These Habits Are Undermining Your Leadership Presence: How to Get Rid of Them

Ungayifumana kanjani abantu kwelinye izindlu lapho uya khona? Ingathanda ukuthi ungathanda, ungathanda, futhi ungathanda, noma ungathanda ukuthi ungathanda, ungathanda, futhi ungathanda? Ukubuyekezwa kwe-leadership akuyona nokungabazeka kwe-charisma, amandla, noma amandla. Akungabazeka ekubuyekezwa kakhulu, ukubonisa ikhono, noma ukwazisa indawo ukuze zibonise ukuthi ungumthombo. Ukubuyekeza okuphakeme, ukucacisa okuphakeme, noma ukucindezeleka okuphakeme kakhulu ukuhlangabezana ne-confident, kungenziwa ngokuvamile ngokufanayo - kungenziwa kukubonisa ukuxhaswa, noma ukunciphisa. Lezi zokusebenza kungenziwa ekubuyekeza ukubuyekezwa kwalo. Ukusebenza okwenziwe ngempumelelo, i-showy, noma i-powerful. It is a silent force. It is the steady tone of your voice, the calm of your body language, and the consistency with which you act, listen, and communicate. It is not defined by your intentions, but the impact you have on the people around you. It is not what you think you’re projecting – it is how others experience you. It is the unspoken authority that draws attention and respect, even when you’re not in charge. “I-Leadership Presence iyinhlangano yokubonisa ngokuvamile okwenza indawo eningi nokuxhumana, i-inspiring ukuba uxhumane nathi ngenxa yokufuna (kuye kufuneka), futhi i-invitation yokufinyelela ngokuvamile nabanye. I-solid leadership presence ikhiqiza ukucindezeleka ngaphandle kokubizwa, i-courage yokufinyelela, i-empowerment ye-other to lead, i-safe in connection, futhi ivumela abaneminyaka engaphezu kokubili ukujabulela ngokuvamile - ngokuvamile ngokuvamile ku-in your presence - konke ngokusebenzisa ubuchwepheshe elula le-intention and being. Ukubuyekezwa kwama-leadership yakho ku-design. Kuthuthukiswa, ukuqinisa, futhi ukwandiswa. Kuyinto enhle noma enhle. Yonke okuhlobene. " U-Anese Cavanaugh “I-Leadership Presence iyinhlangano yokubonisa ngokuvamile okwenza indawo eningi nokuxhumana, i-inspiring ukuba uxhumane nathi ngenxa yokufuna (kuye kufuneka), futhi i-invitation yokufinyelela ngokuvamile nabanye. I-solid leadership presence ikhiqiza ukucindezeleka ngaphandle kokubizwa, i-courage yokufinyelela, i-empowerment ye-other to lead, i-safe in connection, futhi ivumela abaneminyaka engaphezu kokubili ukujabulela ngokuvamile - ngokuvamile ngokuvamile ku-in your presence - konke ngokusebenzisa ubuchwepheshe elula le-intention and being. Ukubuyekezwa kwama-leadership yakho ku-design. Kuthuthukiswa, ukuqinisa, futhi ukwandiswa. Kuyinto enhle noma enhle. Yonke okuhlobene. " U-Anese Cavanaugh Yini ukuphazamiseka ukweseka umongameli akuyona amafakazi amakhulu noma amafakazi amakhulu, kodwa izakhiwo amancane amancane ezivela ezivela emzimbeni wezinsuku. Ukuqhathanisa ngaphandle kokufunda, Ukuphendula ngokuphendula, noma ukunikezeka ngokuzithembisa - lezi zokusebenza ezincinane zithumela ama-signals ezinzima ezihambisa ngokushesha ku-how others perceive you. The real challenge? I-Major leaders ayikwazi ukujabulela lezi zenzakalo ngokuvamile. Ukukhangisa izivakashi ezinzima Ukukhangisa izivakashi ezinzima Here are the subtle, but significant leadership habits that can quietly sabotage your presence as a leader—they’re easy to overlook, but hard to hide: I-Second-Guessing noma Ukufuna Ukubhalisa Ingabe uxhumane ngokushesha ukulawula nabanye ngaphambi kokwenza ukhetho? Ingabe uxhumane ngokushesha futhi uxhumane izixazululo ngaphandle kokwenza