Balancing Professionalism and Personal Connection

✅ Tip 1 How to confidently tell your interview stories with humility. My client, a director at a global high-tech company, and I worked on interview prep this week. Story after story, she glossed over how she had to present a business case to win the time and financial resources for the multiple projects she and her team were working on. These complex stories involved deep market analysis, collating the insights, and then presenting them to the executive team for buy-off. And then ... she and her team won. They created products and services that make a difference for millions and millions of business owners. Flip the script! Focus on *both* 'I' and 'We' 🔦 . On one hand, you strip away your power when you do not explain what *you* led. On the other hand, you fear you will come across as a braggart if you say 'I' too much. Balance the two words - 'I' and 'We.' What did you lead? How? What were the challenging conditions? Then, talk about "we accomplished" and "the team achieved X results" while subtly including your role in leading or driving that success. You can show you are a humble leader who lifts and showcases other people's work without diminishing the hoops you had to jump through to achieve those amazing results. Do you struggle with sharing your success stories? #jobs #careers

Want To Master the art of building confidence and owning achievements without feeling boastful? Use These 5 Techniques To Promote Yourself. I have been in the Sales industry for 15+ years. During that time, I have closed millions in sales deals while building high-performing teams in male-dominated industries. I recently had the honor of presenting at the INBOUND conference, where I shared insights on how Women Sell Better by Leveraging Diversity to Boost Sales. In fact, I’ve invested so many hours into mastering my craft that I’ve developed frameworks and techniques that not only increase sales but transform how professionals see themselves and their abilities. But do you want to know a secret? I actually use the same five proven techniques every time. Technique #1: The Acknowledge & Affirm Strategy Here’s how it works: - Step 1: When someone compliments you, pause and fully absorb it. - Step 2: Acknowledge the compliment by saying, “Thank you,” but don’t stop there. - Step 3: Affirm it with “It’s true” or by stating the achievement behind the compliment. This simple template allows you to confidently own your accomplishments, transforming compliments into moments of empowerment. Technique #2: The Achievement Reflection Here’s how it works: - Step 1: Regularly reflect on recent successes, no matter how small. - Step 2: Write down your specific actions to achieve them. - Step 3: Share these reflections with others as part of your personal brand story. Quick note: Don’t downplay or brush off your accomplishments. That's a mistake. These steps work better when you fully embrace and communicate your wins authentically. Technique #3: The ‘Lead with Value’ Method Here’s how it works: - Avoid starting conversations with 'I did this' – it can come off as boastful. - Do lead with the value your action brought to the team or the client instead. - If you avoid self-centered language and focus on the value you create, you’ll unlock greater recognition and deeper connections. Easy, right? Technique #4: The Feedback Amplifier Here’s how it works: - Step 1: Ask for feedback on specific aspects of your work. - Step 2: Use the positive feedback to validate your strengths. - Step 3: Incorporate this feedback into your narrative when promoting your skills. Do these 3 things, and you’ll naturally amplify your confidence and others' perception of your expertise. Technique #5: The Confidence Anchor Here’s how it works: - Tip 1: Create a daily ritual where you recognize at least one thing you’ve done well. - Tip 2: Visualize a past success before entering a challenging situation. - Tip 3: Use affirmations to remind yourself of your strengths. That’s it! These techniques help you build unshakable confidence and promote your achievements without feeling boastful. #ThankYouItsTrue #OwnYourAwesome #WomenInSales

