Online Communication Etiquette

"Sorry for messaging." I see this phrase multiple times per day from Filipino team members. They are not apologizing for a mistake. They are apologizing for what they thought was a hassle they are bringing in. This is not about confidence. This is about culture. Filipino workplace communication emphasizes smooth relationships and deference to authority. The concept of "utang na loob" (debt of gratitude) runs deep. When someone helps you or employs you, maintaining that relationship through politeness becomes paramount. Foreign managers often misread this. They see frequent apologies and assume the person lacks confidence or feels anxious about their performance. That is not what is happening. Some examples I see constantly: "Sorry for the inconvenience" when asking a legitimate clarifying question. "Apologies for the delay" when the response came 2 hours later, not 2 days. Multiple apologies in a single message for what amounts to normal work communication. The challenge is this. Remote work requires directness. When someone hits a blocker, I need them to state it clearly and immediately. Not apologize three times before getting to the actual issue. This is what I think works: Model the behavior you want. When someone apologizes unnecessarily, respond with "No need to apologize. This is normal work communication." Reframe apologies into statements. If someone says "Sorry to bother you but I am blocked," teach them to say "I am blocked on X and need guidance on Y." Create explicit norms. Tell your team directly: "Asking questions is part of your job. You never need to apologize for doing your job." Acknowledge the cultural context. Explain that global business communication values directness and that this does not mean disrespect. The goal is not erasing cultural communication styles. The goal is helping your team understand that directness serves everyone better in remote work environments. Frequent apologies are not a performance issue. They are a cultural communication pattern that you can help reshape through clear expectations and consistent modeling.

Want to become more persuasive? Here’s what decades of research reveal and how you can use it to influence anyone (ethically): First: Don’t be an extrovert. That loud, slick-talking stereotype of a great persuader? Totally wrong. In fact, strong extroverts are often bad at persuasion. They talk too much and listen too little. But introverts aren’t the answer either… The best persuaders are ambiverts. Not too loud. Not too quiet. Ambiverts know when to speak and when to shut up. They push when needed, but they also pause. They’re adaptable. Flexible. Balanced. And here’s the kicker: Most of us are ambiverts. Second: Use social proof. People decide what to do by watching others. Want someone to act? Show them that people like them are already doing it. Example: “Reuse your towel it helps the environment.” (meh) “Most guests reuse their towels.” (33% more effective) Trying to pitch a new idea? Don’t just share benefits. → Say: “Our competitors already use this.” → Or: “Half our team is already testing it.” People follow patterns. So show them the pattern. Third: Don’t focus on changing minds. Most of us resist changing our beliefs. So stop trying to convince people. Instead, make it easy for them to act. This shift changes everything. In one study, students were asked to donate food. Giving them all the reasons why it mattered? Mildly effective. But when researchers gave a map, food suggestions, and follow-up? Donation rates soared even from people who didn’t care much at first. So ask yourself: Have I built an off-ramp? Is the action crystal clear? Can someone say yes without friction? Simplify the next step. That one change might make your pitch 10x more effective. In summary, 3 proven ways to persuade: Be an ambivert: Flexible, responsive, and balanced. Bring social proof: People follow others. Show them who’s already in. Make it easy: Action beats argument. Now you’ve got the playbook. Use it well.

A few years ago, I was in a high stakes meeting with colleagues from Japan. I presented my points confidently, thinking I was making a great impression. But as I scanned the room, I saw blank expressions. No nods. No engagement. Just silence. I panicked. Had I said something wrong? Was my idea unconvincing? After the meeting, one of my Japanese colleagues pulled me aside and said, “Sumit, we really want to understand you, but you speak too fast.” That was my light bulb moment. For years, I assumed that mastering English and business communication was enough to build strong global relationships. But the real challenge wasn’t just the language - it was the rate of speech! Most of us don’t realize that speaking speed varies drastically across cultures. Here’s an eye-opener: ·      In India, we typically speak at 120–150 words per minute. ·      The global standard for clear communication is around 60–80 words per minute. ·      In Japan, where English is not the first language, this rate drops even further. So, what happens when we, as fast speakers, communicate with someone who is used to a much slower pace? Our words blur together. The listener struggles to process. And instead of making an impact, we create confusion. We often assume that if people don’t understand us, we need to repeat ourselves. But the truth is, we don’t need to repeat - we need to slow down, simplify, and pause. If you work in a multicultural environment, here are three things that can dramatically improve your communication: a.   Control your pace: Consciously slow down when speaking to an international audience. What feels “normal” to you might be too fast for them. b.   Use simple language: Smaller sentences. Easier words (vocabulary). c.    Pause & check for understanding: Don’t assume silence means agreement. Ask, “Does that make sense?” or “Would you like me to clarify anything?” I’ve seen professionals struggle in global roles - not because they lack expertise, but because they fail to adjust their communication style to their audience. I’ve also seen leaders who thrive across cultures, simply because they master the art of respectful, clear, and paced communication. If you want to succeed in a global workplace, rate of speech is not just a skill - it’s a strategy. Have you ever faced challenges due to differences in speaking speed? Let’s discuss. #GlobalCommunication #CrossCulturalLeadership #EffectiveCommunication #SoftSkills #CareerGrowth #WorkplaceSuccess #HR