imiphumela? Ukufuna ukufinyelela kuyinto enhle lapho kusebenza ngokuzimela iziphakamiso ezihlukahlukene, kodwa ukhangela kakhulu nabanye ukubonisa iziphakamiso zakho, noma ukujabulela okungafanelekileyo futhi okungafanelekileyo emizuzu lapho i-clarity iyadingeka kungenzeka ukuthi ungenza lokho. Kuyinto umugqa omncane phakathi kokufaka nokufakwa. Ukupholisa lesi umugqa ngokunciphisa ukubuyekeza lakho lokuphendula kunokukwazi ukuqala ukubuyekeza, futhi. Izindlela ezincinane lapho lokhu umzila kungatholakala: Ukusetshenziswa kwe-language ye-temporal, njenge- "Ngingathanda, kodwa ..." noma "Uma amabili amaminithi ..." noma "Ngingathanda ukuthi lokhu ingozi..." inikeza ukujabulela ngokufanayo, ngisho lapho umqondo wakho noma umphumela ungayifanele. Revisiting a decision that was already made by asking for more inputs just because you want to be sure creates confusion and reduces trust in your ability to lead. Ukukhangisa ukuhlangabezana ngaphandle kwe-somebody else isibonisi lokuqala ukuthi unemibuzo mayelana nenkinga lakho. Your need for acceptance can make you invisible in this world. Don't let anything stand in the way of the light that shines through this form. Risk being seen in all of your glory. UJim Carrey Umthamo wakho wokubacindezeleka kungenziwa ungacindezeleka kuleli khosi. Ungasikezela yini ukuxhaswa umngciwane esihlukile kuleli khosi. I-Risk yokubacindezeleka ngokubacindezeleka. UJim Carrey Abantu akufanele abacwaningi ukuba abe zonke izixazululo, noma uvame uvame, kodwa bafuna ukuthuthwa-ukubonisa ukucacisa, ukuthatha imisebenzi, futhi ukuguqulwa njengezidingo. I-Presence inikezela ukuyilela ukubukeka kwakho, ngisho nangemibuzo, izimo zokusebenza, futhi imiphumela ayikho. Hlola ukuhambisa ubumfihlo wakho-ubuyekeza ukubukeka lakho, ukunikezela ngokuvumelana, futhi uqhagamshelane ngokuvumelana nezifundo ezintsha ezivela. Faka nabanye isizathu sokuvumelana nezimo sakho. I-Invisible In Moments That Matter Do you show up in the moments when your presence is most needed—when your team is looking to you for direction, when you need to have hard conversations or give difficult feedback, or when there’s rising tension and chaos? Ukubaluleka ngokuvamile ngokuvamile noma ukujabulela lapho kufuneka ukujabulela - ukujabulela ukujabulela lapho ungahlukanisa, ukujabulela imibuzo, noma ukujabulela imibuzo lapho izinzuzo zihlanganisa kakhulu - ama-signals ukuthi ungaphendula noma ungathanda ukulawula ngaphansi kwe-pressure. Ukuphazamiseka kokubizwa okungenani, ukucindezeleka, noma ukuphazamiseka kunokukwazi ukuphazamiseka - akuyona kuphela emzimbeni, kodwa emzimbeni kanye ne-intellectual kanye. Kodwa ukuphazamiseka ngokuphelele, ikakhulukazi emzimbeni ezinzima, inikeza abantu ukuphazamiseka amandla yakho yokuvumela. Izindlela ezincinane lapho lokhu umzila kungatholakala: Ukubuyekezwa ngempumelelo emahhovisi lapho isixazululo esikhulu esidlalwa, noma isixazululo esithathwa, kungenzeka ukuthi ungayenza ungaphendula noma ungacindezeleka, ngisho nangokufunda ukugcina isisekelo. Ukubonisa ngokuzenzakalelayo, "Ukuba iqembu ukhethe..." noma "Ngitholele ukubuyekeza kwakho, uqhubeke" ngaphandle kokubonisa ukubuyekeza lakho lokufanele, ikakhulukazi lapho ukubuyekeza yakho noma isinyathelo esithathwe. Ukusetshenziswa kwe-language emangalisayo, njenge-"Let's see how it goes," noma "We'll think about it," noma "We'll circle back," emizuzu ezidingekayo yokufakelwa okuqhubekayo, kungabangela nabanye ukujabulela ngempumelelo noma ongaphakeme. Ukukhetha