Building a Supportive Team Culture

You’re allowed to use whatever language you want for your own disabilities/health issues. But that starts and ends with YOUR OWN conditions. For anyone else, it’s not your place to project or say what you think is “right” or “wrong.” ❌ Don’t assume someone else wants to be called “differently-abled” because it “sounds nicer” to you. ❌ Don’t decide that “disabled” is a “bad word” when the person living with the disability embraces it. ❌ Avoid language that downplays or dismisses what others experience. ✅ Ask what language someone prefers. ✅ Respect how someone describes their own disability. ✅ Understand that different terms resonate with different people. That's okay. Language isn’t universal—it’s personal. So let’s stop correcting others based on our own preferences. P.S. If you’re unsure about what terms to use—just ask. It’s not that hard. 😊

❌ Good morning ladies and gentlemen ✅ Good morning all / people / Everyone The first one, though seemingly polite, is not inclusive—it leaves out individuals who may not identify within those categories. As leaders and managers, our words carry weight. Inclusive communication builds trust, psychological safety, and a sense of belonging in the workplace. Here are a few Do’s and Don’ts to foster inclusivity: Greetings ❌ Hey guys ✅ Hello everyone / Hi team Addressing the team ❌ He/she will handle it. ✅ They will handle it. (Use gender-neutral pronouns where appropriate.) Assumptions in conversations ❌ Let’s ask the young ones for tech help. ✅ Let’s collaborate and get everyone’s perspective. Feedback ❌ That’s too bold for someone in your position. ✅ That’s a strong idea—how can we refine it further? Small changes in language can make a big difference in creating a workplace where everyone feels seen and valued. As #leaders: Are you unintentionally using language that excludes? It’s time to reflect and make a shift. Let’s communicate with intention. What are some inclusive communication tips you’ve adopted? Share them in the comments #InclusiveLeadership #CommunicationMatters #WorkplaceCulture #LeadershipTips #AmplifyWithAarti

The theme for the upcoming International Women’s Day is Inspire Inclusion. So, let’s get right into it and inspire inclusion on the basic level: our language. I still notice communication aimed at women or about women that uses “female” and “women” interchangeably and that is not entirely inclusive. Not all women are female. Not everyone who was born female is a woman, and not every woman was born female. The term "female" usually describes biological characteristics and reproductive abilities, typically referring to sex assigned at birth based on anatomy. “Woman” refers to gender - to how someone identifies, how they understand their identity and how it fits into social roles. The term “women” includes transgender women and any person who holds that particular gender identity. It acknowledges that being a woman is about one's gender identity, regardless of their assigned sex at birth. What are your thoughts? Is your organisation conscious in their communication and uses inclusive language, also around International Women’s Day? #inspireinclusion #iwc2024

The phrases “differently abled,” “specially-abled,” and “special needs” when used in conversation with me, are deeply frustrating. These euphemisms are often well-intended, but they feel patronizing and disrespectful to the person they describe. People with disabilities deserve the dignity of being addressed in a way that reflects their own identity and experiences. One of the best ways to foster respectful and inclusive communication is by simply asking, "What language do you prefer?" Taking this small step ensures you're honoring the person’s autonomy and preferred way of being addressed Equally important is actively listening to the language someone uses to describe themselves. If they say they’re autistic, for example, follow their lead. There’s no need to use different language when the person you're communicating with has integrated "autistic" into their identity. Trying to find alternative terms can sometimes signal discomfort with their identity, not respect. Respecting someone's language preferences isn’t just about words—it’s about recognizing their personhood and the power of their self-identification. Let’s do better by listening first and speaking second. Alt: a pretty lady looking with a side-eye focus with a written caption: If you call me wheelchair bound, differently able, or specially abled after I've asked you to use different language, you deserve all the side-eye I am sending your way. #DisabilityPride #InclusiveLanguage #Respect #disability #inclusion #accessibility #diversity #AccessibilityMemeMonday https://lnkd.in/gAuV49Cz