The other day, I made a lighthearted note on what not to do during networking with others. Many of you asked, "So, Amir, how am I supposed to approach things?" Here is that response. Here are my 13 steps to Approach Games Networking Effectively on LinkedIn: 1. Personalize Your Message and Build A Genuine Connection: Start with a warm, respectful greeting and, using feel and judgment without being over-the-top, show genuine interest in the person's professional work and achievements, referencing their LinkedIn profile. 2. Be Specific in Your Request: Clearly explain why you're reaching out and how they can assist you, being direct but polite. 3. Offer Value: Consider what you can offer in return, like expertise, insights, or connections. Networking should be a two-way street. Again not in not every situation but as appropriate with judgment, think of how you can help them. 4. Respect Their Time and Boundaries: Keep your message concise and professional. Be understanding if they are unable to respond immediately. 5. Consider Seniority: If you write the head of a studio, it might be hard to get a response. Give a thought to more junior folks who might also be able to help with what you need and might have the bandwidth to offer even more help with a common frame of perspective. 6. Avoid Overstepping Personal Boundaries: Keep the conversation focused on professional topics and avoid oversharing your private life or concerns or asking for personal favors. 7. Tailor Your Job Inquiries: If inquiring about jobs, express interest in specific roles you found that align with your skills and why you're a good fit. Don't just ask for a job or for them to "hold onto your CV." This won't go anywhere and isn't realistic given reach-out volume. 8. Write And Follow-Up Politely: If you don't receive a response, a polite follow-up is acceptable after 1-2 weeks. Respect if someone decides not to engage. Ensure all your communication is work-appropriate and polite. 9. Respect Privacy and Avoid Creepiness: Refrain from mentioning information that suggests extensive personal or non-professional research. 10. Adopt a Patient Approach to Networking: Understand that networking is about building relationships over time, not getting immediate results. Avoid treating your initial message as a sales pitch or creating a sense of urgency. Focus on gradually developing a connection, showing interest in their work and offering value, rather than expecting immediate favors or responses. 11. Proofreading: Make sure your spelling and grammar are perfect. If you need help (ONLY FOR EDITING), run it through ChatGPT and say "edit this for spelling and grammar," and then add your write-up. 12. The "Dream Job" Trap: Write people at a wide range of organizations, especially smaller ones. Everybody writes Nintendo and Blizzard - it's time to branch out. 13. No Spray And Pray: Don't blanket write everybody at an org. They will all know what you are doing and it will backfire.

So many people don’t like networking. And I understand why. They think networking is going to large events, milling around and trying to meet people, and hope something comes of it. People psych themselves out because: 📌 They feel pressure to be “on” and “perform” 📌 They don’t enjoy awkward small talk (who does?) 📌They think the goal is to meet as many people as possible This approach is unpleasant. And surface level. And doesn’t lead to real relationships and meaningful opportunities. No wonder you don’t like it! The best networkers stand out by playing a different game. Here’s how: ✅ Ask better questions. Have some interesting questions ready so your conversations are more meaningful. Rather than “what do you do?” you can ask “what are you most excited about right now?” ✅ Build in follow up Be on the lookout for an article you can send them or an introduction you can make. A thoughtful follow up helps you stand out. ✅ Play the long game – Strong connections aren’t built overnight. Invest in relationships without expecting immediate returns. When you stop treating networking as a numbers game and start approaching it as relationship-building, everything changes. And you’ll like it more. How do you make your networking more intentional? Drop your thoughts in the comments so we can all learn together!

Feelings aren’t always facts, but they are data.   As a people manager, you must acknowledge that your employees are human and emotional beings.    The fastest way to tank employee productivity and performance is to disregard their feelings. Creating an environment of open communication will help to minimize employees seething and suffering in silence. Don’t limit communication with your team to performance reviews and meetings. Be intentional about connecting with staff so you can have a pulse on where they are and what they are experiencing and better understand their personalities. Open communication is essential to reducing distrust, misunderstanding, and unclear expectations. Considering employees' feelings is validating and leaves team members feeling seen and heard. Remember, acknowledging and respecting your employees' emotions is not about coddling them but rather creating a culture of trust and respect. #emotionalIntelligence #wellbeing #psychologicalSafety

