Microaggressions – They’re a Big Deal!

When we think of workplace issues, we often focus on the bigger things—conflicts trivializing important matters and fights that leave colleagues nonverbal for days. But beyond these bigger issues, the subtler ones have an impact, too. The worst part is that their existence and effect often go unnoticed.

What are microaggressions?

Microaggressions are not just small and insignificant acts. They are the silent disruptors of a team’s environment and work processes, often going unnoticed. However, their impact is far from insignificant. They erode psychological safety and violate employees’ boundaries, creating an atmosphere of discomfort and unease.

What do microaggressions look like?

This term is a broad umbrella of many behaviors. They can range from small insults to cutting off someone in a meeting, everything that looks alright as standalone offenses and easy enough to let go. But there are more forms of microaggressive behavior that work, which you might notice around you:

Assuming your behavior because you are from a particular ethnicity
Making off-handed remarks about a person’s protected attributes (e.g., race, gender, caste, etc.)
Treating someone differently to dehumanize them or trivialize their contribution
Wearing traditional clothes as costumes and misusing other elements of someone’s culture
Making fun of someone’s accent, language, or habits

Why should you care?

Microaggressions are not a matter between the people who are doing it and dealing with it. Instead, they are a cause of concern for any team manager. Microaggressive behavior replaces the healthy relationships in your team with hostile engagements. As a result, trust and safety breaks down. Going into details, we can see the impact of microaggressions in all areas:

Microaggressions have a massive negative impact on the mental health of employees.
The impact is much higher on people of color than the rest because they are often subjected to subtle forms of discrimination.
Physical ailments like high blood pressure, headaches, and sleep deprivation are a direct consequence.
It stifles the team members’ ability to contribute effectively and makes them search for safer workplaces.

What can you do about this?

Managers are the guiding lights of their teams in many ways. They set the tone and show the way, and that’s precisely how you can address microaggressive behavior in your team, too.

First, make it known that such behavior is not tolerated in your team and goes against the central values that define your way of working. Enable good employee behavior to replace those.

Second, it enables training and awareness opportunities for team members harboring prejudice and discriminatory attitudes. Some issues might lie outside your scope, so it is best to get professionals involved for your team.

Third, support the team members impacted by microaggressions. Show up for them and help them see that their efforts are recognized, no matter what off-handed comments might try to prove.

Ultimately, it’s about being present for all your team members to the best possible capacity without falling into the pitfalls of discrimination that hurt your team.

What’s the update from the Doodle office?

Assertiveness vs. Aggressiveness: How to be an effective leader?

Finding the right approach to guide and inspire a team can be a delicate tightrope walk. How managers communicate and assert authority can significantly impact team dynamics, productivity, and overall success. It’s a fine line to tread, and it all boils down to the art of assertiveness vs. aggressiveness. Imagine a workplace where the manager’s words carry weight without striking fear, open communication flows effortlessly, conflict is resolved constructively, and employees are motivated to give their best. This is the realm of assertive leadership, where managers strike the perfect balance between firmness and respect, nurturing a productive and positive work environment. On the other hand, envision a scenario where the manager’s presence looms like a dark cloud, where fear and anxiety overshadow creativity, and conflicts escalate into battlegrounds. This is the realm of aggressive leadership, a toxic landscape where communication is laced with hostility, trust is shattered, and team performance suffers under the weight of demoralization. This blog delves into the captivating world of assertiveness vs. aggressiveness in management. We’ll explore the key differences between the two approaches, the traits that set them apart, and their impact on teams and individuals.

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Assertiveness vs. Aggressiveness: How to be an effective leader?
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What is assertiveness?

Assertiveness refers to the ability to express one’s thoughts, feelings, and needs in a clear, direct, and respectful manner while also considering the rights and opinions of others. It is a communication and behavior style that promotes open and honest expression, confidence, and self-assuredness without infringing upon the rights and boundaries of others. Learn more about the assertive communication style here: Assertive communication styles: Learn about your communication style as a manager

What is aggressiveness?

Aggressiveness refers to a behavior or communication style characterized by forcefulness, hostility, and a disregard for the rights and feelings of others. It involves a proactive approach to achieving one’s goals or asserting one’s dominance, often at the expense of others. Aggressive behavior can manifest in various forms, including verbal, physical, or passive-aggressive actions.

Traits of assertive vs. aggressive manager

Traits of an Assertive Manager

Clear and Direct Communication
Respect for Team Members
Active Listening
Constructive Feedback
Collaboration and Empowerment
Setting Clear Expectations
Conflict Resolution

Traits of an Aggressive Manager

Intimidating communication
Micromanagement
Lack of empathy
Blaming and criticism
Authoritarian approach
Unreasonable expectations
Lack of collaboration

These traits highlight the stark differences between the assertiveness vs. aggressiveness of a manager. Conversely, an aggressive manager may create a toxic work environment and hinder team performance. On the other hand, an assertive manager promotes open communication and positive work culture.

