Leadership Week

Hi,

 

Just back from HLP- hands on leadership program. Well I definitely enjoyed it and had an opportunity to meet many new guys.

While coming back, Vijay, Operations Manager for MIT team, Hyderabad and I had a small chat as to what purpose such leadership programs serve? What are the real takeaways for the participants?

 

I believe that besides a lot of theory on leadership traits it ultimately helps us to develop self confidence. During all the discussions we had on leadership qualities following the numerous exercises, each of us was able to relate some of the points to our day-to-day work style. Thus infusing confidence that “I am a leader in my own way” and I definitely have the potential to lead my team.

Also all are not equal. And to meet people with different abilities and attitudes it’s certainly a mutually beneficial exchange of thoughts and views.

 

Let me tell state my takeaway from the program before I critically describe the different sessions we had.

 

“There are two kinds of people. One, people who adapt themselves to the world. Others who make the world adapt to themselves. Hence it’s the second type who cause all the progress!” I was jubilated by this statement; rather I took it as a pat on my back for I have always insisted on following new ways and innovative methods.

 

We started of with the innovative introductions sessions. We had to state our name and role followed by a movie character we would like to play if given a chance.

Well I knew the roles I really admired: Hritik Roshan in Dhoom II for “Champion sirf ek hota hai ooor uski jagah koi nahin le lakta” or Shahrukh Khan for Kal Ho Na Ho.

But then almost everybody was stating such idealist roles. So I made a last minute switch… “ I would like to play the role of… Mr. Bean” … “Innocent, innovative and making everybody smile”

 

We had a big creativity session. Lots of theory followed by a really enjoyable games. We were given balloons, straws and thread to make a ‘working model of any machine’. While most of the team members got into blowing of balloons, I steped back to talk what we could make? Then came a suggestion… an aeroplane. I glamorized it calling saying “we shall make A380”.

While some were still blowing balloons I pulled two guys to make a structure with the straws. Soon our shaky skeleton of the plane was ready and we were about to crate the body of balloons; a new challenge faced us. How to make it working or fly??

 

Some smart guys tied two long strings from one end to another with a tilt. And we showed our A380 landing. Though its wings were so shaky that that we thought we had made a metro train…Ha Ha ha.

 

We then left for a trekking trip. A truly adventurous one, walking through the wild in day light and at night. My previous experience came handy and this time I was the last one in the line. Precisely because my previous trekking leader always followed the group making sure nobody is left behind.

 

We had good dinner at the camp. Followed our chat sessions that ran late into the night. Full of non-veg jokes, sharing experience about the different assignments and discussion on every topic under the sky… even what kind of guy would marry Malika Sherawat. Some of the most energetic guys went for night cricket match.

 

Rising early we used to go on morning walks to have a true view of nature. Clean air, lovely sky and mountains and greenery to make feel elated. It’s a true pleasure to live out in the lap of nature. Though mosquitoes and insects giving the fly-past was always a concern.

 

The exercise day at Pegasus camp was a dream come true. Watching fauji in childhood and many movies showing army exercises it was always a dream to be a part of such a lifestyle. At Pegasus we did all that. Cross the obstacle course with ropes and bamboos as our equipment. Climbed the rope ladders, hung with tyres, and crossed the rope ‘burma bridge’, went through tunnels and jumping from 9 ft walls were some of the most adventurous moments of life.

 

In the dining hall we had the opportunity to look at the previous groups that had visited this camp. Between all the corporate logos there was a logo of BCCI; the Indian team had also visited this camp on instructions of Greg Chappel. Recollect some of the news stories of last year before they went to West-Indies.

 

We were in 3 mini busses which took us through some of the most un-motorable terrain of the hills. While coming back I sat in the bus which was carrying supposedly the naughtiest guys. Though I (usually a quite soul) felt a mis-fit initially, soon I struck chord with most of the guys only to share some of the most thoughtful views. I truly enjoyed being there sharing hard views about out professions and jolly views of life, our school time crushes.

 

The next day were some business leadership sessions on excellence in customer service and productivity. Honestly the presenters didn’t live up to my expectations. And it was easily visible with their discomfort with my questions. Though I shall surely share an interesting incident… In the tea break, I and Manu, my colleague from consulting had a discussion on the topic of products in service sector and message of the session on service excellence. It was a private discussion in which I cleared some fundas that I thought were not presented well in the session. After the break, when the session started and the presenter just began, Manu intervened. He said to the presenter “Susheem had explained me something which I would like to present to the group as you seemed very much confused about it.” He left two people in shock, first the presenter who was upset over being called confused by a participant. And second me, who had no idea of what has happened and why. Ultimately I had to state some management fundas in a couple of minutes and also save the flow of the session, which left everybody more lost. The only remark that came was… “That was true consulting stuff!!!” well in either case everybody enjoyed it.