You’re not invisible. You’re just not posting enough. And when you learn how to write "breadcrumb posts," that will change. Here's the breakdown: 67.5% of professionals my team and I surveyed miss out on this platform by not consistently showing up. I see it all the time. Talented professionals thinking, “I don’t have big wins to share.” Or, “I need more followers before I post.” (Sound familiar?) Meanwhile, I work with people who have less than 3,000 followers—and they’re earning $35,000 a month from LinkedIn. Yes, you read that right. $35,000. With a small, engaged audience. Here’s what I’ve learned: → The magic isn’t in going viral. → It’s in showing up with small, real stories. → That’s what I call the "David effect." We all see the Goliath moments: “How I got 70,000 followers in 90 days,” or “Closed a $300k deal in 30 minutes.” Those are fun to read, but—let’s be honest—most of us don’t have those stories. But here’s the truth: 1) Over 70% of US CEOs say they deal with imposter syndrome. If they feel it, we all can. (You’re not alone!) 2) Small wins are the numero uno driver of motivation—for you and your audience. In fact, Harvard found that 76% of people had their best workdays after a micro win. Not after a big win, but a small step forward. Truth: → Micro stories (not hero stories) build trust and connection. → Posts with personal stories get about 40% more engagement. → Micro-influencers (under 100k followers) see 7% engagement. Big accounts? Only 1.7%. I see this in my own week. Yesterday, I found an AI tool that saved me five hours building a slide deck. That’s a micro win! Not flashy, but super helpful. What counts as a micro win? • Rolled out a new process at work • Helped a client solve a sticky problem • Got a referral from a past client • Spoke up in a meeting • Learned something new These are all "breadcrumbs." They're snackable and they lead back to you and fortify your brand in your audience's mind. If you’re waiting for a big story, you miss your moments. The gap between your audience and “hero” results is too wide. People want to see the small, relatable stuff. When you start sharing micro wins, you: → Build momentum → Grow trust → Attract more sales Start learning out loud. Start earning out loud. (Save this to remember how to "breadcrumb your content")

I used to think networking was just about handing out business cards and making small talk. But over time, I realized it’s about something much deeper: building genuine relationships that matter. 1️⃣ Be Intentional – Networking can be draining (trust me, I get it). Instead of saying yes to everything, choose events where you’ll actually connect with people in your industry or desired role. Quality over quantity. 2️⃣ Be Authentic – The best connections happen when you’re just you. People remember real, not rehearsed. Don’t be afraid to stand out. 3️⃣ Don’t Just Talk About Work – Some of the strongest professional relationships I’ve built started with conversations about music, travel, or even our favorite coffee spots. Your personal interests make you memorable. Networking isn’t about impressing people—it’s about forming real connections. And those connections? They can change everything. What’s one way networking has impacted your career? 👇🏽 Let’s share and grow together! #Networking #CareerGrowth #Authenticity

Do you ever feel like you're everyone's "work therapist"? Where people come to you and share their stresses, strains, pains and more? On one hand, it's wonderful to be helpful, compassionate, and supportive. (And boy do we need that more than ever!) On the other hand, unless you're actually a licensed mental health professional, you may be overstepping your helping role. This can both tax YOU emotionally, and underserve someone who really would benefit from professional help. As a manager, your role isn’t to diagnose or provide therapy, but to create the conditions where your team member feels supported, respected, and connected to the right resources. Here’s a breakdown of what's actually MORE helpful than being everyone's quasi-therapist. 1. Notice and acknowledge Pay attention to changes in behavior, performance, or engagement. Approach with empathy: “I’ve noticed you seem stressed lately—how are you doing?” 2. Listen, don’t diagnose Offer a safe, nonjudgmental space to talk. Focus on listening and validating feelings, not fixing or labeling the problem. 3. Connect to resources Know your organization’s policies, Employee Assistance Program (EAP), or mental health benefits. Encourage them to access professional help if needed. 4. Adjust work supportively Explore flexible options (deadlines, workload, schedules) where appropriate. Reinforce that performance expectations remain, but show willingness to adapt. 5. Model healthy behaviors Set an example by taking breaks, managing stress openly, and respecting boundaries. Normalize conversations about well-being so team members feel safer sharing. In short: Your role is to notice, listen, support, connect, and model. You’re not their therapist; you’re their leader, creating a culture where mental health is taken seriously and help is accessible. #mentalhealth #wellbeingatwork #stress

