https://www.misscommuniteam.com/freebookbyjan, http://MissCommuniTeam.com/

Misscommuniteam, Dubai (2026)

24/12/2025

You think you are not winning, but here is the truth

This year was hard work
But anything worth having always is

Building a business on a new vision that you have to teach,
whilst building the version of myself to cacrry the mission
is lonely, back breaking soul defining

But, I'm still here

I post to hold myself accountable

You reply to my posts and engage in DM's
gives me new focus to keep going

Safe space strategies change live

It changes mine

It's the silent battles offline
In the dark with 3am workloads
whilst everyone sleeps

It's the rejection when you know the person
really needs the thing I am developing
but they need proof of concept from
"others" to get on board

It's the self-doubt management
Only you can do

It's the stitching together of your
psychology when you feel you can't do
anymore

I know you have been there too

Just before the year was over
When I thought my business might
be in real trouble

I got the biggest win of my entire
entrepreneurial career

I'll be sharing more on this soon!

I look back now and think
"What if I had given up?"

I WOULD NEVER HAVE SEEN
THE RESULT !!!!

I'm so grateful I did not allow myself to
lose faith and stuck with the plan

If you feel you're just hanging on
by a thread

I see you
I hear you
I feel you

Keep going

Why?

I believe in you
as much as I believe in
myself

Hold on, I promise the best is
yet to come

💯

23/12/2025

Tis the season to be jolly? - not for all of us, here is your plan in a post.

( 💡 Save and share to help others)

The holiday dinner table becomes a battlefield for your peace

You know the feeling
Walking into family gatherings, braced for impact
The comments about your choices
The questions that feel like interrogations
The energy that drains you before dessert is served

According to the American Psychological Association (2023), nearly 89% of adults say concerns, including anticipating family conflict, cause them stress during the holidays.

Your nervous system isn't overreacting
It's protecting you

Here's the truth about family dynamics I've observed:

"When you're faced with people who don't value you
remember: What they find as a fault in you, is missing in them."

I train women to stay empowered and grounded with these two skills

✅ Self-validate and
✅ Self-advocate

Tensions exist in our close relationship is due to these factors in people:

Your success highlights their unfulfilled potential
Your boundaries expose their lack of them
Your confidence threatens their insecurities
Your growth reminds them of their stagnation

How to preserve your safe space during family gatherings:

1. Decide your boundaries before you arrive
Have your exit strategy ready

2. Practice the "gray rock" method
Become uninteresting to difficult relatives

3. Seek out your family allies
Connect with those who celebrate your growth

4. Remember this simple truth
What they find as a fault in you is missing in them
Not what's wrong with you

Your growth will always trigger someone's stagnation

Self-validate and self-advocate anyway

I hope this helps you share the joy and not the pain of the seasons meetings

Message me if you need help - I will reply personally!
---------

22/12/2025

Hello ladies 🫶🏼

My post on LinkedIN today is a a personal story

My son #4 in UAE tennis 🎾
Was playing an important tournament at the new Academy in Dubai owned by Ons Jabeur and her husband Karim Kamoun

He had an injury attempting what he described as an “impossible” shot

We are a sporting family with my other son doing tennis and parkour, so injury management is quite the norm

but the way Ons and her husband managed the “safe space” as leaders was truly remarkable

Your welcome to have a read 🙂

https://www.linkedin.com/posts/jan-daudi_the-one-thing-the-most-successful-people-share-7408865271706214400-ci1V?utm_source=share&utm_medium=member_ios&rcm=ACoAACfvfSABY5K-XEBNUS7oBo4tWjbkF4P0mfA

20/12/2025

How you self-sabotage as a smart person - what leaders may not know

Your highest performers might be your biggest self-saboteurs

Not because they lack skills
Not because they lack drive

Because their brains are running different software

Most leadership training teaches you to spot incompetence
Nobody teaches you to spot intelligence sabotaging itself

Here's the truth about neurodivergent patterns derailing your best people:

