Balancing Leadership Responsibilities

I was shadowing a coaching client in her leadership meeting when I watched this brilliant woman apologize six times in 30 minutes. 1. “Sorry, this might be off-topic, but..." 2. “I'm could be wrong, but what if we..." 3. “Sorry again, I know we're running short on time..." 4. “I don't want to step on anyone's toes, but..." 5. “This is just my opinion, but..." 6. “Sorry if I'm being too pushy..." Her ideas? They were game-changing. Every single one. Here's what I've learned after decades of coaching women leaders: Women are masterful at reading the room and keeping everyone comfortable. It's a superpower. But when we consistently prioritize others' comfort over our own voice, we rob ourselves, and our teams, of our full contribution. The alternative isn't to become aggressive or dismissive. It's to practice “gracious assertion": • Replace "Sorry to interrupt" with "I'd like to add to that" • Replace "This might be stupid, but..." with "Here's another perspective" • Replace "I hope this makes sense" with "Let me know what questions you have" • Replace "I don't want to step on toes" with "I have a different approach" • Replace "This is just my opinion" with "Based on my experience" • Replace "Sorry if I'm being pushy" with "I feel strongly about this because" But how do you know if you're hitting the right note? Ask yourself these three questions: • Am I stating my needs clearly while respecting others' perspectives? (Assertive) • Am I dismissing others' input or bulldozing through objections? (Aggressive) • Am I hinting at what I want instead of directly asking for it? (Passive-aggressive) You can be considerate AND confident. You can make space for others AND take up space yourself. Your comfort matters too. Your voice matters too. Your ideas matter too. And most importantly, YOU matter. @she.shines.inc #Womenleaders #Confidence #selfadvocacy

Break down your own barriers! Two years ago, when I became the CEO of DIAGEO India, there was a flurry of excitement in the media and social media, and congratulatory messages were pouring in as I took charge of one of the leading beverage alcohol companies in India. I often get asked about my journey as a Woman Leader, and I wanted to share a few things that worked for me. I hope this inspires you too! 4 simple truths that galvanized my journey as a business leader: ⚫ Don’t be afraid to voice your ambition: When I joined #Diageo as Managing Director of Africa Emerging Markets, I shared my aspirations of seeing myself become part of the Executive Committee. At first, I thought I was being presumptuous or even vain. But then I asked myself, ‘What would a man do in my position?’ and I felt that he would not hesitate to say so and perhaps say it very assertively. ⚫ Include men in the conversation: One of my male colleagues in Diageo, London was so intent on driving change that he had his junior women colleagues reverse mentor him. He went on to become one of our strongest proponents at the workplace and being vocal about driving inclusion. ⚫ Your family is your biggest support system, so use it: Talk to them, have them participate in job decisions, career moves. I remember seeking help from my mom and husband, even talking to my children about how they felt about me working and whether they were ok if I couldn’t go to every parent teacher meeting. The answer I got from them as they became older was ‘No mom, we’re very proud of what you’re doing!’ ⚫ Aim for butterflies-in-the-stomach kind of goals: Do you remember jumping out of bed when you were younger, ready to take on the world. Well, who says you can’t have that same drive now? When I came in as the CEO and set a target of sustained double-digit growth and becoming debt-free, there were a few nay sayers. But when you aim high, set lofty goals, you end up surprising yourself and others. So, what are your learnings? I would love to hear about your journey and learnings along the way! #womenleaders #CEOInsights #leadership #glassceiling #learnings #keepwalking #DiageoIndia

"Don't get married otherwise your career will be ruined." This was advised to me by many of my friends & acquittances 11 years ago, when I was about to start next phase of life. Today, they are willing to join my company. As a professional and a mother, I have experienced a rollercoaster of challenges and triumphs. My journey in the corporate world has been a balancing act, where every step forward has been accompanied by a juggling act of responsibilities. 🎢 🔹 The Balancing Act: Balancing the demands of a career and the joys of motherhood is no small feat. There have been days when I had to be present in important meetings while worrying about a sick child at home. Striking the right balance between work commitments and family needs has been an ongoing challenge. But it has taught me resilience and adaptability. 💪 🔹 Societal Expectations: Society often imposes unrealistic expectations on working mothers, making them feel guilty for pursuing their careers. It's crucial to challenge these stereotypes and celebrate the strength and determination of working mothers. I have learned to focus on my achievements and skills, rather than conforming to societal norms. 🌟 🔹 Facing Biases: Unfortunately, gender bias still exists in the workplace. As a working mother, I have encountered subtle prejudices that questioned my dedication and commitment. I combat these biases by proving my capabilities through hard work and determination, breaking down barriers for future generations. 🚧 🔹 Childcare Struggles: Finding reliable and suitable childcare options has been an ongoing struggle. Entrusting the care of my children to others was initially tough, but it allowed me to focus on my career knowing my children were in good hands. Building a support network of trusted caregivers and family members has been invaluable. 👶 🔹 Time Management: Managing time efficiently has been a critical skill to master. Between deadlines at work and ensuring quality time with my family, I've had to learn to prioritize effectively and delegate tasks when needed. Time management has helped me maintain productivity while also being present for my loved ones. ⏰ 🔹 Career Advancement: Advancing in my career has been an upward battle. The fear of being overlooked due to motherhood can be daunting. However, I've learned to advocate for myself, seek mentorship, and seize opportunities to showcase my capabilities, proving that motherhood is not a hindrance but a source of strength. 📈 Embracing the challenges as a working mother has enriched both my professional and personal life. Every obstacle has presented an opportunity for growth and learning. I am proud of the journey I have undertaken, and I hope my story inspires other working mothers to pursue their dreams without hesitation. Together, we can redefine success and create a more inclusive and supportive work environment for everyone. 🌈💼 #WorkingMother #CareerAndFamily #DiversityAndInclusion #SuccessStory