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Difference between Assertiveness vs. Aggressiveness

Assertiveness vs. aggressiveness is two distinct communication and behavior styles with significant differences in approach and impact. The key differences between assertiveness vs. aggressiveness: Communication style

Aggressive communication involves forceful, hostile, and confrontational language, tone, and body language. It aims to overpower, intimidate, or dominate others.
Assertive communication is direct, clear, and respectful. It involves expressing one’s thoughts, feelings, and needs confidently and respectfully without violating others’ rights.

Focus on rights and boundaries

Aggressive individuals tend to disregard or violate the rights, boundaries, and feelings of others. They prioritize their own needs and objectives over those of others.
Assertive individuals respect both their rights and the rights of others. They communicate their boundaries and expectations while considering the perspectives and rights of those they interact with.

Emotional expression

Aggressive behavior often involves intense emotional expression, such as anger, frustration, or hostility. Emotions may be displayed in an uncontrolled or reactive manner.
Assertive individuals express their emotions in a controlled and appropriate manner. They can communicate their feelings without being overwhelmed, maintaining a calm demeanor.

Conflict resolution

Aggressive individuals approach conflicts with a win-loss mindset. They may resort to personal attacks, blaming, or manipulative tactics to gain an advantage.
Assertive individuals seek win-win solutions in conflicts. They address issues directly, express their concerns without attacking others, and work collaboratively towards finding mutually satisfactory resolutions.

Impact on relationships

Aggressive behavior damages relationships, erodes trust, and creates a hostile or fearful environment. It can lead to strained interactions, resentment, and reduced cooperation.
Assertive behavior fosters positive relationships built on trust, mutual respect, and open communication. It promotes healthy collaboration, understanding, and teamwork.

Confidence and self-assuredness

Aggressive individuals may display confidence, but it often stems from dominance or control. Their confidence may be rooted in an overpowering demeanor rather than genuine self-assuredness.
Assertive individuals are confident and self-assured based on their self-worth, knowledge, and abilities. Their confidence comes from their belief in themselves and their ability to express themselves effectively.

Benefits of an Assertive manager

Clear communication: Assertive managers effectively communicate their expectations, instructions, and feedback to their team members. They use clear and concise language, ensuring that messages are understood.
Fosters open communication: An assertive manager creates an environment where open communication is encouraged. Team members feel comfortable expressing their thoughts, concerns, and ideas without fear of judgment.
Conflict resolution: Assertive managers are skilled at addressing conflicts at work constructively and timely. They approach conflicts with a focus on understanding all perspectives, finding common ground, and facilitating a resolution that satisfies the needs of all parties involved.
Empowers team members: Assertive managers empower their team members by giving them autonomy, trust, and responsibility. They delegate tasks and allow employees to make decisions.
Sets and maintains boundaries: Assertive managers set clear boundaries and expectations for their team members. This clarity helps to minimize confusion and conflict.
Encourages growth and development: Assertive managers actively support the growth and development of their team members. They provide constructive feedback, identify areas for improvement, and offer opportunities for professional advancement, which helps employees enhance their skills and reach their full potential.
Improves employee satisfaction and retention: Having an assertive manager who values open communication, supports personal and professional growth, and maintains a positive work environment enhances employee satisfaction and reduces turnover.

Drawbacks of Aggressive manager

Toxic work environment: Aggressive managers create a toxic environment characterized by fear, tension, and anxiety. Their hostile behavior and intimidating communication style can negatively impact employee morale, well-being, and job satisfaction.
Decreased productivity: Aggressive managers may believe their forceful approach motivates employees to work harder. However, in reality, it often leads to decreased productivity. Employees may become disengaged, fearful of making mistakes, or reluctant to contribute ideas and suggestions due to the hostile environment created by the manager.
Increased turnover: Aggressive managers contribute to higher employee turnover rates. Employees who experience ongoing aggression and hostility are more likely to seek other job opportunities where they feel valued, respected, and supported.
Poor communication and collaboration: Aggressive managers hinder effective communication and collaboration among team members. The fear of retaliation or criticism may discourage employees from sharing their thoughts, concerns, and innovative ideas.
Impact on mental and physical health: Working under an aggressive manager can harm employees’ mental and physical health. Constant stress, fear, and anxiety can contribute to burnout, decreased well-being, and even physical health issues. This can lead to higher absenteeism rates.
Lack of innovation and creativity: Aggressive managers stifle innovation and creativity within their teams. Employees may hesitate to share new ideas or take risks due to fear of criticism or retribution. This stifles innovation and prevents the team from benefiting from its employees’ diverse perspectives and ideas.
Reputation damage: An aggressive manager’s behavior can damage the team’s internal and external reputation. Word spreads quickly about negative work environments, leading to difficulties attracting and retaining top talent.

