Your team member struggles with assertiveness. How can you provide feedback that empowers their leadership?

Begin by acknowledging the strengths of your team member. Recognize their unique qualities, such as strong communication skills, reliability, creativity, or a proactive attitude. Highlighting these strengths not only provides a positive foundation for the conversation but also reinforces their value to the team. For example, "I want to start by saying how much I appreciate your dedication and innovative thinking. Your ability to connect with clients and your problem-solving skills are truly exceptional. These qualities are invaluable to our team and demonstrate your potential as a future leader."

Provide strength-based feedback. The lack of assertiveness often comes from a lack of conviction in the knowledge, expertise or even in themselves. So support the team member by highlighting the strengths, and the points that you think (from your perspective) especially deserve to be shared with the world. Help them see how it will make a difference to stand firm on their idea or approach. Then watch them grow. If necessary, then start providing tips and tricks on powerful body language, and how to powerfully come across in meetings and on stage. It often starts with the body. If the body shows assertiveness, then you have helped them a long way.

Begin by acknowledging their existing strengths. This sets a positive tone and reinforces their value to the team. Example: “I’ve noticed how detail-oriented you are in your project planning. Your meticulous nature ensures we don’t miss any critical steps.”

En mi experiencia, lo que funciona muy bien en estos casos es dar la confianza necesaria a la persona para sentirse empoderado(a). Esta confianza, se construye a través del reconocimiento de las fortalezas y el dar evidencia que, en efecto, son fortalezas con las que cuenta el colaborador; ayudar a hacer visible estos activos, herramientas y/o capacidades a través de ejemplos reales y concretos. Hecho esto, es muy importante el establecer objetivos y/o metas específicas y junto con ello, hacer el seguimiento periódico respectivo. En todos los casos, dando visibilidad a aquellos activos, capacidad y/o herramientas que han permitido lograr o exceder en los cumplimientos.

To empower a team member who struggles with assertiveness, provide constructive feedback that is specific, supportive, and actionable. Start by acknowledging their strengths, particularly in areas where they show potential for leadership. Discuss instances where more assertiveness could have changed outcomes, focusing on the positive impacts of assertive behavior in those situations. Encourage them by outlining clear, practical steps they can take to develop this skill, such as speaking up first in meetings or taking the lead on a small project. Offer to have them work with a coach to build confidence. Regularly check in to provide ongoing support and acknowledge progress, reinforcing their growth in assertiveness and leadership capability.

Provide concrete examples where their assertiveness could have made a difference. Example: “In our last meeting, there was a moment when your input could have steered the discussion. Sharing your thoughts on the new process would have added valuable insight.”

Offer Examples: To help your team member understand what assertiveness looks like, provide concrete examples. Share scenarios where assertive behavior would be beneficial and demonstrate how it can be applied. For example, you could say, "In yesterday's meeting, you had a great idea but hesitated to share it. Next time, confidently presenting your ideas will show leadership and initiative." Use role models or past instances where assertiveness led to positive outcomes. Offering specific examples makes the feedback tangible and actionable, guiding them towards assertive behavior.

Be Specific: Give clear examples of situations where increased assertiveness would be beneficial. Explain the positive impact it could have on their work and the team. Offer Support: Suggest specific actions or behaviors that can help them become more assertive. Role-playing scenarios or providing assertiveness training resources can be helpful.

A example of this:One time at work, during our quarterly planning meeting, you had a fantastic idea for improving our client onboarding process. However, you hesitated and didn't share it with the group. Your suggestion could have streamlined our operations and enhanced client satisfaction. In that situation, you could have asserted yourself by saying, "I have an idea that might improve our onboarding process. I believe it could save us time and enhance the client experience." By presenting your thoughts confidently, you would have demonstrated leadership and contributed valuable insights. For future meetings, try to prepare a few key points you'd like to share and practice how you'll present them.

To effectively coach your team member on assertiveness, provide specific examples of situations where they could have been more assertive. Avoid vague feedback; instead, describe particular instances and suggest alternative approaches they could have taken. This clarity helps them understand the practical application of assertiveness in their daily interactions and equips them with clear strategies for improvement.

Active Listening: Practice active listening when discussing assertiveness with your team member. Show empathy and understanding by listening to their concerns and perspectives. This builds trust and opens the door for honest dialogue. For example, you might say, "I understand it can be challenging to speak up in meetings. Can you share what makes it difficult for you?" By actively listening, you can identify underlying issues and collaboratively develop strategies to enhance their assertiveness. This approach ensures they feel heard and supported in their growth journey.

Active listening is a crucial component of providing effective feedback and supporting team members. Show Genuine Interest: Give your full attention to the team member. Put away distractions, maintain eye contact, and show that you are fully engaged in the conversation. Use Open-Ended Questions: Ask questions that encourage the team member to express their thoughts and feelings in detail. For example, “Can you tell me more about how you felt during that meeting?”

Active listening is important because it enhances communication and builds stronger relationships within a team. One time at work, I noticed that during team discussions, you were quick to offer solutions but sometimes missed important details from others' contributions.

