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22 Things That Confident Women Don’t Do

22 Things That Confident Women Don’t Do

When you think of the most confident woman you know, like Malala Yousafzai, Oprah Winfrey, or even a Kanye West interrupted Taylor Swift, what are these ladies have in common that allow them to approach life so fearlessly? They carry themselves with an air of success, grace, and determination. The energy change when they entered a room.They are memorable.

See how many of this list of pitfalls you avoid and how you measure up as a confident woman.

1. They don’t gossip.

Confident women don’t talk about other women, they talk about their dreams, plans and aspirations.

2. They don’t doubt themselves

You won’t hear them second-guess their decisions. Hesitation isn’t part of their process. They know what they are doing and why they are doing it at all time. They think their decisions through thoroughly but once they have decided, they have decided.

3. They don’t follow trends

Confident women are trend setters. They spend no time thinking about what is “in” and instead they make choices based on what they like. They are finely attuned to their own needs and preferences. And they are not afraid to ask for what they want.

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4. They never suppress feelings

When something is on their mind, you will know it. They tell it like it is. With confidence comes the ability to speak your mind in a way that others hear you.

5. They never compromise self-care

Confident women know that they need to take care of themselves. They value a healthy work/life balance and they take time to eat right, sleep well and to spend an occasional moment being pampered just because it feels good.

6. They never listen blindly

Confident women like to gather their own evidence and come to their own conclusion. They think outside-the-box, because if they don’t do their own fact-finding, they know they might not see the big picture.

7. They don’t try to please people

When a woman is self-assured, she does not need external approval. This allows them to be their true-selves and trust that people who like her, like her for who she truly is. She leads from her heart and has the inner-strength to handle opposition.

8. They don’t waste time on worrying.

Time is valuable so spending time on “what-if”, “should-have” or “could-have-been” is not useful to the confident woman. She knows that worry is like paying interest on a loan before you have been approved.

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9. They don’t have regret

They learn from the past and they recognize where they have made poor choices but there’s no regret. Being able to learn from the past rather than regret it oozes confident.

10. They aren’t afraid to get messy

Sure they know the value of a good first impression and they like to look good, but they don’t care if they are caught in a rainstorm or if they get sandy feet while walking on the beach. They find joy in the experience whether that is getting stuck in a downpour or falling in the pool.

11. They don’t see failures as defeats

In fact, they are the ones who can tell you how many times Henry Ford went bankrupt before he became successful (three!). They recognize that there are always bumps in the road on the path to success. The ease with which they recover allows them to keep moving forward in their determined fashion.

12. They don’t cave to peer pressure

This is largely due to the fact that they don’t feel peer pressure. Pressure is reserved for those who stress about what others think. And the confident woman just doesn’t.

13. They don’t make unconscious choices

Confident women are in touch with their purpose and they use this to intentionally guide their decisions. This dauntless way of living intentionally is part of what draws others to them.

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14. They don’t ignore their instincts

Even when all the facts seem to point one way, if their gut says the other, that is the way they go. They know that instinct is our strongest ally in decision making so they listen to it religiously.

15. They don’t glorify busy

Productive is different than busy. They get the job done, they just don’t feel overwhelmed as they are doing it.

16. They don’t take things personally

They understand that your opinion is about you, not about them. While they value your input, if you don’t agree with their choices, they still make them. And they still like you.

17. They don’t find silence uncomfortable

In fact, silence recharges them. They enjoy alone time where they can explore personal growth and take time to reenergize.

18. They don’t aspire to be popular

They value authenticity in others and only want friends whom they share a deep connection. They like challenging conversations and this doesn’t lead to popularity but they don’t care.

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19. They don’t need personal trainers

Or alarm clocks for that mater. They motivate themselves and are excited to get the jump on their day – no snooze buttons for them.

20. They don’t want fans they want supporters

They probably have 900 Facebook friends and a ton of followers on Instagram but what they value is the content of their newsfeed, not the numbers. Quality over quantity every time.

21. They don’t equate who they are with what they have

They know that stuff doesn’t define them so their choices in clothing and cars are based on what they like not on how they want to be perceived.

22. They don’t deny themselves

They realize that there is balance on everything. They might be on a health kick but they will gladly treat themselves to an occasional ice-cream. They like to get to the gym, but they know the world won’t end if they skip a work out.

Confident women don’t neeed anyone to like them. Which is probably why everyone does!

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Last Updated on February 21, 2019

The Secret to Effective Conflict Resolution: The IBR Approach

The Secret to Effective Conflict Resolution: The IBR Approach

In business, in social relationships, in family… In whatever context conflict is always inevitable, especially when you are in the leader role. This role equals “make decisions for the best of majority” and the remaining are not amused. Conflicts arise.

Conflicts arise when we want to push for a better quality work but some members want to take a break from work.

Conflicts arise when we as citizens want more recreational facilities but the Government has to balance the needs to maintain tourism growth.

Conflicts are literally everywhere.

Avoiding Conflicts a No-No and Resolving Conflicts a Win-Win

Avoiding conflicts seem to be a viable option for us. The cruel fact is, it isn’t. Conflicts won’t walk away by themselves. They will, instead, escalate and haunt you back even more when we finally realize that’s no way we can let it be.