ukunikezela ukubuyekeza ngqo, ukubuyekeza imibuzo emoyeni, noma ukunceda imibuzo yokusebenza ukujabulela ngenxa yokuzonwabisa kungabangela ukubuyekeza kwakho ngokushesha. Ukuvumela umbhali we-team, u-peer, noma umbhali we-dominant e-room ukulawula ukuxhumana noma ukuxhumana kwe-messaging emangalisayo kungabangela ukujabulela kusuka ku-front. Uma izinzuzo zihlanganisa - izinsuku ezincinane, isixazululo esifushane, noma ukubuyekeza - uzobonakalisa, ngokuzihlanganisa, noma ukuxhaswa, ngaphandle kokuphuma futhi ukulawula iqembu nge-uncertainty. Ngamanye izikhathi, into enhle kakhulu futhi enhle kakhulu ungayenza kuyinto nje ukukhombisa. U-Brené Brown Ngamanye izikhathi, into enhle kakhulu futhi enhle kakhulu ungayenza kuyinto nje ukukhombisa. U-Brené Brown Abantu akufuna ukunemba lapho izimo ezinzima, kodwa bafuna ukuba udlulisele lapho wonke wonke umntu uxhumane, ukhangele ngokushesha lapho abanye abanemibuzo, futhi ukunikezela ngokucacileyo ngisho lapho isitimela isizukulwane. Kuyinto lapho ukujabulela ukujabulela okuhle. Ukubuyekezwa kwama-leadership akukwazi ukufinyelela okungapheliyo ngempumelelo. Ukubuyekeza ukuthi akubuyekeza noma ukuphazamiseka kwama-moments eziphambili akuvumela ukufinyelela njenge-one who is lacking the courage and conviction to lead when it matters most. Too Busy to be Present Ingabe uxhumane okuqhubekayo, uxhumane okuqhubekayo, noma kubonakala ngokubaluleka – ukuhlangabezana phakathi kwezivumelwano, ukhangela ekhompyutha yakho lapho umuntu uxhumane, ukucindezelwa kwelinye izindlu ngesikhathi kwezivumelwano, ukunciphisa abantu ukuze ukugcina isikhathi, noma ngokuvamile ukuguqulwa kwe-one-on-one? Lezi zibonisa njengama-compromise amancane, okungenani ezidingekayo lapho uneminyaka engaphansi kanye nokuxhumana ne-time packed - kodwa ukuhlangabezana kwe-habit inikeza umbhalo ukuthi abanye akuyona akuyona ixesha lakho nokucindezela. Ukuxhumana, ukuxhumana, ukuxhumana, noma kwamanye amazwe emzimbeni kusenza abanye ukhangele, engabonakali, futhi engabonakali. Abantu kuphela akufanele ukufinyelela kwakho ngokufanelekileyo; baye kufuneka ukujabulela kwakho okungahlukile ukuze akufanele ukujabulela, kubalulekile, kanye nokuxhumana. Uma ungabonakali kakhulu, ukunciphisa ukuxhumana kwezingane, noma ukunikezela nabanye ukujabulela okungahlukile, uzokufika njengama-inaccessible futhi engabonakali. Lokhu kwenza ingcindezi yokuxhumana ngokuphathelene, ukuhlola ukubuyekeza, noma ukunikezela wena nge-ukukhula kwabo. I-busyness ikhiqiza ukufinyelela kwesimo se-emotional – ukuhlangabezana ngokwemvelo kodwa ukuhlangabezana kwe-mentally ivimbela ukhuseleko, ukuxhuma, kanye nokufundwa kwe-leadership. Ngesikhathi eside, abantu abahlukanisa ukuhlangabezana, abahlukanisa ukuhlangabezana, futhi abahlukanisa ukuhlangabezana ngayinye lapho uya khona emzimbeni. I-Presence yakho isihlukile – hhayi ngenxa yokungasebenzi, kodwa ngenxa yokungasebenzi. Subtle ways in which this habit can show up: Ngaphezu kwalokho, ukuyifaka ngokushesha ekhompyutha yakho noma i-smartwatch lapho umuntu ushiye i-signal ye-disinterest, okwenza abantu ukholelwa ukuthi zihlanganisa ukubuyekeza kwakho. Ukudlulisela ngaphandle kokufunda ngokwenene kungenziwa i-illusion ye-attention - kuze kube abanye bayazi ukuthi ungaziwa ngokwenene. Uma usuka ngokuvamile ngokuhambile noma usuka ngokushesha, kungathumela ukuthi isivumelwano - noma abantu ku-ke - akuyona isikhokelo sakho. Ukuphendula ama-imeyili noma ukulungiselela ekupheleni elilandelayo