Sales Leaders: “Reps never give us feedback…” The best sales teams know how to get candid feedback from their reps. Feedback is critical for building a great culture. Here are two ways to get better feedback from your reps: ✅  Ask better questions. Don’t be lazy with your questions. Be pointed. And make it less personal. It’s hard to give a person feedback. It’s way easier to give feedback on a process. “What feedback do you have for me?” vs. “If you came up with this process yourself, what would you do differently?” ✅  Respond better when you receive feedback The biggest mistake leaders make here: a rep shares feedback in a group setting. And the leaders shuts them down. Then the entire team is afraid to share feedback. When you get feedback, thank the rep (regardless of their delivery). Restate back what you heard in your own words. And then share how you’ll use the feedback. Here’s an example: Rep: “I’m finding this new territory plan difficult. And I wish we could go back to the old system. I’m confused about exactly who owns the upsell/cross-sell because the BDR/AE/AM relationship isn’t totally clear with existing business.” Leader: “Thanks for sharing. So, you’re finding the new territory plan difficult. I’m guessing that you might be worried about the time it takes to implement this, and how it might affect your performance. And you want to avoid overstepping your bounds with your teammates?” Rep: “Yep.” Leader: “Got it. Totally legitimate concern there. Candidly, we’re still working out the kinks as a sales org. This is new for us. And it’ll likely take another quarter or two for everyone to feel comfortable. But what I’m hearing from you is that if we laid out a better process for exactly when and how you’ll interact with the BDR and AM assigned to your accounts, that’ll help you do your job. I’ll take this back to the rest of our team and come to the next all-hands with a clear plan. Sound good to everyone?” ============= If you want more feedback: 1) Encourage it 2) Respond well to it 3) Implement it Want more leadership strategies like this? 🎙️ Check out the rest of my interview with Alex Kremer on the Rising Leader Podcast here: https://lnkd.in/eUJhAPwc How do you encourage feedback from your reps? Let me know in the comments. #Sales #Prospecting #Outbound

🤐 "Dead Air" on Zoom? It’s Not Disengagement — It’s Cultural. 🌏 Your global team is brilliant, but meetings are met with silence. You ask for input, and… nothing. It’s not that they don’t care. It’s cultural. In many cultures, challenging a leader publicly can feel disrespectful. Speaking up might risk "losing face." So, instead of collaboration, you get cautious nods, and critical ideas die quietly. 💥 The cost? Missed feedback, hidden conflicts, derailed timelines, and talent feeling unseen and unheard. But it doesn’t have to be this way. 🚀 Here’s how to encourage real participation and build trust across cultures — starting today. 1️⃣ Invite opinions privately first. Many cultures value privacy and may hesitate to disagree publicly. Before the meeting, send out an agenda and ask for input by email or private chat. This gives team members time to reflect and feel safer sharing. 2️⃣ Create "round robin" sharing moments. During the call, explicitly invite each person to share, one by one. Use phrases like: "I’d love to hear a quick insight from everyone, no wrong answers." This reduces the fear of interrupting or "stepping out of line." 3️⃣ Model vulnerability as a leader. Share your own uncertainties or challenges first. For example: "I’m not sure this is the best approach — I’d really value your perspective." When you show it’s safe to be open, your team will follow. 4️⃣ Acknowledge and validate contributions publicly. After someone shares, affirm them clearly. For example: "Thank you for that perspective — it really helps us see this from a new angle." This builds psychological safety and encourages future participation. 5️⃣ Use cultural "mirroring" techniques. Mirror verbal and non-verbal cues appropriate to different cultures (e.g., nodding, using supportive phrases). Show respect for varying communication styles instead of forcing a "one-size-fits-all" dynamic. ✨Imagine meetings where every voice is heard and your team’s full potential is unlocked. Ready to stop the silence and turn diversity into your superpower? #CulturalCompetence #GlobalLeadership #InclusiveTeams #PsychologicalSafety #CrossCulturalCommunication