well-being since unresolved issues will linger in our minds. Handling matters as they arise frees up your mind for other tasks. So, how to develop assertiveness? I think everything starts with self-worth and less worrying about others' opinions. Communication becomes easier when we value ourselves and the ability to say what we need lets others know where we stand on a particular issue.

This really is important. Being assertive simply means that you are politely standing your ground on a specific topic - or principle. it does not mean you are obstinately closed-off to everything else, but you have taken a stand and argue in favor thereof. And unless you live with robots, someone will have an opposing view - and that creates conflict and misalignment. Conflict is not always a negative thing, it also includes where people approach it positively. There is a conflicting point that often needs to be resolved for a decision. So - accept that being assertive will lead to conflict. It is not personal, it is a logical consequence - then you just deal with it maturely.

I feel that when shaping an understanding of assertiveness we would be remiss not to also call to attention that social factors like sexism and racism unconsciously shape perception. Every person needs to check their assumptions when understanding how they perceive assertiveness. A female identifying executive or a person of color are far more likely to experience negative responses to assertiveness, and as leaders it is always our job to challenge the assumptions that we make, but also the assumptions that are made throughout our environment.

To often we confuse being either passive or aggressive with assertiveness. Those of us that are extremely passive, highly sensitive individuals, will think they are being assertive when they are clearly being a doormat. Then the opposite can be true as well, where Type A, take charge, the more "in your face" types, mistake aggression for assertiveness. Before you embark on a journey of assertiveness in any capacity, gain a solid understanding of what it is, what it looks like in the workplace, and what the clear definitions of passivity and aggression look like. This will set you up for success moving forward.

2. The art of saying NO. We are often raised as ′good girls′ or ′good boys′ with the tendency to please people, rather than recognizing when our life needs to take priority over helping someone. Let's begin practicing the daily ritual of putting ourselves first. 3. Practice the skill. Practice what you’re going to say. For example, when I started to give classes in business school to MBA students, I wrote out everything that I wanted to say during the session and rehearsed in front of the mirror as many times as I needed so I felt confident when I actually entered the room.

The ability to empathize and be humble makes us more assertive. People who are assertive in their approach to negotiations demonstrate empathy and respect for the opinions and ideas of others, and one of the key ingredients of this skill is the ability to say what we need and to acknowledge what other people want as well. When we don't get what we want the first time we ask, there is no reason to give up or take it personally. The first response might not be what we hoped for, but the person might simply need some time to process the request. Let's simply ask again later.

Encouraging feedback from your team is an essential aspect of effective leadership. It not only demonstrates your willingness to listen and value others' opinions but also shows that you are committed to personal and professional growth. By creating a supportive and safe environment for feedback, you foster a culture of trust and open communication within your team. Welcoming both positive and constructive feedback allows team members to feel valued and heard, which can boost morale and motivation. It provides an opportunity to acknowledge and reinforce strengths, while also identifying areas for improvement. Acting upon feedback is equally important.