How can managers be assertive without being aggressive?

Managers can adopt an assertive approach without crossing into aggression by practicing the following strategies:

Self-awareness: Managers should develop self-awareness and recognize their emotions, triggers, and communication style. Being mindful of their behavior allows them to consciously choose assertive responses over aggressive reactions.
Active listening: Managers should listen to their team members, demonstrating genuine interest and empathy. This involves giving full attention, seeking to understand perspectives, and acknowledging the thoughts and feelings of others without interrupting or dismissing them.
Use “I” statements: When expressing concerns, providing feedback, or discussing issues, managers can use “I” statements to convey their thoughts and feelings without sounding accusatory or confrontational.
Respectful language and tone: Managers should use respectful language and maintain a calm and composed tone when communicating with their team members. Avoiding harsh or derogatory language and adopting a respectful tone fosters a positive and collaborative atmosphere.
Constructive feedback: Instead of solely focusing on mistakes or shortcomings, managers can provide constructive feedback highlighting areas for improvement and strengths. They can offer specific suggestions and support to help employees grow and develop.

By adopting these strategies, managers can maintain an assertive approach while avoiding aggressive behaviors.

Conclusion

In leadership, the distinction between assertiveness vs. aggressiveness holds immense significance. As we conclude our exploration of assertiveness vs. aggressiveness in the realm of managerial prowess, you have gained valuable insights into the impact of these approaches on teams and individuals. Assertiveness, emphasizing effective communication, mutual respect, and open collaboration, emerges as the winning path for managers seeking to create a positive and productive work environment. By adopting an assertive leadership style, managers can inspire trust, motivate their teams, and foster a culture of innovation and growth. On the other hand, aggressiveness, with its hostile demeanor, fear-driven communication, and disregard for the well-being of others, proves to be a detrimental force in the workplace. The toxic work environment created by aggression becomes a breeding ground for conflicts, demoralization, and diminished productivity. So, let us step forward, and become the assertive leaders who shape the future of our teams.

Assertiveness helps you grow. Aggressiveness hurts your team!

Ensure you are not crossing the border over to aggressiveness with the free assertive communication assessment now.

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Frequently asked questions:

How does assertiveness different from aggression?

Assertiveness differs from aggression in several key ways.
Assertiveness:
– It involves expressing one’s thoughts, feelings and needs directly and respectfully.
– Promotes open and effective communication, collaboration, and problem-solving.
Aggressiveness:
– It involves expressing thoughts, feelings and needs in a hostile, forceful, or disrespectful manner.
– Hinders effective communication, collaboration, and problem-solving.

What are examples of assertive and aggressive?

Examples of assertive behavior:
– Expressing opinions and ideas confidently in a team meeting.
– Setting clear boundaries and saying “no” when necessary.
Examples of aggressive behavior:
– Yelling, shouting, or using a hostile tone in communication.
– Interrupting or dismissing others’ opinions without consideration.

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The Art of Assertiveness: How To Master It As A Manager?

Assertiveness is the ability to communicate effectively and assertively with others. It’s one of the most critical skills a manager can have, ensuring effective communication and problem-solving. In this blog, we’ll discuss the concept of assertiveness, its three steps, and the benefits of mastering this skill. We’ll also be sharing five tips for managers to master the art of assertiveness. So whether you’re a new manager or an experienced, read on to gain insights into the art of assertiveness!

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The Art of Assertiveness: How To Master It As A Manager?
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Assertiveness at work – what is it?

Assertiveness is the ability to stand up for yourself and your beliefs while also respecting the rights of others. Being assertive means being self-assured and having self-confidence without being aggressive. Some people tend to be more passive, while others are more aggressive. Neither extreme is effective in the long run. Being assertive strikes a balance between being passive and aggressive. And that is why assertive communication is the most effective communication style. Assertive people can express their opinions and feelings without putting down or insulting the other person. They can also listen to and respect the point of view of others, even if there is a disagreement. Assertiveness can help you build better relationships, resolve conflicts, and get what you want at work, which too much passive or aggressive people could never. Some professionals even go through assertiveness training to effectively learn how to be assertive, which shows the importance of the trait. There are three basic steps of assertiveness, which we’ll be discussing in our next section.