1. Anticipatory threat mapping kicks in

Their brain scans for failure before action
This isn't anxiety presenting as fear
It's fear presenting as logic

A lawyer refused a promotion because "the team will see I'm not ready"
No evidence
No feedback suggesting this
Pure phantom threat

Her brain wasn't protecting her from failure
It was protecting her from learning being visible

2. The competence tax gets collected

Smart people believe their value is in never being wrong
So they avoid situations where learning is messy

I've seen brain scans of a founder before investor meetings
His prefrontal cortex lighting up like a Christmas tree
Not from fear of rejection
Fear of losing his "smartest person in the room" status

He sabotaged every pitch by overexplaining basics
Intelligence became his shield, not his tool

3. Microscopic perfectionism takes over

A researcher delayed publishing for 18 months
Editing tiny details every week
Not because the paper improved
Because she couldn't tolerate reviewers thinking she overlooked something simple

Her brain preferred stagnation to microscopic imperfection

4. The endless rewrite loop

A product manager rewrote his roadmap every night
Not because it got better
Because he couldn't tolerate someone saying "you missed something"

The work wasn't broken
His tolerance for incompleteness was

5. The 24-hour rule breaks everything open

Act before you feel ready
Within 24 hours of feeling resistance

This works because it bypasses the threat scanner
Action interrupts the perfectionism loop

Your neurodivergent team members aren't defective
They're running different cognitive software

The question isn't how to fix them
The question is how to lead them

Traditional management assumes everyone thinks the same way
High-performance leadership recognizes different operating systems

Your smartest people don't need pressure to be perfect
They need permission to be human

Follow Jan Daudi for more neurodivergent leadership strategies

Full pdf document on LinkedIN

http://linkedin.com/in/jan-daudi

✍ Have you ever felt this problem yourself?

18/12/2025

1% women don't stay in their lane, when the road was built without your consent

I'm talking about the invisible boundaries
The unspoken rules
The "that's just how things are" mentality

You know the lane I mean

→ The one where you apologise when interrupted
→ Think an insult was just a joke and your too sensitive
→ Overthink why someone does not like you, and you're a good person
→ Shrink your ambitions to make others feel accomplished and smart

I see you
I've been there too

I had to evolve out of the lanes built for me by "minority-mindset" thinking
I chose to live from a place of deep inner conviction, not habit or culture
I decided to rebuild and identity from zero to hero regardless of praise

1% women don't follow the leader out of fear of consequences\
They follow the leader because the value of the leader
and how this does not diminish their value

It's not a power play
only insecure people do that
It's a growth mindset based on respect

But powerful women who choose to build their own lanes
can be punished.

So many I know ask me to help them with self-sabotaging
behaviours when they feel lost for abandoning authenticity for approval

"When you finally react after under-reacting,
you will be told that you are over-reacting
because the submissive version of you is the
one that has always been rewarded" - Jan Daudi

The accommodating version of you gets praised
The "team player" who never pushes back gets promoted
The woman who makes everyone comfortable gets celebrated

Until you stop

Until you set boundaries
Until you speak up in meetings
Until you negotiate your worth
Until you refuse to take on everyone else's emotional labour

Suddenly you're "too aggressive"
"Too demanding"
"Too much"

The truth?

You were never too much
The lane was too narrow

These weren't created with your input
These weren't designed for your success
These weren't built with your consent

What does this look like?

⚡ Saying no without explaining yourself
⚡ Taking credit for your ideas in meetings
⚡ Asking for what you're worth, not what you think they'll give
⚡ Leading with your expertise, not your agreeability
⚡ Making decisions that serve your growth, not their comfort

Your voice at full volume isn't "too much"
It's exactly what this world needs

The road ahead is yours to build
Start laying the first stone today

✍ Which lane are you ready to leave behind?

