Here's how you can navigate assertiveness and empathy when interacting with team members.

I would slightly change "Assertiveness is about being confident and direct in expressing your needs or opinions without being aggressive." to: "Assertiveness is about being confident and direct in expressing your needs or opinions while respecting the "other".

As a leader being assertive is a social skill and an important part of effective communication. Being assertive doesn't mean hurting someone, but it is communicating with others in a direct and honest manner. Assertive communication can reduce conflict, misunderstanding, build self-confidence, enhance personal and work relationships. It helps the leader to set clear goals and boundaries. The leader should be very clear about his thoughts and articulating accordingly. .

La asertividad es una habilidad clave de liderazgo que implica expresar necesidades y opiniones con confianza y sin agresividad. Aconsejo: 1. Articular claramente tus pensamientos usando frases en primera persona, como "Necesito que esta tarea esté terminada para el viernes". 2. Escuchar activamente y reconoce las contribuciones de los demás para que tu asertividad se perciba como una fortaleza. 3. Mantener la calma en conflictos, di "no" de forma respetuosa, y usa un lenguaje corporal firme. Practica regularmente y busca retroalimentación para mejorar tus habilidades asertivas.

Empathy is a powerful attribute for leaders. Empathetic leader can: 1. Promote engagement 2. Encourage innovation 3. Create a positive work environment. 4. Make fair decisions 5. Communicate with clarity 6. Active listening 7. Understand feeling, needs, aspirations and thoughts of others. 8. Encourage and accept diverse perspectives. 9. Build relationship.

It is important to see your team and seek to understand them. Try to get into their shoes - look at how a specific situation is looked at from their side. This will provide you with a broader perspective, and help you realize why they may react in a certain manner, how they could be impacted by an action you took, etc. Take advantage of it and consider that information in your interactions with your team.

1. Permite comprender y compartir los sentimientos de los demás. 2. Fomenta la confianza y una comunicación abierta. Para mostrar empatía, interésate genuinamente por el bienestar y las perspectivas de tu equipo. 3. Escucha sus preocupaciones y responde atentamente. 4. Al tomar decisiones, considera cómo afectarán personalmente a tu equipo. Un liderazgo empático crea un ambiente de apoyo donde los miembros se sienten valorados y comprendidos.

The leader has to balance assertiveness and empathy. He should not be viewed as weak and taken for granted by others. This is only possible when the leader is self aware of his strengths, weaknesses and his locus of control. The leader being assertive and empathetic, needs to hold team members accountable and responsible for their actions and performance.

I believe a manager should choose your behavior and actions on a per-situation per-employee basis. Every employee is different and has different needs. In some situations, you should be more strict, some require you to exercise more authority, and some require you to be more sensitive and considerate.

Knowing your people is key for a leader to determine whether assertiveness or empathy is needed. When trust exists, a leader and team member can understand the perspective of one another even if not in agreement. As a leader, it's important to be genuine and empathetic, but that doesn't mean not holding people accountable. Moreover, when a leader relies heavily on assertiveness, it is important for them to stop and think about the reasons for this need to get results. Sometimes assertiveness is required, for example, when guiding the team through change or during understaffed periods. However, in these circumstances, it is essential to lead with empathy and remind the team that we are all in this together.

Observa cómo tu comportamiento afecta la dinámica del equipo, por ejemplo: 1. Demasiada asertividad puede confundir a tu equipo. 2. Demasiada empatía puede hacerte parecer indeciso. Encuentra un punto medio donde puedas liderar con decisión mientras valoras las aportaciones y sentimientos del equipo. Recordemos que distintas situaciones pueden requerir diferentes enfoques.

Practice active listening during team interactions to gauge the mood and receptiveness of team members. Pay attention to non-verbal cues and adjust your assertiveness or empathy levels accordingly. Remember, effective communication involves not just speaking, but also truly understanding and responding to your team's perspectives and emotions.

La comunicación clara es fundamental para combinar asertividad y empatía. 1. Sé conciso al hablar con tu equipo y articula tus expectativas, estando abierto a sus comentarios. Esto asegura una comprensión mutua y reduce malentendidos. 2. Fomenta el diálogo pidiendo retroalimentación y mostrando aprecio por las opiniones honestas. Un líder que se comunica efectivamente inspira confianza y crea una atmósfera de colaboración.