The three steps of assertiveness

Assertiveness is the ability to stand up for oneself and be assertive in facing challenges. It can be difficult to learn, but it can be a life-saver with the right approach. Here are the three essential steps to assertiveness:

Know your limits – The first step to asserting yourself is to know your limits. You need to be aware of what you are capable of and what you are not. Also, you should try self-assessment and figure out what are your trigger points can trigger aggressive behavior. It can be someone asking you a personal question or someone disturbing you in your time.

Set boundaries that are consistent with your values and needs – Once you know what’s triggering your aggressive behavior, it’s time to set boundaries that are consistent with your values and requirements. Be clear about what’s acceptable and what’s not and what consequences will be when someone crosses the line.

If those boundaries are violated, take action – If someone crosses your limits and you don’t speak up, you’re enabling that behavior. Therefore, once you see someone breaking your boundaries, take some action against it. It could involve talking to the person about the issue of confronting them directly.

What benefits can assertiveness bring to the table?

Assertiveness can bring you the following benefits:

Building better relationships – Assertive people can communicate effectively and build strong, healthy relationships. They’re confident without being hasty or rude and know when to back down gracefully. This trait also gets them the respect they deserve.

Resolving conflicts – When conflict arises, an assertive person can stay calm and think through their options objectively. They typically don’t resort to threats or put-downs, leading to a resolution of conflict everyone can live with.

Maintaining boundaries – Assertive people know when it’s time to say no, especially when NO is the correct answer. They follow this philosophy all the way through, even if they don’t get their way at first. It helps them maintain boundaries for themselves, which keeps them away from unnecessary tensions, interruptions, and involvements. It can be highly beneficial for one’s mental health.

Getting what you want – Assertiveness can help you achieve your goals by framing arguments understandably and respectfully to the other person. It also helps build trust, which can lead to better outcomes down the line.

Building crucial qualities and skills – Assertiveness can help managers foster many qualities and skills crucial to effective management. These may include self-respect, mutual respect, constructive criticism, better communication skills, etc.

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How to master assertiveness as a manager?

There’s no one-size-fits-all approach to mastering assertiveness. But here are a few tips to get you started:

1. Be patient and consistent in the initial days of practice

Assertiveness as a manager is not an overnight success. It takes time and effort to develop the skills and skillset needed to be an assertive leader. As with anything else, the key to success is patience and consistency. Please ensure you are patient with your team initially, as they may not be familiar with your newly adopted assertive behavior. Be consistent in your actions and messages, and remain calm under pressure. If you can master these essential elements, you will be well on your way to becoming a successful master of assertiveness.

2. Be aware of your body language when asserting yourself

Being assertive as a manager means assertively presenting yourself in a communication. It takes a lot of practice and understanding of your body language to assert yourself successfully. Your posture, facial expressions, eye contact, and tone of voice contribute to the way others perceive you. When you’re assertive, your goal is to be clear, concise, and consistent in your communication. You should maintain a calm and confident demeanor and avoid raising your voice or coming across as mean or aggressive because the whole point of assertiveness is avoidance of aggression.

3. Practice assertion in small, manageable increments, don’t try to take on too much at once

In a managerial role, it’s essential to be assertive and make decisions. However, trying too much assertiveness at once, if you haven’t practiced before, can backfire and lead to frustrations for your team and yourself. Instead, try practicing assertion in small, manageable increments. This way, you can ease into taking on more responsibility and avoid unnecessary confrontations. It would help if you worked gradually towards larger goals while focusing on maintaining a positive attitude along the way. Check out “Assertive Communication Training For Managers In 5 Clear Steps“

4. Stay aware of your surroundings and use caution when asserting yourself in public

As a manager, you must stay aware of your surroundings and use caution when asserting yourself. It is imperative in a public setting, as it can be construed as aggression and could lead to severe consequences for you and your team. Always be aware of the people around you, and use common sense when making decisions. Remember, assertiveness is not about being confrontational or aggressive. It’s about being clear and concise with your communication, actions, and boundaries.

5. Prepare yourself to back down if necessary

As a manager, it’s essential to be able to assert yourself when necessary. But, If someone persists in violating your boundaries, it may be required for you to retreat a bit and reassess the situation later on. If you’re prepared to back down when necessary, you will be less likely to feel taken aback or frustrated and can take action decisively and calmly instead. You will be able to maintain your composure and stay in control of the situation, no matter how difficult it may seem.

Conclusion

To conclude, assertiveness is the ability to assert oneself constructively and positively. It can bring many benefits to the table, which you must have read above. A manager can use it in the workplace to communicate better and significantly more effectively with their team. By following the five proven tips and closely understanding the three steps of assertiveness, managers can master the art that will help them practice management more effectively.

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