Wednesday, 27 July 2016

Influence the change where we can

“Change the changeable, accept the unchangeable and remove yourself from the unacceptable”- Denis Wiatley

          Most of us are aware of that change eventually brings growth. However, when we think about change, naturally we expect others to change. The frustration of defeat effort, strain in a relationship starts from the moment when we expect and attempt to make changes where we do not have much influence.

        For example, as a business owner, we expect change in external environment like policy reforms, tax concessions, consistent order flow from customer, periodic price revision etc. Do we have real influence on those areas? Instead, we have more influence on the internal environment wherein we can organize ourselves with lean cost structure, flexible system to cope with uncertainties, dynamic team with single-minded focus etc. Channelizing our effort where we have more influence will bring competitive advantage rather than spending energy where we do not have much influence.

       Recently I read  about an Indian CEO ‘s  case study on how he  consistently made a profit  for more than 8 years .During the recession period also, while his competitions were reacting with a price cut to manage the adverse environment, he delivered  healthy profitability. Clearly, his thought process was on “influencing the change where he had control” and his proactive approach   on cost, line up of new products, development of winning team culture in the organization made his organization to manage the tough times.

      Similarly, on individual front, when we attempt to bring change in others like colleagues, spouse, children, and relatives etc., most of the time, we end up with disappointment or frustration. Instead, change our mindset on acceptance, being flexible etc., which is always in our influence of change!

Wednesday, 20 July 2016

Why do people succeed?

Interesting short video on why people succeed .It is based on 7 years research & 500 interviews by Richard St.John ,a self-described average guy who found success doing what he loved. He distills the lessons of success into 8 words and 3 minutes video.

Hope you find it useful ..

the link is given below

Monday, 11 July 2016

Why do we fight in meetings?

     In  a professional environment, meetings are a regular part of the day to day routines. A study indicates that 55 % of the meeting ends without any agreement and action plan. Sometimes, the meeting's discussion leads into emotional outburst or a frustration  of inconclusiveness. The presence of mature leader  with very good facilitation skill able to conduct the meeting  without fighting or emotional outburst.

     What could be the reason for fighting in our workplace, particularly in meetings? Recently  came across an article in HBR on this subject and  would like to add my perspectives  on the root cause and smart leader’s solutions approach to the problem.

     Even though we may say the cause for the fight may be time sensitive targets, resource issues like money, material, manpower etc.Those are common in any organizations  and at  surface level, they seem to be the  root cause of fighting, but the real root cause resides at human factors and this needs to be dealt with human psychology perspective.

The major causes from human perspective are

1.Insecurity feeling
2.The inclination to take control  or power

Insecurity feeling:

Somebody in the forum feels insecure about themselves. They feel that they are exposed to their level of knowledge or  skill sets  or  the way the dealing the issues in the past or uncertainty about the proposed changes, etc.To overcome this insecurity feeling or  manage the situation, they use to get into arguments instead of discussing, get  into diversion of discussion agenda  instead of straight dialogue and emotionally step into  fighting mode with verbal attack. 

The inclination to take control or power:

Somebody in the forum inclines towards to take control or power of the situation or workplace. Taking power is nothing wrong as long as it is organizational centered rather than self-centered or egocentric. They get into arguments to prove their point, dictate others instead of listening, and finally get into fighting mode if they feel unable to convince or control the forum.

Solutions approach :

Both are acceptable from a human perspective as we are not perfect in all aspects and this is quite natural. This awareness is required for leaders or facilitators .With this awareness only, a few matured leaders take the following approach to deal with the human causes

1. Understanding the individual or team’s strength / weakness 
2. Good at diverting the personal level clashes to offline meeting, even if requires, personally involved to sort it out in the offline
3. The mindset of “Move forward" given the fact of strength and weakness, always propose third dimension to the problem

The matured person in the forum makes a difference in the quality of meetings.Getting that maturity may be difficult for all,but possible with just awareness of self and others .