Workplace Etiquette

❌ I am not a Girlboss, a She-EO, or Bossbabe ❌ I am a founder that has a first-class degree, is building a successful startup, has raised millions in funding, regularly speaks at conferences and events, and has worked hard to build my reputation as a future of work thought leader Yes, my gender counted against me for some of these things, but prefacing my achievements with my gender subtly undermines them And even worse, it encourages the thinking that some of these things only happened because I am a woman "Girlification" is damaging to professional women 💥 Women with feminised job titles aren't taken as seriously 💥 The feminising of job titles makes the defaults male 💥 Most women hate these titles and feel infantilised by them Women deserve the same titles as their male counterparts, and the same level of respect that comes with these titles Or we can start referring to men as Boybosses, He-EOs, or Bropreneurs? Your choice ✌️ Honestly, all of these titles give me the ick 🤮 Flexa #GenderEquality #DiversityEquityInclusion #Startups

Getting Email Etiquette Right: Clear, Neuroinclusive Communication Email can be a minefield—too short and it seems abrupt, too long and it’s overwhelming. Have you read into an email and thought it was rude, abrupt or said something completely different to what it actually said? Did you find it hard to know what to do next? For some neurodivergent people, unclear language, implied meanings, or hidden expectations can make emails a source of stress. Here’s how to keep communication clear and more neuroinclusive: Be direct, not vague – Say what you mean. Instead of “Let’s catch up soon,” try “Are you free on Thursday at 2 PM for a 15-minute call?” Avoid reading between the lines – Not everyone picks up on subtle cues. If you need something, state it explicitly rather than hinting. Structure matters – Use bullet points, short paragraphs, and clear subject lines to make emails easier to process. Clarity over politeness overload – While greetings and sign-offs are important, excessive niceties (“Just checking in, hope you’re well, no rush but…”) can dilute the key message. Set expectations – If a response is needed, say when: “Please reply by Wednesday.” If not urgent, make that clear to reduce pressure. Neuroinclusive emails benefit everyone—less stress, fewer misunderstandings, and clearer communication. What would you add to the list?

The one superpower that transformed my communication at work (and it's not what you think). While working I realized the number one superpower you can have while communicating is to give context well. Sounds basic, right? But it's not as common as we think it is. Here's why context is everything: • It eases the other person's anxiety • Puts forward a clear ask • Makes them feel they're in a position to respond • Sets proper expectations from the start Yesterday, someone from first year reached out to me. She wanted help with case competitions and dumped 2 long messages in a minute (I'm sure they were pre-written). I was completely caught off guard. I had no clue: Who she was How she got my number Why she thought I should help What specific help she needed How much time it would take There was zero context and zero consent. My response? I warmly replied stating it's always good to set context first. Things could have better if she started with: "Hi Hemant, I'm [name] from [college], got your number from [source]. I saw your posts about case competitions/ know you from xyz place and was hoping you could spare 10 minutes to guide me on [specific area]. Would you be open to a quick call this week?" Here's what good context does: ✅ Establishes who you are ✅ Explains how you found them ✅ States your specific ask ✅ Respects their time ✅ Gives them an easy way to say yes or no Hell, even LLMs thrive on context. No context or bad context returns garbage results. If AI needs context to perform well, imagine how much humans need it! When I prompt ChatGPT, I always start with: "I'm a growth specialist working on X, my goal is Y, my constraints are Z, please help me with..." The results are 10x better than just asking "help me with marketing strategy." The best presentations, case solutions, and client pitches I've seen all start with solid context. The worst ones jump straight into solutions without establishing the problem. My new rule: Whether I'm messaging a colleague, writing emails, or even prompting AI - context first, ask second. How often do you receive messages or emails that leave you confused about what the person actually wants? And be honest - how often do you send them yourself? At this moment, I do it a lot but my goal is to reduce it as time goes. What's your approach to setting context in professional communication? P.S. - Next time you're about to send that "quick question" message, pause and add 30 seconds of context. Your recipient will thank you for it. #communication #context #professionaltips #mba #iimk #workplaceskills #networking