ngenkathi umuntu uxhumane ibonisa ukuthi isikhathi yayo nawe kuyinto transactional, akuyona relational. Ukubuyekeza imibuzo eyenziwe ngexesha elidlulile kubonisa ukujabulela - futhi ama-signals ezincinane ukuthi ungatholakala ngokuphelele ku-conversation. Ukuxhaswa nge-smartphones yethu, sinikezele kakhulu futhi zihlukile ukuze uthole isikhathi esifunayo yokuhlanganisa nge-complexity noma ukucacisa isicelo esifundeniwe. Kuleli khulula lethu ukufinyelela "ke," sinikezela emhlabeni wonke kodwa akuyona emangalisayo. Ngaphezulu kakhulu ukulawula ngesivinini se-transactive, sinikezela engaphansi ukuze zihlukile nge-transformative meaning. ― Kevin Cashman Tethered to our smartphones, we are too caught up and distracted to take the time necessary to sort through complexity or to locate submerged purpose. In our urgent rush to get "there," we are going everywhere but being nowhere. Far too busy managing with transactive speed, we rarely step back to lead with transformative significance. ― Kevin Cashman Abantu akufuna umongameli owenziwe ngokushesha. Bafuna umongameli owenziwe ngexesha – umuntu owenziwe ukujabulela, ukucindezeleka, nokuxhumana. Umongameli owenziwe ukujabulela kubaluleke – akufanele isixazululo. Umongameli owenziwe akufanele ukujabulela. Ukushesha lapho kubaluleke. Uma uye ngempumelelo, ngisho izinsuku ezincinane zingatholakala njenge-hour of focused leadership. It is that feeling that leaves a lasting influence – one that builds leadership presence. Ukukhangisa ukuxhumanisa umzimba Ingabe utshintshe umsebenzi ngempumelelo kwezinhlobonhlobo zokuxhumana-ukushintshwa ngqo ngezinsizakalo, ukuhlangabezana nezivumelwano zebhizinisi, noma ukuxhumana ngentongo ebonakalayo kakhulu kunomzimba? Uma umsebenzi kubaluleke imibuzo futhi imiphumela kubaluleke isikhokelo kuphela, kulula ukujabulela kanjani iqembu lakho ngokwenene. Ungahambisa izici ze-burnout, ukujabulela, noma imibuzo yomsebenzisi - izinsuku ezidingekayo ngaphandle kokuqondiso, kodwa ukunakekelwa nokuxhumana. Ukubuyekeza ukukhiqizwa phakathi kwezinhlobonhlobo zihlanganisa ukuxhumana okuqinile kodwa enamandla - abantu zihlanganisa njenge-resources, engaphansi kwama-individual abalulekile. Zihlanganisa imiyalezo, kodwa akuyona ngokwenene ngempumelelo, ukunakekelwa, noma i-motivated. Ngaphandle kweminyaka, lokhu ivimbele isisekelo se-leading presence - ukuxhaswa, ukuxhaswa, kanye ne-emotional credibility. Subtle ways in which this habit can show up: Ingabe ukunceda imibuzo amancane, imibuzo yomsebenzisi, noma imibuzo emoyeni ngenxa yokuzonwabisa noma kakhulu yomsebenzisi ukusebenza. Ingabe utshintshe kuphela ku-imeyile esithathwe noma ukuguqulwa, ngaphandle kokuzihlanganisa ukuhlangabezana nokufunda ukuthi umntu usebenza kanjani, ukuthi unemibuzo, noma umphathiswa owaziwa kubalulekile. I-Team yakho ivumela nje lapho kukhona imizuzu, isicelo, noma ingxaki. Lokhu kwenza ukuxhumana yakho kubonakala transactional kunoma relational. I-Presence yakho ayikho into esithathwe futhi ifakwe njenge-jacket; Kuyinto into esithathwe nge-interaction ngamunye. U-Allison Shapira Your presence isn’t something you put on and take off like a jacket; it’s something you build with every single interaction. U-Allison Shapira Umntu akufuna kuphela ukulawulwa - akufuna ukubukeka. Akufuna ukunakwa kuphela ngenxa yayo akutholwe, kodwa ngenxa yayo. Futhi lokhu uhlobo lokucubungula akufanele ngokuvamile - kuxhomekeke isikhangiso, ukufinyelela, kanye nenkinga oluthile ku-in person behind the