Empathy vs. Accountability: Striking the Right Balance A reoccurring theme has been coming up in a bunch of our inquisitive empathy workshops recently. Clients have been coming to us saying that while yes, they need to build more safety, trust, and empathy amongst their teams, they also need to create more accountability. They need to figure out how to challenge their teams, how to produce productive conflict, how to put pressure on their people to get the best out of them, and inspire them to rise up. And that's a difficult line that a lot of companies are navigating—running the balance between empathy and accountability, between high challenge and high support, between tension and ease, between overcooked pasta and undercooked pasta. Al dente. Well, we've invented a matrix. It’s the Empathy-Accountability Model, and it’s all about striking the balance. •When we lean too far in one direction, we risk burnout and disengagement. •When we lean too far the other way, we get inefficiency and misalignment. But when we work together—empathy and accountability—we build trust, growth, and long-term success. Check it out: Too much accountability, not enough empathy → Burnout Zone •Employees feel overwhelmed and undervalued. •High expectations without support lead to disengagement. Too much empathy, not enough accountability → Chaos Zone •Without clear standards, performance drops. •A culture of leniency leads to inefficiency and misalignment. Neither empathy nor accountability → Apathy Zone •Employees lack direction and motivation. •Stagnation and low morale take over. The ideal balance → Thriving Zone •Leaders create a culture where people feel valued yet challenged. •Teams are supported and held to high standards, driving sustainable success. Top five tips I've been teaching: 1. Set Clear Expectations with Empathy (Challenge with Empowerment) 2. Listen First, Then Lead (Empathy without Action is Empty) 3. Use Constructive Feedback, Not Just Criticism (Appreciative Inquiry) 4. Model the Behavior You Expect (Be the Positive Contagion) 5. Encourage Ownership and Autonomy Great leadership isn’t about choosing between empathy and accountability—it’s about integrating them. When we train leaders HOW to get this balance right through our tactical skills based trainings (Inquisitive Empathy Workshops), people feel valued, challenged, and motivated to do their best work. Check out the matrix below. Ignore the UX lol.

The Real Reasons Women are Exiting the Workforce As a senior leader at the intersection of policy, product, and advocacy, I've witnessed a critical trend that demands our attention. I've witnessed, firsthand, a disheartening trend: accomplished women, poised for leadership, choosing to exit the workforce. This exodus isn't due to a lack of ambition or capability but stems from systemic challenges that remain unaddressed. Top 3 Reasons Women are Quitting: 1/ Burnout Epidemic: Balancing high-stakes professional roles with personal responsibilities often leads to chronic stress and exhaustion. Many women find themselves at a breaking point, questioning whether enduring this relentless pressure is sustainable.The absence of adequate support systems exacerbates this fatigue, making the option to step away seem like the only viable solution. 2/ Comfort Zone Trap: Many talented women are paralyzed between known mediocrity and unknown potential. The fear of breaking away from 'comfort' keeps them stagnant. 3/ Stagnation in Career Advancement Despite their dedication and expertise, numerous women encounter barriers that hinder their progression into senior leadership roles. This glass ceiling not only stifles their professional growth but also diminishes their motivation to remain within organizations that fail to recognize and reward their contributions. I recall a conversation with a mentee—a brilliant product manager and mother of two. Despite her exemplary performance, she felt perpetually on the brink of burnout, unseen in her aspirations, and constrained by an inflexible schedule.Her story is not unique but echoes the experiences of many. The solution I proposed to her focused on three critical strategies: 1/ Speak to your manager about a flexibility and office timings that allow her to balance professional responsibilities with family needs. Manage your time more effectively and wisely 2/ Create a career progression plan in the current job that identifies opportunities available for exceptional impact and a future promotion, to break the stagnation she found herself in 3/ Contribute to organisation wide initiatives that establish open communication channels and implement policies that support work-life balance, in turn helping others through the same dilemma. This demonstrates commitment to her and her organisations collective success. Women aren't just leaving jobs—they're making powerful statements about workplace culture. It's imperative that we, as leaders and organizations, confront these challenges head-on. Creating structured mentorship opportunities can provide women with guidance, support, and advocacy, helping them navigate career challenges and advance into leadership roles. Mentorship isn't just support—it's survival. Your Turn: >> What trends have you noticed contributing to this issue, and >> How can we collaboratively create a more inclusive and supportive workplace for all?