Does calling someone ‘Sir’ or ‘Ma’am’ foster respect, or does it create distance? In our culture, respect is often tied to formality. “Sir” and “Ma’am” are ingrained in how we address seniors. But in today’s startups and modern workplaces, I’ve seen how these titles can sometimes work against us. I’ve seen moments when team members hesitated to speak up, thinking their ideas wouldn’t “matter” in front of senior leaders. That’s when it clicked—these titles might sound respectful, but they can create invisible barriers. Here’s what I’ve observed: - Titles often make junior employees second-guess sharing ideas. - They reinforce power dynamics instead of breaking them. - And while they sound courteous, they don’t guarantee collaboration. At Supersourcing, we’ve shifted focus from formalities to substance. Respect, to us, means: - Building trust through open, judgment-free communication. - Valuing ideas for their merit, not the rank of the person sharing them. - Empowering everyone to speak up and contribute, regardless of their title. This change has led to a more collaborative, inclusive environment where everyone’s voice matters. 💡 What’s your take: Do titles belong in today’s workplaces, or are they holding us back?

“Respect at work isn’t about titles. It’s about how we treat each other.” Recently, I came across a story from someone working at a CS firm. They were preparing for a case listed on Monday’s board. Hard copies had to be ready for the bench. On Friday, they informed their boss that a folder was missing and requested a copy of the application. The boss brushed it aside. The next day, when reminded again, things escalated. Not because of the work. Not because of a missed deadline. But because the associate addressed the boss as Mr. __ instead of Sir. The boss snapped: “Don’t dare to talk to me like this. Do refer to me as Sir. Not Mr.” Here’s the irony: This same boss casually calls others bhaiya, arey, and even uses profanity when angry. But when respect was expected back, it wasn’t about tone or professionalism — it was about a title. It raises a bigger question: 👉 Is respect at work really tied to words like “Sir/Ma’am”? 👉 Or is it about consistent professional courtesy, regardless of hierarchy? 👉 And most importantly — should respect be a one-way street? In today’s workplaces, especially with younger professionals stepping in, formality around titles is shifting. For many, respect isn’t shown through “Sir/Ma’am.” It’s shown through listening, fairness, and equal professionalism. What do you think? Does not using “Sir/Ma’am” automatically mean disrespect? Or should we move beyond titles and focus on how we treat each other every day? #WorkplaceCulture #RespectAtWork #Leadership #ProfessionalGrowth #LinkedInDiscussion #CorporateLife

𝗢𝗡 𝗕𝗘𝗜𝗡𝗚 𝗛𝗘𝗔𝗥𝗗 I was once in a meeting where I relayed an idea. I was a VP. There was another male VP in the meeting. And our boss. The meeting went on as if I didn't say anything. Then, the male VP relayed the same idea. And the boss said, "Great idea!" The oversight wasn't necessarily intended. It manifested an unconscious bias that often goes unnoticed in our daily interactions. Recognizing this is the first step toward making meaningful changes. When a woman states an idea, it may be overlooked, but everyone notices when a man repeats it. This is called the “stolen idea.” When a male coworker runs away with a woman’s idea, remind everyone it originated with her by saying something like, “Great idea! I loved it when Katie originally brought it up, and I’m glad you reiterated it.” If someone takes your idea, you can speak up for yourself by saying, “Thanks for picking up on that idea. Here’s my thought. . .” (then add something new). Ways that we can make sure women’s ideas are heard: 1. Invite other women to speak 2. Distribute speaking time equally 3. Ask to hear from women who are being interrupted and spoken over 4. Amplify other women’s ideas by repeating them and giving credit 5. Praise and showcase other women’s work 6. Create systems to distribute “office housework,” such as note-taking, in meetings 7. Share public speaking opportunities with women who have less power or privilege 8. Share pronouns In reflecting on this experience, I'm reminded of the importance of RAW leadership: Being 𝗥𝗘𝗔𝗟 in acknowledging our biases and striving for equity, Being 𝗔𝗖𝗧𝗜𝗩𝗘 in amplifying and crediting ideas regardless of their source, and recognizing the 𝗪𝗢𝗥𝗧𝗛𝗬 impact of ensuring every voice is heard and valued. By adopting these practices, we can dismantle unconscious biases and create a more inclusive environment where everyone feels seen and heard. How do you ensure all voices are heard in your spaces?