🌱 share with someone who needs to hear this today
——-

Follow Jan Daudi on LinkedIN for more communication strategies for Safe Space management

03/12/2025

Why I'm locked in for the rest of 2025-
even though there are only 3 weeks left

I'm on the final part of a body of work that is changing my life
But more importantly, it's changing the lives of women globally

I can't slow down now
It's the season to be jolly for some
It's my season to get faster and finish

If you would like to be an aide and support comunicaitons
empowerment in your leadership structure, I'm booking
conversations for 2026 early adopters to a
leadership evolution opportunity

If you are a women reading this
here's what ambitious females need to understand...

𝗬𝗼𝘂'𝗿𝗲 𝗻𝗼𝘁 𝗹𝗼𝗰𝗸𝗲𝗱 𝗶𝗻 𝗶𝗳 𝘆𝗼𝘂'𝗿𝗲 𝘀𝘁𝗶𝗹𝗹 𝗱𝗼𝗶𝗻𝗴 𝘁𝗵𝗶𝘀:

↳ Seeking validation from every decision you make
↳ Overexplaining your expertise to prove you belong
↳ Getting pulled into office politics and drama
↳ Spiraling in imposter syndrome instead of taking action

Most leaders waste 80% of their mental energy on noise.

But high performers?
They eliminate distractions ruthlessly.
They focus on impact, not approval.

I learned this the hard way.

Early in my career, I was asked to "soften my approach" in a C-suite meeting.

The client needed hard truths.
But I was told I'd be more effective if I made them comfortable first.

I had a choice:
People-pleasing or impact.

I chose impact.

The room went silent.
But the work moved forward.

That's when I realized something critical...

𝗛𝗲𝗿𝗲'𝘀 𝘄𝗵𝗮𝘁 𝗜 𝗹𝗲𝗮𝗿𝗻𝗲𝗱:

Discipline isn't about working harder.

It's about protecting your focus from everything that doesn't serve your growth.

When you're truly locked in?

You stop explaining yourself to people who don't matter.

You start showing up as the leader you already are.

Not the one you think they want.

🖇️ Share this to help more people in your network

What are you focused on write now?
___

Follow Jan Daudi for more high-performance communication strategies

01/12/2025

The real cost of silence is not free, it's expensive

I was never a person to stand and watch others suffer

I would alway speak up

(thats why I called my communications app - TalkTall)

The image shows two queues.

One person stands alone at the "hope" stall - choosing to speak up.

Hundreds crowd around "blindfolds," walking straight into storms they refuse to see.

This isn't just a metaphor. It's your workplace on Monday morning.

1/

↳ Bystander apathy doesn't just enable harm - it multiplies it

Every witness who stays silent gives abusers more power

Every leader who looks away teaches the organization that victims are disposable

↳ The culture calcifies around protecting the wrong people

2/

↳ The blindfold queue is longer for real reasons

Fear of retaliation isn't paranoia when you've seen colleagues disappear after reporting

Speaking up can cost careers, relationships, mental health

↳ But silence costs your ability to respect the person in the mirror

3/

↳ We've made courage expensive and conformity cheap

When HR protects reputation over people

When "don't rock the boat" becomes company culture

When witnesses get labeled troublemakers for seeing clearly

↳ We're training people that blindfolds are safer than truth

The reality: Both individuals and systems share responsibility.

You can't shame people into courage while maintaining unsafe conditions.

You can't demand integrity without building environments where it survives.

𝗙𝗼𝗿 𝗶𝗻𝗱𝗶𝘃𝗶𝗱𝘂𝗮𝗹𝘀 𝗰𝗼𝗻𝘀𝗶𝗱𝗲𝗿𝗶𝗻𝗴 𝘀𝗽𝗲𝗮𝗸𝗶𝗻𝗴 𝘂𝗽:

↳ Document patterns, not just incidents. Build relationships before you need them. Know your state's recording laws.

𝗙𝗼𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗮𝗻𝗱 𝗛𝗥:

↳ Track exit interview themes. Investigate complaints about "difficult" people. Create reporting paths that bypass direct managers.

𝗙𝗼𝗿 𝘄𝗶𝘁𝗻𝗲𝘀𝘀𝗲𝘀:

↳ Your silence sends a message. Make sure it's one you can live with.