As a manager or aspiring leader, you’ve likely felt the tug-of-war between work and personal life. It’s a challenge that doesn’t come with a one-size-fits-all solution, but it’s one that demands intentionality and self-awareness. Let me share a bit of my journey and some strategies that have helped me navigate this delicate balance. The Trap of Autopilot There was a time when my work calendar dictated my life. I’d say “yes” to every request, every meeting, and every task without pausing to ask: “Is this the most important thing right now? Can I delegate this? Do I even need to do this at all?” This autopilot mode led to burnout. I realized that balancing work and life isn’t about splitting time equally; it’s about prioritizing what matters most in each season of life. The Power of Alignment One of the most transformative tools I’ve adopted is color-coding my calendar. It’s a simple yet powerful way to visualize how I’m spending my time. Here’s how it works: At a glance, I can see if I’m in alignment with my priorities. Defining Success Success looks different for everyone, but for me, it’s about ease and impact. - In my career: Success isn’t just about climbing the ladder; it’s about creating flow and space. It’s about helping my team have “ah-ha” moments and seeing things from new perspectives. - In my personal life: Success is about creativity, self-care, and meaningful relationships. It’s about traveling and spending time with loved ones without worrying about missing something at work. Morning Rituals for Grounding I’ve learned that how I start my day sets the tone for everything that follows. My morning routine includes: - Journaling: To clear my mind and set intentions. - Meditation: To center myself and cultivate calm. - Movement: Whether it’s yoga, a walk, or a quick workout, moving my body energizes me. These practices help me stay grounded and focused, even on the busiest days. The Art of Brain Dumping I’ll admit, I haven’t found the perfect system for staying organized. It’s a mix of paper, online tools, and memory. But one practice that has been a game-changer is **brain dumping. Every few days, I take 10 minutes to jot down everything on my mind—tasks, ideas, worries, you name it. It’s a way to declutter my thoughts and ensure I’m not forgetting anything important. A Call to Action If you’re feeling overwhelmed or out of alignment, I encourage you to take a step back and ask yourself: - What does success look like for me right now? - Am I prioritizing what truly matters? - What’s one small change I can make today to create more balance? Remember, work-life balance isn’t a destination; it’s a journey. It’s about making intentional choices and being kind to yourself along the way. What’s one strategy you use to balance work and life? Share your thoughts in the comments—I’d love to hear from you!

If you’re scaling fast and things feel a little…wobbly, you’re not alone. It tends to feel like this: → Roles and goals are getting fuzzy. → Decisions are slowing down. → And you’re starting to feel the pressure of being in everything, all the time. Yep, I see you. And I believe your 1-1s could be the secret sauce to scaling smoothly. Yeah, those chats you’re already having with your team? They’re not just great for trust, feedback, and psychological safety (big fat YES PLEASE to all of that). They’re also one of the most underused tools for designing your company Operating System. Because when used right, your 1-1s can: ➤ Reveal where systems are breaking ➤ Clarify who owns what ➤ Spot decision bottlenecks ➤ Uncover the real culture at play And, they help you reduce that old founder dependence that's keeping you deep in the detail. So, let’s upgrade your 1-1s into a design tool that make your conversations a goldmine for building connection AND systems, clarity, and culture: 1️⃣ Map the full work journey Why? You’re not just collecting feedback about what's working and not working you’re designing workflows that scale. 💬 Example question: “Walk me through a recent project, from idea to delivery. What helped or got in the way?” 🟰 This helps you design repeatable, scalable ways of working, by making invisible systems visible. 2️⃣ Uncover decision friction Why? If your team’s always waiting for founder input, you’re stuck (and likely stressed). 💬 Example question 1: “When you’re unsure, who do you go to?” 💬 Example question 2: “What decisions do you wish you could make yourself?” 🟰 Use this to design smarter decision rights and autonomy levels. 3️⃣ Spot org debt early Why? Duplication. Gaps. Confusion. They creep in fast. 💬 Example question 1: “Where is it unclear who owns what?” 💬 Example question 2: “Where do you feel like you’re reinventing the wheel?” 🟰 These insights shape roles, boundaries, and team structure. 4️⃣ Decode cultural signals Why? Operating systems are processes AND patterns of behaviour. 💬 Example question 1: “What gets rewarded here?” 💬 Example question 2: “What feels off - something we say we value, but don’t really practice?” 🟰 Perfect for informing rituals, values-in-action, and behavioural norms. See what’s happening? By bringing some of these questions into your 1:1s (FYI, you don't need to ask them all at once, that would be INTENSE) you can build connection, and co-design the system to ensure smooth scaling. Every 1-1 is a design input. Use it to create the systems, clarity, and culture that scale with you. #Scaling #companyOperatingSystem #HighPerformanceTeams ------ Hi 👋 I'm Alicia, co-founder of The Future Kind. We collaborate with founders, C-suite and People Ops leaders to design company operating systems that scale. Want to know more? Follow along or DM me, I love to hear form you. 💌

I have worked with a CEO who was losing top talent despite hitting all business targets. The diagnosis? All drive, insufficient empathy. People felt like tanks were empty, couldn’t go on anymore. I also coached leaders whose team loved them deeply but consistently missed strategic goals. All empathy, insufficient drive. This pattern reflects what research confirms: exceptional leaders master BOTH empathy and drive - but it's remarkably rare. According to Zenger Folkman's study of 4,000+ leaders: ➤ Drive-focused leaders deliver results but create burnout ➤ Empathy-focused leaders build loyal teams that may miss targets ➤ The elite 15% who master both create sustainable success Here’s the 5 approaches that I developed to balance both: 1️⃣. Weave empathy into your goals by involving your team in planning. They'll feel ownership AND deliver stronger results. 2️⃣. Read each situation carefully. Sometimes your team needs a supportive ear; other times, they need clear direction to cross the finish line. 3️⃣. Ask for honest feedback about how you balance drive and care. Then actually implement changes based on what you hear. 4️⃣. Invest in developing your emotional intelligence alongside your business acumen. The combination is powerful. 5️⃣. Communicate transparently about both goals and challenges. This builds alignment while maintaining genuine connections. Combine these two strengths, and you won’t just lead; you’ll elevate teams beyond what they ever imagined possible. Catherine Catherine Li-Yunxia (Transforming leaders, Moving the world)

About a year ago, I was coaching a senior leader—brilliant, consistent, and highly respected in her organisation. But she came into our sessions feeling like she was constantly underperforming. Why? Because she couldn’t sustain the “ideal routine” everyone around her seemed to swear by: 5am wake-up, gym, journaling, focused deep work by 8. She’d try, crash midweek, and blame herself. In the corporate world, we’ve romanticised a very narrow, often masculine-coded version of productivity. It assumes linear energy, uninterrupted schedules, and a support system that frees you up for singular focus. But that’s not the reality for many women leaders. Their days begin with school drop-offs, mental checklists for ageing parents, or managing invisible emotional labour before the first email is even opened. Add to that the cyclical nature of hormonal energy—and the model begins to crack. In our coaching work, she didn’t need a mindset shift—she needed permission to lead differently. To work in cycles, not straight lines. To rest without guilt. To stop viewing self-care as a soft skill. Her performance didn’t drop—her sustainability rose. Organisations often invest in leadership development but forget to question the success archetypes we’re pushing women into. When we make space for personalised, gender-intelligent rhythms of work, we don’t just prevent burnout—we unlock longevity. Because real performance isn’t about rigid routines. It’s about building systems that actually fit the people we hire.

Is work-life balance a myth? 🤔 Recently I had a family emergency, and I had to let work take a backseat for a few days. It got me thinking about Work-Life balance. I've been an entrepreneur for over a decade and a mom for almost as long. The juggling act between work, parenting, and personal life is a real challenge as many of us would know. But some things have helped me a lot… 1️⃣ My amazing support system—my parents, kids and husband. They have supported me through the high’s and low’s. They’ve been backing me since the start and their help is invaluable in allowing me to be both a business leader and a present mom. 2️⃣ Boundaries are crucial. When I walk through my front door, the entrepreneur hat comes off and the mom hat goes on. My daughter and husband get my full attention. This dedicated family time is not just for them; it's a reset for me too. 3️⃣ Hobbies are your friend. I’ve taken up yoga and fitness. It's more than a physical workout; it's my mental reset button. It’s also a form of self-care. Striking work-life balance is tough but absolutely achievable. Prioritise what’s essential in that moment—family, self-care, or business—and you can excel at each one of them. What do you think about Work-Life balance? #Entrepreneurship #WorkLifeBalance