“You’re being so bossy.” I can’t tell you the amount of times my partners, many of whom were men, would tell me this after a meeting or presentation. Yet, I’d take the feedback to heart. I’d shrink myself down and quiet my voice. I bet you can guess what they said next. “You’re too … nice.” Sadly, this double standard hasn’t improved much since my days waffling between being labeled a “dragon lady” or a pushover. In my coaching practice, my clients who are women of color bring this issue up constantly. It’s a fine balancing point. Here’s my advice, for both women and men: 📣 Couple assertive body language with collaborative language. My favorite combo is the Power Pose (think Wonder Woman) while speaking clearly, and succinctly in an open, inviting way. 📣 Drop qualifiers (“maybe,” “probably,” “I think”) and permission-seeking (“excuse me,” “sorry,” “may I”) when stating a point of view or making a request. 📣 Add framing statements to prepare people for assertiveness. Here’s an example: “I’m going to express my views very directly because it’s important for me to be clear where I stand.” Ready to dig deeper into these topics? Join my email newsletter for more leadership insights. https://lnkd.in/ePKX2VC8 

She stopped replying to work emails after 6 PM—and here's what happened. They used to pride themselves on being available 24/7. Emails at 10 PM? No problem. Weekend calls? Bring it on. But over time, they noticed: - Increased fatigue - Decreased productivity - Strained personal relationships One day, they decided enough was enough. They set clear boundaries: - No emails after 6 PM - Weekends are off-limits - Vacations are for recharging The initial anxiety was real. Would they miss something urgent? Would their team feel unsupported? But here's what actually happened: - Improved Productivity: They were more focused during work hours. - Better Decision-Making: A rested mind led to better choices. - Enhanced Team Empowerment: Their team became more autonomous. - Personal Life Flourished: Stronger relationships and hobbies rediscovered. Setting boundaries didn't hinder their career. It enhanced it. Burnout is not a badge of honor. Lead by example. Encourage your team to find balance. How do you maintain work-life harmony? Share your strategies!

Your team can't switch off, and you might be enabling it. Emails after hours, Slack messages on weekends, "quick calls" during holidays. We've (collectively) normalised being constantly available and called it dedication. Nearly 3 in 5 employees reported negative effects of work-related stress, including lack of interest, emotional exhaustion, and physical fatigue. Yet, always-on culture actually reduces productivity. Tired brains make worse decisions, stressed people take longer to solve problems, and burned-out employees produce lower-quality work. That urgent email at 9 pm isn't moving the business forward, it's moving your employee closer to burnout. Real high-performance cultures protect downtime as fiercely as they protect work time. When was the last time you truly disconnected?

The pressure to follow established cultural norms within an organisation can be strong, even if those norms are dumb and drain productive time or invade our non-work time. (And as Australia seeks to implement a right to disconnect law, it's important to remember that we all have a choice not to follow dumb cultural norms!) And one of the dumbest norms of all is to take a break from work to refresh one’s mental health and spend time with people that you love, only to dread the last two days knowing that you’ll have a thousand emails in your inbox waiting for you. I used to be the same and then I made a decision that changed everything for me. You can do the same. The last thing I wanted to do when I returned to work was to spend hours and hours reading out of date information or negating the purpose of my holiday and allowing overwhelm to immediately return. So I stopped and used the technology to my advantage. I set up a rule to send every message received during my holiday to trash. I freed up time in my first week back for people to bring me up to date - verbally - and by Tuesday I was usually all caught up. As opposed to trawling through my email day and night looking for the important messages. I ensured that people knew of my approach, so that it wasn’t a surprise that I didn’t have their email. I did this by using the text below in my out of office message. This is a cultural norm that everyone can immediately challenge. Name check someone in the comments below who would benefit from this! Copy and paste 👇 ------------- ‘Thanks so much for your email, however I’m currently on leave until xxxx. If you require assistance, please contact xxxx who is covering for me whilst I’m away. Please note that your email will be deleted. This is not because I don’t view its contents as important, but rather that I can do nothing with it, nor do I wish to return from holiday to a thousand emails, thus affecting my productive time for my first month back. Thanks for understanding (also, you should copy this approach!) [Your Name]’ -------------