role. Ukusebenza kwe-leadership kulingana nokuxhumana kwezinhlobonhlobo, akuyona nezinhlobonhlobo. It is not about how efficiently you run a meeting, how many goals you check off, or how many goals you. It is about how you make them feel when doing those things together. Don’t treat people like an item on a to-do list. Slow down. Look up. Be human. That’s where real presence begins. Thola emangalisayo, izimo ezizodwa Do you speak in generalities, avoid specifics, or hesitate to take a clear position? Do you speak in vague, indirect, or overly broad terms? Saying things like noma leaves people unsure of where you stand or what’s expected. When people are left to interpret your intent—what you really mean, what’s expected, or where things are headed—it leads to confusion and uncertainty. “Let’s see how it goes,” “We’ll figure it out later,” “Ukuhambisana” People may nod in meetings, but walk away unsure of what action to take. They may make assumptions, draw conclusions, or decide on the wrong path to take. Without the clarity and confidence they expect from a leader, trust begins to slip and momentum stalls. Presence without clarity soon turns into noise. Izindlela ezincinane lapho lokhu umzila kungatholakala: Uma ungatholelwa ukhetho noma ukubuyekeza, ungaphendula nge-"It's a great question ..." futhi ngemuva kwalokho ukuguqulela impendulo efanayo. Lokhu kungenziwa ukubuyekeza ukuthi ungacindezeleka, ungacindezeleka, noma ungacindezeleka ukuthatha indawo. Ukungafunda ku-jargon noma ama-clichés ze-leadership ezifana ne-"synergy", ne-"alignment", ne-"leverage" noma ne-"thinking outside the box" ngaphandle kokufundisa abantu ngezinyathelo noma izindlela ezizodwa, kunikeza ukuxuba kunazo. Ukunikezela imiphumela efana ne-"Do better", "Be more strategic", "Try to tighten this up," noma "Think bigger" ngaphandle kwezibambiswano, kubaluleke kumadoda ukuthatha imibuzo yakho noma ukuhlangabezana nezidingo zakho. Ukusetshenziswa kwesisindo se-passive, i-"Errors were made", i-"It was overlooked", noma ama-group-blurring terms "We'll need to think about ..." kungenziwa ukucindezeleka kwama-ownership futhi kungenziwa okungaziwa ukuthi inesibopho yayo. I-Communication ine-power. Kodwa njenge-form ye-power, kufuneka isetshenziswe ngempumelelo, noma kungase ngempumelelo kakhulu. U-Helio uFred Garcia I-Communication ine-power. Kodwa njenge-form ye-power, kufuneka isetshenziswe ngempumelelo, noma kungase ngempumelelo kakhulu. ― Helio Fred Garcia Njengoba umongameli, umbhalo yakho inikeza isisindo. Isetshenziselwa ukwandisa isakhiwo ku-ambiguity, ukunciphisa ukucaciswa, futhi ukunceda nabanye ukwandisa ngokuthembeka. I-language emangalisayo, emangalisayo inikeza ukucindezeleka. Ngisho lapho isitimela kuyinto emangalisayo, ikhono lakho ukucindezeleka ngokuthembeka okuhle, okuhle, futhi okuhlobene inikeza nabanye ukunakekelwa ukuyifaka. Clarity doesn’t require perfection—it requires presence, intention, and the courage to be direct. Speak with purpose. Choose clarity over comfort. Unclear words don’t just blur your message—they blur your leadership. Quick to Solve, Slow to Listen Ingabe unemibuzo yokufinyelela izixazululo ngaphandle kokufinyelela isikhathi ukucacisa ukuthi yini ngokwenene noma kanjani abantu ngokwenene? Uyakwazi ukunikeza izixazululo ngaphambi kwezinye abantu akwazi ukufinyelela ukucacisa noma ukuguqulwa kwe-akhawunti ku-akhawunti ngaphandle kokufinyelela kwesokunxele esizayo? Hearing a problem, fixing it fast, and moving