Communication is an important part of being an assertive and empathic leader. 3 Cs of communication: 1. Confident: composed and believes in having an ability to handle the situation. 2. Clear: the message is easy to understand and is not exaggerated. 3. Controlled: tracking other person and able to modulate yourself it necessary. As a leader you are communicating assertively, making clear your expectations from the team, at the same time you are open to their input.

At PosiTeam Consulting & Training, we recommend starting a feedback discussion with a brief introduction and an open question to the employee to get his perspective on the situation. By doing so, managers will be able to gain a deeper understanding of the employee's perspective before providing feedback. Our perspective and prejudice toward employees often lead us to judge their behavior and actions. By listening to employees, we may be able to see the situation in a different light and change our feedback accordingly.

1. Sé específico y objetivo al dar retroalimentación, enfocándote en comportamientos, no en atributos personales. 2. Enmarca tus comentarios para motivar la mejora, no la defensiva. 3. Al recibir retroalimentación, escucha con mente abierta y ve esto como una oportunidad de crecimiento. Esta retroalimentación bidireccional ayuda a equilibrar asertividad y empatía, fomentando aprendizaje continuo y respeto mutuo.

Feedback is crucial for leadership development and can be structured using the GROW method. Start by asking open-ended questions to understand the person's perspective. Define the GOAL clearly: state the desired outcome or behavior change. Discuss the REALITY with specific, factual examples of behaviors and their impact. Explore OPTIONS for improvement through collaborative discussion and encouraging contributions. Determine the WILL by agreeing on actionable steps and setting timelines. Ensure feedback is constructive, highlighting benefits for both individual and team growth.

I like the COIN method from Anna Carroll Connection Observation Implication Next Steps I love that she always starts with the human connection as that embodies empathy and shared interest.

Feedback is a powerful tool, subject to use it objectively. As a leader, it's expected to give feedback, but that feedback should be specific, rather than pinpointing or blaming others; it should be focused on behaviour, rather than the personal attributes. The feedback has to be in a manner, which motivates other people to bring improvement for their development & progress. When the feedback is "feedforward", it is future focused and it encourages continuous learning & mutual respect.

Conflict is an inescapable part of the team. When the diverse people, with diverse views, ideas are working, conflict will arise. The leader's role is to address the conflict, before it becomes a major problem. The leader has to address the conflict firmly yet with empathy. This means understanding other people's point of view and perspectives. This approach in resolving conflict, at the same time, it enables positive relationships with your team.

Use "I" statements: When addressing issues assertively, communicate using "I" statements to express your feelings and thoughts without blaming others. For example, say, "I feel concerned when deadlines are not met," instead of, "You always miss deadlines." This approach conveys assertiveness while also maintaining a compassionate tone that fosters understanding and collaboration in resolving conflicts.

A few things that I’ve found helpful are: 1. Speak Clearly, Not Cryptically: Be specific about your expectations and feedback. Don't sugarcoat it, but don't be blunt either. 2. Emotional Intelligence is Superpower: Understand your own emotions and those of your team. This helps you navigate difficult situations and maintain a positive work environment. 3.. Consistency is the Name of the Game: Be reliable in your actions and feedback. This builds trust and predictability, making it easier for your team to understand and respect your assertiveness. 4. Respect Boundaries: Everyone has a life outside of work. Be assertive in setting expectations but empathetic in understanding personal boundaries.

Balancing assertiveness and empathy in leadership requires emotional and relational intelligence. Start by understanding and managing your emotions, and listen actively to your team. Communicate clearly and directly, using “I” statements to express needs without blaming others. Build strong relationships and foster collaboration, addressing conflicts promptly with a focus on win-win solutions. Lead by example, showing genuine interest and authenticity in your interactions. Continuously seeking feedback and reflecting on your actions is not just a suggestion, but a powerful tool for personal and professional growth. This approach creates a positive, respectful, and productive work environment where everyone feels valued and heard.

Set clear expectations so there is not confusion. Listen and understand where they are coming from and adjust accordingly. Understand that being assertive does not mean dominating the conversation or being aggressive.