Being a Leader!

Reflected Best Self exercise:

It’s important to know your weakness, so that you can improve.

But it’s equally important to know you strengths too so that you can redesign your way of working.

One such exercise is RBS, some important pointers:

  1. Ask some of your old friends/colleagues, what they think your strengths are
  2. Find the pattern, is there something everyone is saying(good) about you.
  3. Think about it, if you also agree, work on your strengths, try to redesign your career basis on your strengths.

Knowing your strengths also offers you a better understanding of how to deal with your weaknesses — and helps you gain the confidence you need to address them

A stressful situation with your Juniors

One simple but powerful ritual for defusing negative emotions is what we call “buying time.”

Light a Cigarette, Drink a Coffee or Deep abdominal breathing

Remember ESCA:

(a) Empathy: Try to see the things from the other’s eye.

(b) Seek Clarity

© Counter: Present a counter argument

(d) Advice

Expand your horizon

It’s always good to have a meeting with someone outside your functional area to understand:

  • how they fit into the business as a whole
  • their goals and challenges
  • ways you might support them as a strategic business partner

This will give you a broader horizon, face-value and understanding.

How to coach your Juniors:

“Don’t behave like Greg Chappell and destroy a Irfan Pathan.”

We often focus more on weaknesses that we forget the real strengths using which an impact can be made.

Feedback should be linked to specific examples.

Good Hiring

Design jobs with realistic requirements

Hire someone you can manage

Be prepared in the interview about the Job Detail vs Candidate skill set mapping

Don’t ask hypothetical questions like”What will you do if..”, Rather ask “Tell me a scenario when you faced an initial failure”

Working with a new Hire

Understand their challenges.

Accelerate their learning

Make them part of the team

Connect them with key stakeholders

Give them direction:

-> what to do, why to do, how to do

Help them get early wins

Coach them for success

Delegation should be done basis on 4 important factors:

(a) Willingness

(b) Ability

© Readiness

(d) Performance

Some basic hygiene factors:

(a)It’s possible that at times you are not available for your team members when they need you, It’s better to ask them in a month or quarter:

“Have I been negative with you?”, “Should I change my schedule a little to give you more time or It’s going fine”

(b)Celebrate small successes

© Understand their motivation factor: Everyone has a different motivation factor, some wants monetary rewards, some are more interested in freedom or work life balance.

(d)Don’t penalize human errors

(e) Your basic job is to run a motivated team, a team is not motivated if the resource does not know “what to do, why to do or how to do”

Will keep adding more learning, “Havard Business Review” book has been in use” — Credit given

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