on can feel efficient—you want to be helpful, you want to remove obstacles, you want to keep things moving. But over-indexing on the problem without paying attention to the person behind it can make them feel overlooked and dismissed. This habit can quietly push people away. They may stop coming to you for support because involving you often means losing control, giving up ownership, being talked over, or being forced into a solution before they have a chance to think it through. It’s better to hide mistakes, not share concerns, and continue to stay stuck than risk being overshadowed. Izindlela ezincinane lapho lokhu umzila kungatholakala: Ukusabela kwakho lokuqala kuyinto ukunakekelwa noma umsebenzi, engaphezulu kwe-curiosity noma ukubuyekeza-ukunciphisa inqubo ye-think ye-otherly. Ngaba unemibuzo nge-pauses futhi ngempumelelo ngokushesha nge-ideas yakho, awukwazi ukuthi lezi izinsuku ezincinane zihlanganisa izibonelelo zabo noma ukwakha ubudlelwane ukudlala. Instead of asking clarifying questions, you reword or reinterpret what others said based on your perspective—subtly taking control of the narrative. Ukulandelela emoyeni noma umklamo kanye nokuvumela ukuxhumana ku-plans ye-action, okwenza abantu ukwazi ukuthi amaziko yabo ayikwazanga ngokuphelele. Uma usebenzisa i-phrases efana ne-”It’s simple...” noma i-”Just do this...” okuyinto zingase zihambisa noma ukunciphisa, ikakhulukazi lapho ingxaki kubonakala ngempumelelo noma ngempumelelo kumadoda. Umphumela we-leader kuyinto ukuqinisekisa ukuthi kukhona umphumela - okuyinto akuyona ngokuvumelana nezinhlangano zihlanganisa zonke izixazululo noma zihlanganisa kusuka ku-front njalo. U-James Scouller Umphumela we-leader kuyinto ukuqinisekisa ukuthi kukhona umphumela - okuyinto akuyona ngokuvumelana nezinhlangano zihlanganisa zonke izixazululo noma zihlanganisa kusuka ku-front njalo. U-James Scouller Ukukwazi ukuhlaziywa kwezimo nezimo zokuphathelela kubalulekile – kodwa akufanele kwenziwe ngokuvimbela indawo kanye nokuvimbela nabanye. Ufuna ukuxhuma, akufanele. Ufuna ukujabulela, akufanele. Ufuna ukuphucula intelligence nabanye, akufanele ukujabulela. Leadership presence isn’t about taking over—it’s about drawing others in. It’s about creating space to listen deeply, reflect collaboratively, and elevate the thinking in the room—not just your own. Slow down. Ask questions. Stay curious a little longer. Emotions Unchecked ku-Display Ungathanda kanjani lapho ingcindezi iyaphezulu, imibuzo ayatholakala, noma ukuxhumana isixazululo? Kukho ukucindezeleka okuhlobene embhosini yakho, ingcindezi yokungcindezeleka kwethoni yakho, noma ukujongana kwilwimi lakho lomzimba? I-emotional uncontrolled, njenge-irritation, i-sarcasm, i-defensive, noma i-emotional withdrawal, ivimbele ukucindezeleka kwezinye abantu kumongameli wakho. Abantu ziye ziye ziye zihlanganisa ngokuvumela noma ukwenza izinto ezikhuthaza isifo se-emotional outburst. Lokhu kubangela ukuba zihlale imiphumela, ukhethe izixazululo ngokucacileyo, futhi zihlale ngokuhambisana ngokushesha njengokufunda ukugcina emzimbeni yakho. Noma kubonisa ukucindezeleka emkhakheni okuvimbela izibonelelo zakho, umnqumo we-e-mail enikezayo ekuphenduleni kwakho, ukwandisa isisindo sakho lapho umuntu ungabonakali nawe, noma ukucindezeleka kwe-passive-aggressive lapho izinto zihlukile kahle, lezi imizuzu akuyona kuphela - zihlukile emzimbeni abaquko. Indawo lakho lihlanganiswa ne-reactivity emzimbeni, okwenza abantu abahlukile ukuxhaswa