Why Cultural Intelligence (CQ) is a CEO’s Big Asset: When I took over as Chairman of Unilever Philippines, I was facing a "fierce competitor" (P&G) in a much more intense market than I had ever seen. I realized that to rally my team, I had to go beyond the language of spreadsheets and PowerPoints. I had to speak the language of the Pinoy spirit. Leading in an "alien" environment requires us to: 1. Listen to the History, Not Just the P&L: Understanding that the Philippines was colonized twice—first by Spain, then by America—explained the unique amalgam of lifestyles. It explained why they value tradition as much as they love the latest global trends. 2. Be an "Immersant," Not a "Tourist": Many expats make the mistake of sticking to their own circles. My wife, Mona, and I made it a point to see the country through the lens of its citizens. When you embrace the local culture, the local team embraces your leadership. 3. Respect the "Invisible Borders": Every country has unwritten rules. In the Philippines, the warmth toward outsiders is matched by a deep sense of national pride. If you don't respect the latter, you will never earn the former. In a market dominated by fierce competitors, understanding the local heartbeat is the difference between satisfactory performance and market leadership. • Resilience: Brands that actively support communities during natural disasters build an emotional bond that transcends price. • Cultural Resonance: Products and campaigns that tap into the pride of Pinoy heritage, their love for fiestas, and their familial values win deeper loyalty. • Relevance: Understanding consumers lifestyle, beliefs and behaviours becomes non-negotiable for relevance. Read more about cultural understanding, competitive battles, leading in an alien environment and much more in my soon to be released book “ A CEO’s BREW”.

I’ve trained in rooms where people speak English, but think in Marathi, Hindi, Bengali, Tamil Same company, same goals, but completely different communication styles. We love patting ourselves on the back for being diverse. But when a South Indian team feels a North Indian manager is "too aggressive," or a Gen Z employee thinks their Gen X boss is "dismissive", we call it a "communication gap." When really it's India's invisible boardroom barrier. Because while communicating, you’re navigating: 🔹 Cultural nuances 🔹 Generational gaps 🔹 Language preferences 🔹 Urban vs regional perspectives And if you're not adapting, you’re alienating. Here's my 3A’s of Cross-cultural communication framework: 1. Awareness: Recognize that your communication style is shaped by region, generation, and upbringing. It's not universal. 2. Adaptation: Match your message to your audience. One style doesn't fit all rooms. 3. Ask: When in doubt, clarify: What does yes mean here? How do you prefer feedback? What's the protocol for disagreement? India's diversity is incredible. But if we are not actively learning to communicate across cultures, not just languages, we're wasting it. P.S. What's your biggest cross-cultural communication struggle? #CrossCulturalCommunication #AwarenessAdaptationAsk #3AsFramework #Awareness #Adaptation #Ask #CommunicationGaps

“A brilliant VP offended a Japanese client without realizing it.” The meeting room in Tokyo was a masterpiece of minimalism—soft tatami mats, the faint scent of green tea, walls so silent you could hear the gentle hum of the air conditioner. The Vice President, sharp suit, confident smile, walked in ready to impress. His presentation was flawless, numbers airtight, strategy compelling. But then came the smallest of gestures—the moment that shifted everything. He pulled out his business card… and handed it to the Japanese client with one hand. The client froze. His lips curved into a polite smile, but his eyes flickered. He accepted the card quickly, almost stiffly. A silence, subtle but heavy, filled the room. The VP thought nothing of it. But what he didn’t know was this: in Japanese culture, a business card isn’t just paper. It’s an extension of the person. Offering it casually, with one hand, is seen as careless—even disrespectful. By the end of the meeting, the energy had shifted. The strategy was strong, but the connection was fractured. Later, over coffee, the VP turned to me and said quietly: “I don’t get it. The meeting started well… why did it feel like I lost them halfway?” That was his vulnerability—brilliance in business, but blind spots in culture. So, I stepped in. I trained him and his leadership team on cross-cultural etiquette—the invisible codes that make or break global deals. • In Japan: exchange business cards with both hands, take a moment to read the card, and treat it with respect. • In the Middle East: never use your left hand for greetings. • In Europe: being two minutes late might be forgiven in Paris, but never in Zurich. These aren’t trivial details. They are currencies of respect. The next time he met the client, he bowed slightly, held the business card with both hands, and said: “It’s an honor to work with you.” The client’s smile was different this time—warm, genuine, approving. The deal, once slipping away, was back on track. 🌟 Lesson: In a global world, etiquette is not optional—it’s currency. You can have the best strategy, the sharpest numbers, the brightest slides—but if you don’t understand the human and cultural nuances, you’ll lose the room before you know it. Great leaders don’t just speak the language of business. They speak the language of respect. #CrossCulturalCommunication #ExecutivePresence #SoftSkills #GlobalLeadership #Fortune500 #CulturalIntelligence #Boardroom #BusinessEtiquette #LeadershipDevelopment #Respect

We all have our unique communication style. And this can sometimes be a problem… At my core, I am naturally direct—I prefer getting straight to the point and value concrete solutions. This direct approach was perfectly acceptable in my country, Ukraine. But it was not as well received in England, where I moved at the age of 21. Gradually, I adapted to my new environment. “I think you are wrong” transformed into “with all due respect,” and “Your idea is bad” evolved into “Could we consider other options?”. The experience of working in an international context, with people from all over the world, has taught me that: 1️⃣ There’s no universally “good” or “bad” communication style; what’s effective in one culture might not be in another. 2️⃣ The greatest skill lies in knowing when to pivot between directness and subtlety, especially in multicultural settings. 3️⃣ Adapting your style doesn’t mean sacrificing your core identity; it’s about building bridges across borders. For a deeper dive into cross-cultural communication, I recommend reading “The Culture Map” by Erin Meyer, where she deciphers how culture shapes communication styles. To learn more about my personal journey in this realm, check out my latest speech on the topic at the International Geneva Toastmasters. 👇 #CommunicationSkills #CulturalIntelligence #communication #CrossCulturalCommunication #CulturalAwareness

Skiilify's online platform myGiide was just named one of the top cross-cultural training platforms for 2026 by Solutions Review, a publication known for enterprise tech. That’s not a small signal. Solutions Review is calling out something most companies still miss: The hardest problems in the AI era are human. Work today means constant interaction across differences: Different cultures. Different functions. Different assumptions about how work gets done. Call it cross-cultural. Call it cross-contextual. Either way, this is where things break. People interpret the same situation differently. They make decisions using different norms. They leave conversations thinking there was alignment when there wasn’t. And, no amount of technical skill fixes that. Most organizations still respond with awareness. They might offer a workshop or seminar. They move on and nothing changes. myGiide by Skiilify focuses on what actually changes behavior. It builds the durable skills people use when situations are unclear and unfamiliar: ✅ Curiosity. ✅ Tolerance of ambiguity. ✅ Perspective-taking. ✅ Resilience. ✅ Humility. ✅ Relationship-building. Then, it measures whether those skills improve over time. This recognition from Solutions Review matters because it reflects a shift: Cross-cultural capability is no longer a niche skill. It’s how work gets done. Are your teams ready? #culturalagility #durableskills #AI #softskills #talentdevelopment #crosscultural Thoughts? Andy Palmer Diane DeCaprio Nicole Zeimis MacDonald M.O. M.A., CCT https://lnkd.in/euXM7r5w

🗣️ Ever felt like a single word changed the way you were perceived? Language has the power to welcome or exclude, uplift or diminish—often in ways we don’t even realize. Last week, I led a training on Inclusive Language in Sakon and the response was eye-opening! As a DEI consultant, I see daily how subtle word choices shape workplace culture, either fostering belonging or creating unintended exclusion. Special thanks to Ritika Pakhare for trusting me. Key Takeaways: ✅ Words Shape Inclusion Switching “Hey guys” to “Hey team” might seem small, but it signals who feels acknowledged. ✅ Microaggressions Are Real Phrases like “Where are you really from?” may sound harmless, but they imply ‘you don’t belong’. Instead, try “What’s your cultural background?”. ✅ Cultural Sensitivity Builds Stronger Teams Not all cultures value direct feedback—understanding these nuances reduces workplace friction and enhances collaboration. ✅ Reframe for Inclusion In our ‘Reframe the Phrase’ activity, participants rewrote exclusionary statements—proving how small tweaks lead to big change. My Challenge to You: For one week, audit your language. Swap out exclusive terms for inclusive ones, and notice the impact! Whether it’s changing “maternity leave” to “parental leave” or “salesman” to “sales team”, these shifts create a workplace where everyone feels seen. Ready to make inclusivity part of your workplace DNA? Let’s connect! 🌍✨ #DEI #InclusiveLanguage #WorkplaceCulture #Leadership #DiversityAndInclusion #PsychologicalSafety #jyotidadlani