Why Indonesian professionals often struggle with Western clients (Hint: It’s not about talent) After 15 years between Southeast Asia and Europe, I’ve seen too many Indonesian professionals miss out on international opportunities. (Not because of a lack of skill) But because of a gap in cultural expectations. So let’s bridge that gap, starting today. Here are 5 unspoken expectations Western companies have: Clarity over Harmony ↳ We often soften bad news or speak indirectly. ↳ Western teams prefer direct and clear communication, even if it’s uncomfortable. Proactive > Reactive ↳ Don’t wait to be asked. ↳ Come with solutions, ideas, updates, they’ll see you as a leader. Time = Trust ↳ Deadlines aren’t flexible. ↳ Missing them (even slightly) erodes confidence quickly. Responsibility is personal ↳ Own your tasks fully. ↳ “I wasn’t informed” doesn’t work in this culture. Challenging ideas = Respect ↳ In the West, respectful pushback shows engagement. ↳ Silence can be mistaken for disinterest. Bonus: 2 more shifts to level up globally: Feedback ≠ Attack ↳ In Indonesia, direct criticism feels harsh. ↳ In Western teams, feedback is a growth tool, not personal. Documentation > Memory ↳ “Saya ingat kok” isn’t enough. ↳ Clear notes, task tracking, and written updates build trust. If you work with global clients or dream of growing your career abroad… These cultural shifts matter as much as your technical skills. Let’s not just be excellent → Let’s be understood. P.S. Which of these 7 resonates most with your experience? Feel free to repost ♻️ so others in your network can learn too. #CrossCulturalCommunication #GlobalCareer #RemoteWorkTips #IndonesianProfessionals #WorkCulture #LeadershipSkills

Should every professional follow a journalist’s code of ethics? During a recent conversation with award-winning sports journalist, media personality, and professor Kelsey Nicole Nelson, she shared something that truly stayed with me. At the start of every semester, she has her students read and sign the SPJ Code of Ethics. Not because they’re required to, but because she wants them to understand the weight of their words, the power of their platforms, and the responsibility they hold in building trust. And that couldn’t be more relevant right now. In the digital age, your voice is more than your message, it’s your brand, just because you can say it online, doesn’t mean you should. We're living through a time when information is flying faster than truth. AI generated content floods our feeds. People share before verifying, and with one comment, post, or video clip, you can go viral for all the wrong reasons. What’s missing isn’t visibility, it’s integrity. During my keynote for Free Speech Week at the McCombs School of Business, I asked: “Where does free speech end, and personal accountability begin?” What I’ve come to realize is that ethical communication is no longer optional, it’s the foundation of your reputation. The SPJ Code may be designed for journalists, but the principles apply to all of us: 💜 Seek truth and report it.  💜 Minimize harm.  💜 Act independently.  💜 Be accountable and transparent. If you’re a leader, creator, business owner, or even a student, these are the questions you need to ask yourself before you post, comment, or share:  💜 Is this fact or opinion?  💜 Is it rooted in my values?  💜 Am I sharing for impact, or attention?  💜 Am I adding to the noise, or offering clarity? And yes, even with AI, especially with AI, these questions matter. Tools like ChatGPT can help us articulate ideas and scale content, but they don’t replace our values. They don’t carry our credibility, the prompt might be automated, but the responsibility is still ours. What I’ve learned through Kelsey’s insights, my own journey, and the many conversations I’ve had with clients and leaders, is this: Your story doesn’t need to be loud to be heard, it needs to be intentional. You don’t have to overshare to be transparent, you don’t have to hold back your truth, but you do need to know when and how to share it. This Friday, December 5th at 10AM CST, Kelsey and I will be going LIVE on LinkedIn to deep dive into this conversation. We’ll talk about the intersection of media, professionalism, AI, and brand ethics. I'd love for you to join us. Free speech is a right, accountability is a choice, and your personal brand is the sum of both. #FreeSpeech #ContentStrategy #Leadershp #PersonalBranding #AI  

The 'Out of Sight, Out of Mind' Trap: How to Conquer the Distance Google is a global company with offices all over the world, and while this diversity is a strength, it also presents unique challenges for communication and collaboration. Especially when your key stakeholders and decision-makers are continents away! Those hallway conversations, spontaneous coffee chats, and quick desk drop-bys that teams at HQ take for granted? Yeah, those aren't happening when you're separated by oceans and time zones. And that can lead to a disconnect. Your team's amazing work might get overlooked, your challenges might go unnoticed, and your stakeholders might feel out of the loop. But fear not, fellow remote leads! Here are a few strategies I've learned along the way: ‣ Tailor your communication approach: Every leader has their preferred communication style. Some love detailed reports, others prefer concise bullet points, and some just want the TL;DR. It's your job to adapt and deliver information in the way they'll best receive it. ‣ Embrace Radical Transparency: The worst thing that can happen is your leadership feeling blindsided by a problem or a missed deadline. Over-communicate! Share updates regularly, highlight both wins and challenges, and don't be afraid to ask for help when needed. ‣ Educate Your Leads: Help them understand the unique challenges of leading a remote team in a different location. Explain why you might need more proactive communication or different approaches to stay connected and aligned. ‣ Build Relationships Beyond Email: Travel when possible. Occasional visits to the main office can be invaluable for building relationships and understanding the nuances of the company culture. ‣ Celebrate Wins: Make sure your stakeholders are aware of your team's accomplishments, both big and small. This reinforces the value of your team and keeps them top-of-mind. ‣ Iterate and Improve: What works for one lead might not work for another. Experiment with different communication styles, ask for feedback, and continuously refine your approach. Leading a local team in a remote site requires extra effort and intention. By mastering the art of communication and building strong relationships with your stakeholders, you can ensure your team's success, no matter where you are in the world! What are your favorite tips for leading remote teams across continents? Share your insights in the comments! 👇 #RemoteLeadership #Communication #TechLeadership #lifeAtGoogle

10 Copywriting Rules (From a Dad of Twin Teenagers Who Knows a Thing or Two About Persuasion) Growing up with twin teenage daughters has been the ultimate crash course in persuasive communication. If I can get two teenagers to agree on dinner plans without an eye roll, selling anything to anyone becomes a breeze. Crafting a compelling copy? Surprisingly similar. It’s all about: • The right tone • Catchy phrasing • Knowing exactly what they want (even when they don’t). Here’s how these lessons translate to copywriting: 1/ Strong CTA = More Conversions Convincing teens to choose one restaurant? Like a CTA, it needs a “what’s in it for me” factor. “Click Here” works if paired with why they should care. Example: “Click Here for Mouthwatering Dinner Ideas.” 2/ Highlight What Matters In family debates, shouting the best option works (sometimes). In copy, highlight with: ✔️ Bold text ✔️ Visual cues ✔️ Testimonials Give readers reasons to trust—and choose—your offer. 3/ Symbols Speak Louder Than Words Teenagers scan for emojis. Readers? Scanning for key symbols. Use: ✔️ $ for discounts ✔️ ❌ to show what they’re missing without you. 4/ Numbers > Words “Be home at 1” is clearer than “Be home at one.” Numbers grab attention. Use them in headlines, discounts, or stats. 5/ Follow the “Goldilocks” Rule Too many options = indecision (or teenage rebellion). Limit choices to make decisions easier—group into 3-4 options. 6/ Meaningful Hooks “Dinner options” sounds boring. “Let’s try sushi tonight!” sparks curiosity. Same with copy: Your “Plans & Pricing” page? Rename it. Try “Find Your Perfect Plan.” 7/ Picture It Like a Conversation Persuading teens means sitting down and talking face-to-face. Write your copy like you’re chatting across the table with your audience. 8/ Explore Layers of Benefits Teens need more than “it’s good for you.” They want specifics: “You’ll feel great and your friends will love it.” Your copy needs the same. Features are nice, but benefits sell. 9/ Showcase Your Best Dinner debate strategy? Start with the best suggestion first. Your copy should, too: Feature best-sellers or top reviews upfront—don’t bury them. 10/ First & Last Impressions Matter In family arguments, what you say first and last is what gets remembered. Structure your bullets the same way: • Strongest point first • Close with a powerful takeaway Master these rules, and whether you're selling products or settling family debates, you'll win every time.

Meetings aren’t for updates - they’re where your culture is being built… or broken. In distributed, remote, & hybrid teams, meetings are key moments where team members experience culture together. That makes every meeting a high-stakes opportunity. Yet most teams stay in default mode - using meetings for project updates instead of connection, ideation, debate, and culture-building. Fixing meeting overload isn’t just about having fewer Zooms. It’s about rewiring your communication norms: ✔️ Do we know when to communicate synchronously vs. asynchronously? ✔️ Are we using async tools that give transparency without constant live check-ins? ✔️ Have we aligned on our team values and expected behaviors? 💡 3 ways to reduce meetings and make the remaining ones count: 1️⃣ Co-create a Team Working Agreement. Before you can reinforce values, your team needs to define them. We’ve spent hundreds of hours helping teams do this - and have seen measurable gains in team effectiveness. Key components: ✔️ Shared team goals ✔️ Defining team member roles ✔️ Agreed-upon behaviors ✔️ Communication norms (sync vs. async) 2️⃣ Begin meetings with a connection moment. Relationships fuel trust and collaboration. Kick things off with a check-in like: “What gave you energy this week?” Or tailor it to the topic. In a recent meeting on decision-making norms, we asked: “Speed or certainty - which do you value more when making decisions, and why?” 3️⃣ Make team values part of the agenda. Create a ritual to recognize teammates for living into the team behaviors. Ask the question: “Where did we see our values or team agreements show up this week?” And check in on where could the team have done better. Culture doesn’t happen by accident - especially when your teams are spread across time zones, WFH setups, and multiple office sites. Your meetings can become a powerful tool to build culture with intention. Excerpt from the Work 20XX podcast with Jeff Frick

Every decision we make is influenced by subtle psychological triggers— whether we’re aware of them or not. For marketers & sales teams, understanding these nuances can dramatically enhance how we connect with prospects & close deals. Here are a few key psychological drivers: 1. Anchoring bias: → Initial information frames decisions. → Highlighting a premium offering first can make subsequent options appear more attractive. 2. The scarcity effect: → Limited availability creates urgency. → “Only 3 spots left” taps into the fear of missing out & drives quicker action. 3. Social proof: → People follow the crowd. → Testimonials, reviews, or case studies make potential clients feel safer in their decisions. 4. Loss aversion: → Potential losses resonate more deeply than equivalent gains. → Phrasing matters: “Don’t miss out on this opportunity” often outperforms “Here’s what you’ll gain.” 5. The reciprocity principle: → When you give, people feel compelled to return the favor. → Offering free resources or insights builds goodwill that nudges prospects toward action. Let’s understand now why it matters: Decisions aren’t just logical— they’re emotional too. Tapping into psychology can turn hesitation into action. Hence, making communication more persuasive & impactful. How are you aligning your sales strategies with these behavioral insights?

Ethical AI in PR has moved from “nice to have” to non‑negotiable standard. Recent guidance from the PR profession makes it clear: it’s not if we use AI, but how we use it—transparently, accountably, and within robust governance frameworks. This 5WPR article highlights five big shifts for communicators: - Clear disclosure when AI shapes content or decisions, backed by documentation and upfront client conversations. - Strong governance and human oversight, including regular AI audits and vendor due diligence. - Bias mitigation as a core competency—fact‑checking AI outputs, auditing for bias, and clearly labelling synthetic media. - Client expectations for honesty, quality control, and someone clearly accountable when AI is involved. - Alignment with emerging global AI laws through ongoing training, policy updates, and solid paper trails. For PR teams, the message is simple: ethical AI isn’t just a compliance issue—it’s a trust, reputation, and professional integrity issue. Now is the time to audit how you use AI, tighten your policies, and invest in training so you can lead these conversations, not chase them. https://lnkd.in/gu3Nxb83 Public Relations Institute of Ireland Laura Wall MPRII Paul Hand MPRII