nawe. Izindlela ezincinane lapho lokhu umzila kungatholakala: Umlilo omncane utshintshe uxhumano, ukuphazamiseka, noma ukuphazamiseka okuphawulekayo-ukwenza abantu ukhangele ukuhlolwa noma ukujabulela ukuhlangabezana. Your tone is dismissive, cold, irritated, or sarcastic—leaving people unsure whether they’re safe to continue. Uyakwazi ukucindezeleka nge-snap, i-eye-roll, i-smirk, i-chain eyenziwe, noma ukucindezeleka okuhlobene ngokuvamile lapho umuntu isho. You become rigid, justify quickly, or shut down disagreement—often driven by ego or fear. Ingabe ukuguqulwa, unresponse, noma passive-aggressive lapho izinto akuyona indlela yakho - silungiselela ukujabulela ukujabulela ngaphandle kokuphendula ngqo. Izinzuzo ezinkulu – njenge-ukudluliselwa, ukuphazamiseka, kanye ne-ukudluliselwa – zingatholakala kakhulu. Kodwa ngisho izinzuzo ezinzima zihlanganisa. Ngokuvamile, zonke izinzuzo zihlanganisa ngokushesha. Kufuneka kuphela ukuqeqeshwa izinzuzo ezinzima ukuze ungatholele ngezindlela ezinhle. U-Jessica Speer Big emotions—like anger, fear, and sadness—can be really uncomfortable. But even uncomfortable feelings are okay. In fact, all emotions are okay. It just takes practice to manage uncomfortable emotions so you can respond in a healthy way. ― Jessica Speer Imininingwane bakwazi ukujabulela kanjani – ungakwazi ukujabulela ukujabulela ngezikhathi ezinzima, ukujabulela ukujabulela, futhi ukulawula emoyeni akho lapho izimo zihlukile? I-leadership presence is a matter of suppressing emotions—it is a matter of regulating them. It means recognizing them without letting them drive your behavior. Awukwazi ukwakha indawo phakathi umdlavuza nokuphendula. Ukuphendula nge-intention engaphezulu kwe-impuls. Ukuhlobisa Constantly doubting yourself or waiting for others to approve your decisions makes you come across as weak and indecisive. Building leadership presence requires trusting your judgment, even when the path ahead is ambiguous, uncertain, or the outcome isn’t guaranteed—be willing to take a stand and course-correct as needed. Withdrawing during conflict or tough situations tells people they can’t trust you for guidance and support. Leadership presence is not built by hiding, but by showing up when it matters the most. Uma uxhumane, u-multi-task, noma ukhangele, abantu e-team akuyona engabonakali futhi akufanele. Ukufinyelela ngokwemvelo akufanele – ukucindezeleka kwakho ngokuphelele kuyinto esakhiwo yokufinyelela. Ukuhlobisa kuphela izivakashi kanye nokufaka isikhathi sokuxhumana nabanye kubangela izixhobo zokwenza umsebenzi - akuyona abantu abalulekile. Ukusebenza kwe-Leadership akuyona kuphela ukulungiselela imiphumela - kubalulekile ukubona, ukucindezeleka, nokufunda abantu abaphakathi kwezivakashi. Ukuhlola abantu, ukubonisa ukuxhaswa, nokuthuthukisa ukuxhaswa. Ukusetshenziswa kwe-language emangalisayo futhi emangalisayo ivela ku-confusion, imibuzo, ne-rework. Ukuxhumana okuhlobene, okuzenzakalelayo kusiza ukusebenza nokukhiqiza, okuvumela umongameli wakho ukujabulela futhi ukujabulela. Jumping to solutions without listening can make others feel unheard and dismissed. Leadership presence requires pausing, listening, and showing interest in what others have to say. Ukuhlobisa okuhlobene, ukuvikelwa, noma iziphumo ezemvelo zihlobene amabhizinisi. Ukusebenza kwe-leadership kuncike ukuzinza okuhlobene, ikakhulukazi eminyakeni ephezulu. Lesi sihloko lithunyelwe ngempumelelo Follow me on or here for more stories. Ngiya ikhaya