Commitment to Talent

Commitment to Talent

 

  1. What makes a good supervisor?
  2. How to extract maximum out put from colleagues and subordinates?
  3. Most people quit jobs because of difference with their boss. What causes this conflict and why these conflict end up with separations?

 

Well let me begin with some simple fundas…

 

Today in highly competitive business scenarios ever rising targets need to be met and exceeded. And to meet those targets maximum output of the team is extremely necessary. Some bosses (technically speaking) try to achieve this by being task oriented; other by being people oriented. Let me present an individual perspective before I elaborate on task and people orientation.

 

There are two key drivers of individual performance:

  1. Talent; &
  2. Commitment.

 

Talent in simple terms is the ability of an individual to execute a task. It is more than skill sets. Relevant skill sets can be and are developed, enhanced and transformed by individuals over their careers. However the rate depends upon the depth of talent. Talent is all about Brain; it’s the sharpness or intelligence of an individual. Talent also has another dimension which is orientation. Some people are talented in delivering operational assignments while some are good at thinking jobs and one type can not replace the other. Talent is individualistic trait.

 

Commitment is an emotion. It resides in the heart. It is the willingness of an individual to support, to deliver and to stretch at the required time. Commitment is the core strength that drives people beyond perceived boundaries. Commitment is a reciprocal process and is generally towards the immediate supervisor or team members.

 

In a typical consulting 2X2 framework of Talent and Commitment:

 

Individual Orientation

 

 

Commitment

Talent

 

High

Low

High

Best Friends: Horses to success.

Danger: Trouble makers.

Low

Best Support: To be ridden for success.

Mismatch to boss/profile/ organization.

 

As the matrix explains:

 

‘High on Talent and High on Commitment’ individuals are the best friends to any boss. They are capable of delivering best of the results; work beyond limits to demonstrate results in ground. They are happy sharing the credit as they know that they have bigger goals to achieve in life.

High on Talent and Low on Commitment’ individuals are trouble makers. They focus primarily of personal achievement and try to team members. These people need to be managed with lot of care with single objective to transform them to ‘High Commitment’ team members.

‘Low on Talent and High on Commitment’ are individuals who are best support to any boss. These individuals form good part of any team to deliver tasks as per instructions.

‘Low on Talent and Low on Commitment’ can be described as individuals who are a mismatch to their current organization, profile or boss. These usually stay quite in the system or move out to try their luck.

 

In my career life; I have come across various kinds of bosses. The theories of organizational behavior describe bosses as task or people oriented. All achieving their goals; yet some highly task oriented who focus on the depth of activities being delivered, asking for daily reports, talking only about progress to plan chart; some highly people oriented concerned about team and individuals, taking deep interest in individual learning and welfare and always available to support and extend a helping hand; and some good at none, well I cant explain these types.

 

Though it’s a difficult situation to strike a right balance between task and people orientation, something more important is to seek and build commitment in the team members.

 

I would like to look at bosses as talent oriented or commitment oriented. Bosses who respect talent only; achieve targets. They ensure good job delivery and survive the calm times. However bosses, who share targets, are able to seek and build commitment among the team members build businesses. They are able to grow faster and higher with strong foundations and inspiring confidence. This definitely is easier said than done. As commitment is a reciprocal process, employees capture hidden signals in boss communication and behavior to form their opinions. It could be how boss accepts or rejects a request. It is reflected in the communication style, general comments, and most importantly team welfare actions. It is captured in boss’s eagerness to listen, to empathize, to support and right time to pull or let go an individual. It’s an art and it differs for every individual subordinate.

 

Development of skills is extremely important to harness the talent. But again it’s more important to determine individuals’ talent orientations and any push in a wrong direction will not only lead to wastage of talent but also drive down commitment.

I know it sounds complex to be a good boss but trust me I have had some and many of the thoughts here; are their actions in my words. One of them said, “You win when team wins and team wins when you put in your best”.

It’s all about getting the commitment from talented people to deliver maximum output. And… Success is Assured!!!