The hope stall stays empty because we've made shopping there too expensive.

Time to change the price.

If you want to know how good you are at self-advocacy and speaking up for others, try my (comment below) scoring assessment - it’s give you a free report

https://your-safe-space-score.lovable.app

21/11/2025

Steal my secret strategy to getting what you want

PS - your senior leader will 💜 your pitch!

There is something you need to ask a decision maker

You know they are busy

You fear rejection

"Can I have a minute?"

"Umm, ok - but I only have a minute"

The familiar pattern

You start sweat

Your throat closes

Your in survival mode

Your heart is ticking louder than the clock

You start to speak, and within 10 seconds of your "story"

you can see the person looking at their watch

⛔ Opportunity lost because

🥱 Attention was lost

But this doesn't have to be you

They certainly isn't me, because I always command attention

And all of my clients know how to do the same.

I'll share one of the frameworks I use right now so the next time you need an "ask" from a decision-maker they'll give you more than a minute and probably give you more than you want.

▶️ Use the BLUF and FBR frameworks

❓ Where It Comes From?

• BLUF (Bottom Line Up Front) originated in the U.S. military and government writing standards, especially where commanders did not have time to read long reports.

• FBR (Frame, Benefit, Request) draws from persuasion research in behavioural psychology and executive communications.

I have made an infographic for you to save and share with your network so that you can leverage the research on this anc why it works:

1/

↳Cognitive Load Theory - People remember the first thing and

the last thing, leading with your core message, maximises recall.

2/

↳Heuristic Decision-Making - Senior leaders rely on shortcuts

("Is this aligned with our priorities?").

FBR gives them that cue immediately.

3/

↳Reciprocity & Risk Reduction - Showing the benefit and

minimising risk triggers trust and faster yes/no closure.

✅ The result?

📈 Clarity + influence in just one minute and never lose an opportunity

✍ How do you feel when you have to ask for something or pitch?

----

i post my communication strategies daily on LinkedIn

21/11/2025

Steal my secret strategy to getting what you want
PS - your senior leader will 💜 your pitch!

There is something you need to ask a decision maker
You know they are busy
You fear rejection

“Can I have a minute?”
“Umm, ok - but I only have a minute”

The familiar pattern
You start sweat
Your throat closes
Your in survival mode

Your heart is ticking louder than the clock
You start to speak, and within 10 seconds of your “story”
you can see the person looking at their watch

⛔ Opportunity lost because
🥱 Attention was lost

But this doesn’t have to be you
They certainly isn’t me, because I always command attention
And all of my clients know how to do the same.

I’ll share one of the frameworks I use right now so the next time you need an “ask” from a decision-maker they’ll give you more than a minute and probably give you more than you want.

▶️ Use the BLUF and FBR frameworks

❓ Where It Comes From?

• BLUF (Bottom Line Up Front) originated in the U.S. military and government writing standards, especially where commanders did not have time to read long reports.

• FBR (Frame, Benefit, Request) draws from persuasion research in behavioural psychology and executive communications.

I have made an infographic for you to save and share with your network so that you can leverage the research on this anc why it works:

1/
↳Cognitive Load Theory - People remember the first thing and
the last thing, leading with your core message, maximises recall.

2/
↳Heuristic Decision-Making - Senior leaders rely on shortcuts
(“Is this aligned with our priorities?”).
FBR gives them that cue immediately.

3/
↳Reciprocity & Risk Reduction - Showing the benefit and
minimising risk triggers trust and faster yes/no closure.

✅ The result?

📈 Clarity + influence in just one minute and never lose an opportunity

✍ How do you feel when you have to ask for something or pitch?

-—

Follow Jan Daudi for more communications strategies for high-performance

18/11/2025

Time to lead like a mother? - I don't mean babysitting!