Role Play: Role-playing exercises can be highly effective in building assertiveness. Create safe, controlled environments where your team member can practice assertive communication. For instance, simulate a scenario where they need to assert their opinion in a team meeting. Provide feedback and guidance during the exercise, highlighting both strengths and areas for improvement. Role play helps them gain confidence and experience in assertive behavior, making it easier to apply these skills in real-life situations. It's a practical way to bridge the gap between theory and practice.

Role-playing can be a powerful tool for developing assertiveness. Create scenarios where your team member can practice speaking up and expressing their thoughts confidently. This safe environment allows them to experiment with different styles of communication and receive immediate feedback. With practice, they will become more comfortable with assertiveness and start to incorporate it into their leadership style.

Set Goals: Work with your team member to set specific, achievable goals for developing assertiveness. These goals should be clear, measurable, and time-bound. For example, "In the next month, aim to contribute at least one idea in each team meeting." Setting goals provides a roadmap for their development and allows for progress tracking. Regularly review these goals together and celebrate achievements to maintain motivation. Goal-setting gives a sense of direction and purpose, empowering them to take proactive steps towards becoming more assertive.

Setting goals is important because it provides a clear roadmap for development and helps measure progress. One time at work, I noticed that our team member, Alex, struggled with asserting his ideas during meetings. To help him improve, we worked together to set realistic goals for enhancing his assertiveness. For example, we decided that over the next month, Alex would aim to contribute at least one idea in each team meeting. This goal was specific, measurable, achievable, relevant, and time-bound (SMART). By having this clear objective, Alex could focus his efforts on preparing and confidently sharing his thoughts.

Set Goals: Work with them to set realistic and achievable goals for developing assertiveness. Monitor progress and provide ongoing feedback and encouragement. Model Assertive Behavior: Demonstrate assertiveness in your interactions. Lead by example, showing them how to balance assertiveness with respect and empathy.

Encouraging mentoring can significantly help a team member develop assertiveness and leadership skills. Identify a Suitable Mentor: Choose a mentor who exemplifies strong assertiveness and leadership skills. This mentor should be someone who is approachable, patient, and willing to invest time in developing others. Set Clear Goals: Define specific objectives for the mentoring relationship, such as improving communication skills, increasing confidence in decision-making, or handling difficult conversations.

Encouraging mentoring is beneficial for an organization because it fosters professional growth and development among team members. One time at work, I saw how mentoring positively impacted our team when Sarah sought guidance from a senior manager known for their assertive leadership style. By connecting with a mentor who exemplifies assertive leadership, Sarah gained valuable insights and practical advice tailored to her journey. The mentor shared their experiences, provided constructive feedback, and helped Sarah navigate challenges with confidence. This relationship not only inspired Sarah but also equipped her with skills to assert her ideas effectively in team settings.

Mentoring is a vital strategy for team members struggling with assertiveness, trust, open communication, and leadership skills, enhancing self-awareness, providing personalized support, and fostering a supportive culture. • Foster a supportive environment: Encourage open communication, active listening, and mutual respect. • Focus on specific behaviors: Highlight areas needing improvement. • Highlight strengths: Highlight existing skills supporting assertiveness. • Provide constructive feedback: Avoid criticism and focus on skills development. • Offer coaching and mentoring: Develop assertiveness skills through role-playing, communication, and problem-solving strategies.

Feedback Delivery: Tailor your feedback to their communication style and preferences for constructive criticism. Support System: Offer ongoing support and encouragement as they work on developing assertiveness skills. Feedback Loop: Establish a feedback loop where you check in regularly on their progress and adjust approaches as needed. Celebrating Progress: Recognize and celebrate improvements in their assertiveness to reinforce positive behaviors and growth.

Feedback Frequency: Provide regular, timely feedback to reinforce positive behaviors and address areas needing improvement promptly. Supportive Environment: Foster a supportive team environment where mistakes are viewed as opportunities for learning and growth rather than shortcomings. Skill Development: Offer opportunities for training or workshops focused on assertiveness, communication styles, and leadership development. Feedback Mechanisms: Establish open channels for ongoing feedback, ensuring your team member feels comfortable seeking and receiving input on their assertiveness and leadership skills.

Make the feedback a collaborative process. Hear from them and get their perspective while also providing them with both what went well and what they could improve on. Make sure you prioritize celebrating their wins not just listing out everything they could have done better.

When providing feedback to a team member struggling with assertiveness, focus on fostering their growth and empowerment. Acknowledge their strengths and encourage them to leverage those strengths in asserting their ideas and opinions. Offer specific examples of situations where assertiveness could have made a positive impact, and provide actionable strategies or role-playing exercises to help build their confidence. Emphasize that assertiveness is about effectively expressing oneself while respecting others' perspectives, and reassure them that you're there to support their development every step of the way.

One of the most effective ways I've used to empower team members who struggle with assertiveness is to build their confidence. As a leader, you can create an environment and foster relationships that make them feel assured that you have their back, as long as they keep their interactions professional and kind. Many feel hesitant to assert themselves when they aren't sure if they have the unwavering support of their leader!