Moreover, avoiding conflicts will eventually intensify the misunderstanding among the involved parties. And the misunderstanding severely hinders open communication which later on the parties tend to keep things secret. This is obviously detrimental to teamwork.

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Some may view conflicts as the last step before arguments. And they thus leave it aside as if they never happen. This is not true.

Conflicts are the intersect point between different individuals with different opinions. And this does not necessarily lead to argument.

Instead, proper handling of conflicts can actually result in a win-win situation – both parties are pleased and allies are gained. A better understanding between each other and future conflicts are less likely to happen.

The IBR Approach to Resolve Conflicts

Here, we introduce to you an effective approach to resolve conflicts – the Interest-Based Relational (IBR) approach. The IBR approach was developed by Roger Fisher and William Ury in their 1981 book Getting to Yes. It stresses the importance of the separation between people and their emotions from the problem. Another focus of the approach is to build mutual understanding and respect as they strengthen bonds among parties and can ultimately help resolve conflicts in a harmonious way. The approach suggests a 6-step procedure for conflict resolution:

Step 1: Prioritize Good Relationships

How? Before addressing the problem or even starting the discussion, make it clear the conflict can result in a mutual trouble and through subsequent respectful negotiation the conflict can be resolved peacefully. And that brings the best outcome to the whole team by working together.

Why? It is easy to overlook own cause of the conflict and point the finger to the members with different opinions. With such a mindset, it is likely to blame rather than to listen to the others and fail to acknowledge the problem completely. Such a discussion manner will undermine the good relationships among the members and aggravate the problem.

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Example: Before discussion, stress that the problem is never one’s complete fault. Everyone is responsible for it. Then, it is important to point out our own involvement in the problem and state clearly we are here to listen to everyone’s opinions rather than accusing others.

Step 2: People Are NOT the Cause of Problem

How? State clearly the problem is never one-sided. Collaborative effort is needed. More importantly, note the problem should not be taken personally. We are not making accusations on persons but addressing the problem itself.

Why? Once things taken personally, everything will go out of control. People will become irrational and neglect others’ opinions. We are then unable to address the problem properly because we cannot grasp a fuller and clearer picture of the problem due to presumption.

Example: In spite of the confronting opinions, we have to emphasize that the problem is not a result of the persons but probably the different perspectives to view it. So, if we try to look at the problem from the other’s perspective, we may understand why there are varied opinions.

Step 3: Listen From ALL Stances

How? Do NOT blame others. It is of utmost importance. Ask for everyone’s opinions. It is important to let everyone feel that they contribute to the discussion. Tell them their involvement is essential to solve the problem and their effort is very much appreciated.

Why? None wants to be ignored. If one feels neglected, it is very likely for he/she to be aggressive. It is definitely not what we hope to see in a discussion. Acknowledging and being acknowledged are equally important. So, make sure everyone has equal opportunity to express their views. Also, realizing their opinions are not neglected, they will be more receptive to other opinions.

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Example: A little trick can played here: Invite others to talk first. It is an easy way to let others feel involved and ,more importantly, know their voices are heard. Also, we can show that we are actively listening to them by giving direct eye-contact and nodding. One important to note is that never interrupt anyone. Always let them finish first beforeanother one begins.

Step 4: Listen Comes First, Talk Follows

How? Ensure everyone has listened to one another points of view. It can be done by taking turn to speak and leaving the discussion part at last. State once again the problem is nothing personal and no accusation should be made.

Why? By turn-taking, everyone can finish talking and voices of all sides can be heard indiscriminantly. This can promote willingness to listen to opposing opinions.

Example: We can prepare pieces of paper with different numbers written on them. Then, ask different members to pick one and talk according to the sequence of the number. After everyone’s finished, advise everyone to use “I” more than “You” in the discussion period to avoid others thinking that it is an accusation.

Step 5: Understand the Facts, Then Address the Problem

How? List out ALL the facts first. Ask everyone to tell what they know about the problems.

Why? Sometimes your facts are unknown to the others while they may know something we don’t. Missing out on these facts could possibly lead to inaccurate capture of the problem. Also, different known facts can lead to different perception of the matter. It also helps everyone better understand the problem and can eventually help reach a solution.

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Example: While everyone is expressing their own views, ask them to write down everything they know that is true to the problem. As soon as everyone has finished, all facts can be noted and everyone’s understanding of the problem is raised.

Step 6: Solve the Problem Together

How? Knowing what everyone’s thinking, it is now time to resolve the conflict. Up to this point, everyone should have understood the problem better. So, it is everyone’s time to suggest some solutions. It is important not to have one giving all the solutions.

Why? Having everyone suggesting their solutions is important as they will not feel excluded and their opinions are considered. Besides, it may also generate more solutions that can better resolve the conflicts. Everyone will more likely be satisfied with the result.

Example: After discussion, ask all members to suggest any possible solutions and stress that all solutions are welcomed. State clearly that we are looking for the best outcomes for everyone’s sake rather than battling to win over one another. Then, evaluate all the solutions and pick the one that is in favor of everyone.

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