Growing up I had two parents who worked every hour that they had

They were loving and never used babysitters

But they were also tired and stressed allot

Looking back this impacted their ability to be emotionally present

I never had a bedtime story

I felt a need to help in the "struggle'

I saw survival mode normalised

Now raising my own children I try to show up differently

I am a leader training other future leaders
...you see

Corporate leadership structures and families have a lot in common

In the toxic and healthy possibilities to transform

This is what I've learnt over the 25 years of raising five children

1/

↳ Mothers nurture talent; they don't just extract labour

2/

↳ Mothers see opportunity to learn in failure, they don't shame

3/

↳Mothers are safe spaces where authenticity is welcome

4/

↳Mothers lead by example not entitlement

5/

↳Mothers have a duty of care, not carelessness

6/

↳ Mothers have strong resilience and vulnerability to be soft

These are some of my reflections recently about my journey

as a leader of the women and the leaders I train.

I find myself carrying over my parental learnings in my groups.

Of course maybe some of us never had the "best" motherhood

experience as mothers or being mothered

But I hope to facilitate open discussion about this.

I grow and learn everyday

My children have been the unexpected teachers

I have been a willing student

If your a leader, open your mindset to;

"Lead like a mother"

🖇️ Share this with another leader give new perspective on old ideas

🗒️ What do you think about leading like a mother?

--------

31/10/2025

Awards a great but changing lives is better

This month I was recognized as one of the top 100 women leaders in the Middle East for my work in training women how to “Say what they mean, mean what they say, without being mean” so they thrive and not just survive.

I have developed an app that gives you a score and full report on how good you are at communicating your needs without shame or compromise.

This is a revolutionary approach to empowering women to be truly visible in their authentic identity.

Survival mode is the thief of high performance

I am providing real solutions to give women a voice to seen, heard and valued.

I hope to make leaders serious about updating thier organizational culture to make self-advocacy skills accessible to everyone

I’m looking for allies that can help me

If your a women who want to BETA test my communications scoring app I’ve comment below

Thanks to Verve Management UAE for the opportunity to showcase my innovatation

17/09/2025

📝 How to recognise cycles of abuse in professional and personal life

The truth is abuse dynamics are exactly the same in every area of our life

That’s why you should never assume to compromise with your well-being standards in any setting

I myself and wasted so much time, repeating patterns of harassment and abuse because I did not understand the signs

And I talked myself out of my own

intuition

Here is how you can recognise if you’re in an abuse cycle

In speaking to hundreds of women globally, I realised that abuse doesn't discriminate.

It affects executives, entrepreneurs, and everyday people who seem to have it all together.

Understanding the cycle is the first step to breaking free from it.

The pattern repeats in four predictable stages:

▶️ Tension Building

You feel it coming. Small irritations become major issues. Everyone walks on eggshells, hoping to avoid the inevitable explosion.

▶️ Incident

The blow-up happens. Words become weapons. Emotional or physical harm is inflicted. Lines are crossed.

▶️ Reconciliation

The apologies start flowing. "I'm sorry, it won't happen again." Flowers, gifts, promises. Hope creeps back in.

▶️ Calm

The honeymoon period. Things feel good, normal even. You want to believe the cycle is broken. But it's just reset.

This is where ResponseAbility becomes your superpower.

ResponseAbility isn't just taking responsibility. It's recognizing your ability to choose your response to any situation.

You can't control their behavior, but you absolutely control yours.

ResponseAbility means:

▶️ Seeing the pattern instead of getting lost in each incident

▶️ Planning your next move during the calm phase, not the crisis

▶️ Building your support network before you need it

▶️ Setting boundaries that protect your wellbeing

Breaking cycles requires courage and support. You don't have to do it alone.

Your ResponseAbility starts with recognizing you deserve better.

If you’d like a personal session on assessing your safe space awareness, DM me, there’s also a free course in the LinkedIn bio

♻️ Share this with someone who might need this reminder

📝Have you ever ignored your own abuse signals?

Misscommuniteam

24/12/2025

23/12/2025

22/12/2025

20/12/2025

18/12/2025

03/12/2025

01/12/2025

21/11/2025

21/11/2025

18/11/2025

31/10/2025

17/09/2025

Address

Website

Alerts

Contact The Practice

Shortcuts

Share