, even when you don't have all the answers. Maintain good posture, make eye contact, and gesture when you speak to emphasize key points. Project confidence, and have faith in your ability to get your team from point A to point B. Additionally, be secure enough to admit when you don't know something without letting it phase you.  Imagine saying, “I don't know,” while looking down and fidgeting. Now imagine saying, “I don't know the answer, but I'll look into it and get back to you,” as you stand up straight and look the person in the eye. Not knowing something doesn't make you a bad leader. Ineffective leaders, on the other hand, get insecure and refuse to admit when they're wrong. Keep in mind there's a fine line between confidence and arrogance. Acknowledge that you don't know everything, and avoid acting like you're superior to everyone. Take every opportunity to refine your knowledge, whether you're managing a sales team or the president of a school club. Knowing what you're talking about will build your confidence and earn your team's trust. While it's impossible to know everything, your team will doubt your abilities if you say “I don't know” to every question they ask.  Even worse, if you don't have an answer, make something up, and turn out to be wrong, your team won't trust you. For example, if you're planning a fundraiser at school for a charity, check the organization's website for guides on coordinating events. If you're the head of an engineering team, learn everything you can about the products you create, attend professional development events, and stay updated on relevant new technologies and software. There's always room to grow, even if you're in a top leadership position. Reach out to a person you admire who has strong leadership skills. You could ask them to chat over coffee or lunch, or see if they're open to being a long-term mentor.  Look for role models who've overcome challenges and reached goals similar to your own. For instance, if you're a young woman in high school or college, attend public speaking events by women in leadership positions. It might be intimidating to ask someone to be a mentor, but try to relax. Just get in touch with someone who's achieved the goals you've set for yourself, show interest in their achievements, and ask for advice.  In addition to seizing opportunities to learn from those with more experience, you should mentor those you lead. If there's a heated disagreement between team members, tell those involved to get their emotions in check. Have them take some time to cool down, if necessary. Identify the source of the conflict, and take steps to address it.  Try to see each person's perspective, and remain objective. If there's a way to find a win-win scenario, do your best to negotiate a compromise. Suppose you run a factory, and a blueprint typo led to a canceled order. The salesperson is angry that they lost a commission and yells at the designer who made the typo. Instruct them to cool down, stress that getting angry is unacceptable, and assure both that a new double-check system will prevent future issues. Keep in mind in a professional setting, you might need to let HR handle an escalating conflict between employees.
जब आपके पास सभी प्रश्नों के उत्तर नहीं भी हों तब भी कॉन्फिडेंट (confident) रहिए: अपने क्षेत्र में जितना सीख सकते हैं, सीख लीजिये: किसी अधिक अनुभव वाले व्यक्ति को मेंटर (mentor) चुनिये: सीखिये कि किस तरह से संघर्षों को मैनेज किया जाए: