Passage 2 of Leadership Pipeline – Managing Others to Managing Self

Blame the delay in this post on the festive season:-)

The second passage of Leadership Pipeline - Managing others to Managing Managers is where the company’s foundation is constructed. So obviously organizations would want to pause and spend some time and thought to create a solid foundation.

However the challenge lies in the perception that there is very little difference between managing others and managing managers.

Key Value Shift

1. Move from valuing individual contributor to strategic and team contributor. The focus is now to identify, cultivate and promote ‘Leaders’ and not just ‘Doers’. MOMs, (Managers of Managers) need to recognize that managers not only require functional expertise but more importantly managerial expertise.

2. Empower First line managers. It’s quite easy to fall in the trap of ‘doing’ things rather than ‘delegating things’.

First Line managers often get frustrated and disengaged when their managers ‘usurp’ their functions. …. Does it remind you of your early days…Delegate, and delegate properly.

3. Effective Performance Management. First Line Managers are looking for support and direction from MOM. MOMs are responsible for the greatest chunk of work force that are in charge of getting the actual work done. The art of giving feedback and coaching conversation need to be learnt and implemented. It is important to keep this force motivated and engaged. MOMs require to focus on identifying and developing Managerial talent.

4. Managing the boundaries. The horizon of work expands from self unit performance to cross functional productivity. This needs a transition from a purely functional mindset that values specific function to one that embraces a more egalitarian view – looks easy but a difficult transition for most of the managers.

5. Strategic Team Selection. MOMs are responsible for selection and recruitment of the First Line Managers and their direct reportees. Selection of team is an art and MOM need to be trained in this field.

Unfortunately, because of lack of training and guidance, many a times, people chose their mirror image which causes lack of diversity and later choke the leadership pipeline.

Role of Organization to prepare MOMs

Transition from First line Manger to MOM is not just a stepping stone, rather it is a very critical career passage. Hence organizations should help the managers transition this passage. All learning organizations spend critical time in preparing their employees for this role.

- The new requisite skills, time application and values should be communicated in the beginning and even midway.

- Goals and measurements must be put in place that creates accountability for new managerial behaviors.

Constant guidance and periodic monitoring helps the new MOMs to develop people skills early in their career –

• Effective selection and training of first line managers – according to Ram Charan, “they are not just choosing their team but also seeding the organization’s leadership field ”.

• Managing accountability, appraisal and performance feedback – this call for developing and demonstrating sensitivity towards people; this also means that they need to use their position to motivate, instruct and guide rather than demean and demoralize.

• Strategic deployment of resources – “Learning to reallocate money, technology, and support staff….to improve results is juggling act that takes some practice”, says Ram Charan.

• Engage them in strategic long term planning – Interestingly, MOMs operate in ‘no man’s land’… they usually do not participate in setting company’s direction nor are they now supposed to do the technical work.

In summary MOM’s are the bridge between the strategy makers and the workers/managers.

Managing and guiding them will help organizations build the much required ‘Concrete Layer’ which would help the vision flow into action.

Are you afraid to let go?

Attended a conference on ‘Coaching for Organization Development‘ in Delhi recently….my idea was also to get a chance to visit the charming India Habitat centre:-)

One of the speakers there, Pramath Raj Sinha,(Founding Dean ISB) talked about the failure of professionals in family owned businesses. He quizzed the audience for reasons. The white board soon flooded with answers which I felt could be bucketed under two heads...

1. Transparency or rather lack of it
2. Control or rather too much of it

Coincidentally, the same day Corporate Dossier carried an article on ‘Learn to let go’. And surprisingly the day ended with a meeting where the client was battling over transparency and control issues….!

Not that being amidst corporate professionals for past 15 years, I am unaware of “How much is too much control”, but its one of those mornings that I just spent some time reflecting on it…

Lack of transparency leads to a control freaky culture in organizations. It requires not good but great leadership to steer clear of it.

Kavil Ramachandran in his article says, “Leaders have to identify talent and groom them to share responsibilities so that they themselves can move on to take greater responsibilities.’

They have to feel confident about two things - 1.letting someone do what they have always been doing and 2. feeling comfortable about doing new things.

Being a mother, I always draw analogies from my parenting experience. This battle of control starts pretty much from childhood. The lack of trust or over protectiveness or the first time perfection mania holds us from passing control to our children.

This often leads to power struggle between a parent and child. Most parents consider their grown-ups as children which causes friction. Similarly most control freak leaders if they may be called so consider their managers to be still learning.

Do what is good for your child but remember a parent is not the only one to value-add forever. Children learn to overcome challenges successfully. In organizations too, there are new challenges but the premise remains the same – A CEO or CXO may not be the only one to add value to the strategy and governance of the organization.

Let go...You and your company will go farther!

Tell Me About Brand You!!

“Tell me something about yourself… What do you do?“ How many times would I have heard these self introductory questions...I don’t even remember how many times I would have answered this…. And being an HR professional, I have asked self introductory questions umpteen times myself...

Surprisingly, more often than not I have found executives fumbling for words while introducing themselves. Long back, when I was a consultant to an MBA preparatory organization, we would take special class to help the students successfully market themselves in a short duration of 15 - 30 mins.

Therefore in today’s competitive and ever changing market dynamics it is essential for executives to position themselves.

From my experience let me share 5 pointers while Self Positioning/ Branding yourself

1. Focus on your core offering – What is it that you best do. What are you most passionate about… Talking about your value and belief system helps you attract like-minded employers.

2. Find a Mentor – Mentors and coaches are experts who could be the much needed Guiding Lamp. Remember to talk about your Mentor/ Coach – it reflects on your openness to learn and grow, so don’t hide your Guiding lamp under the bushes.

3. Be Visible – Rejoice! You live in a time when the entire world could be your market. Social media /networking sites are the best platform to establish your presence. In today’s time of Facebook, LinkedIn, Twitter, Google +, you must make yourself known on the internet.

4. Voice your opinion – People value and respect individuals with a point of view. It may not really matter if it is correct or not, what is more important is that you have a Point of View-an independent thinking and speaking mind.

5. Exhibit Versatility – People are looking for additional toppings. No more are we interested in just a Good cup of Coffee – we are constantly looking for what’s new and interesting on the menu.

In case you are looking for a branding expert's opnion on brand you, you may want to read this

Coach Yourself to be Happy & Successful - Part 2/2

Hi! here’s the second part of the earlier post… Few more simple, easy to follow tips to keep ourselves happy.

1. Exercise Exercise!… – Here I am not preaching about some elaborate exercise regimen or fancy gymming. It could be as simple as dancing to your favorite song, 20-30 minutes brisk walk in the neighbourhood or yoga for an 45-60 minutes 3-4 days a week. Believe me, it’s one of the best stress busters. Again, it adds to your self esteem. Even better, if you team up with your family, spouse or friend…it adds to the overall energy level.

2. Extend Help – Helping others makes you feel good about yourself; it could be helping your colleague with presentation skills or donating money for someone in need, giving an hour a month to an under-privileged school, giving some time to a neighbourhood cause, etc. Whenever I have given some time to others, I have felt happy.

3. Be close to nature – If nature is not close to you, you get close to nature…having a couple of potted plants or just a beautiful money plant on your kitchen window sill also helps. (I love mine on my window sill..)

4. Meditate – Don’t have time…Try for 5 minutes every day – you would learn the art and feel the power of meditation… It’s amazing. You can meditate sitting on your office chair, while commuting, while waiting for someone. In our busy lives creating that 5 minute oasis is often what will calm you and make you happy!

5. Be Child like – Let loose and be yourself…laugh, sing, dance, play pranks ….You are never too old to practice these things. Soon, you will notice people around you will love you for this.

Aren’t you already feeling a little good….I am:-)

P.S. In the picture above, it's my son's first bowl of pop corn which he made the day before. Enough to make our day blissful..

Coach Yourself to be Happy & Successful - Part 1/2

The good news is that it’s very easy to be successful….It is scientifically proven if you want to be successful, you need to train your brain to be positive and happy.

The last few articles I came across coincidentally talked about the importance and power of being positive and happy. Hence, I thought of summarizing some of these simple yet often forgotten practices:

1. Be nice to yourself (more often)– Shower yourself with nice compliments (I am sure each one of us has something good in us.It works... Stand in front of the mirror and say something good about yourself… nothing works like a high self-esteem. Start today!

2. Get Talking & Listen more - Talk to people who matter, people you work with – peer, colleagues, subordinate, mentor, coach; people you care about; talk to yourself…Also start listening more…. An honest two-way communication breaks barriers and is a very effective key to solving simple or complex problems at the workplace or at home.

3.Jadu Ki Jhappi( you read it right)– Hug stimulates, ‘Oxytocin’ –love hormones…. So follow Munna Bhai and be generous with Jadu ki Jhappi - with your kids, spouse, family. It feels good to share one ups and downs with others as well. Be open with your feelings from time to time. You needn't be serious all the time.

4.Express Gratitude - It helps you see positive thoughts and actions around and manage your ego. Positive environment is infectious and helps spread happiness. Check this site and be inspired!

Try these for a couple of days…. Will dish up a few more simple tips in my next post…

Prepare yourself to be a Leader- Coach : The GROW Model

A well coordinated, efficient and effective team is any leader’s dream. A leader can play a role of a coach and create the dream team rather effortlessly.

As "coach", you will guide your team members to solve problems innovatively, make better decisions, learn new skills, grow both in professional and personal domain.Very few leaders in India are fortunate enough to get formal training as coaches, most of them do not. A lot depends on personal beliefs and casual tea table conversations.

One of the proven and tested approach to step into the role of a coach is what is called the GROW Model.

GROW is an acronym standing for
Goal
Current Reality
Options
Will

GROW model is a simple, positive and effective framework for structuring a coaching session.Devised by Sir John Whitmore,it provides an easy and effective framework for coaching individuals and teams.

Step 1 : Goal Setting
Coach Leader and team agree on specific objectives. This is the most crucial step - if you lose your way, you lose your destination. The Goals should be specific, succinct and measurable and time bound. The coach leader asks specific questions to make sure the goal is in the best interests of the team and the organization.

Step 2 : Assessing Current Reality
The team needs to have a realistic grasp of the starting point. Is the desired objective a realistic goal - what are the chances of achieving it?

Step 3 : Explore Options
The coach - leader guides the team in thinking of a number of ways of achieving the goal. The team decides which way to pursue. As the coach leader, your role is to help to help them explore possibilities so that the team can decide which option is best.

Step 4 : Will / Wrap Up
The team will be geared to go for the goal if they are excited and motivated by it. Coach- Leader ensures the commitment of the team. The challenge is to take a willing commitment and not an enforced commitment. This is what differentiates a leader from a coach – leader.

The art of asking questions is key for effective implementation of GROW model.

In the next post I will talk about ‘Art of Asking Question’ .

Designing Leaders and not just Managers

Quite often when I interact with an individual in a leadership role, I am tempted to point out –‘Hey, this is not leading, this is managing …’ and every time I have to control my temptation. As an executive coach, my role is to help the person explore and discover insights and not spoon feed him/her.

An article in HBR says, “Most corporations today are over managed and under-led.”I completely agree with this and am sure you would also agree.

I feel organizations today need to develop their capacity to exercise leadership. Successful companies don't wait for leaders to come along… They actively seek out people with leadership potential and expose them to career experiences designed to develop that potential. They choose their leaders by Design and not by Chance.

Careful selection, nurturing, encouragement supported by personal growth engagements like Executive Coaching / Leadership Coaching will help bright and committed executives play important leadership roles in today's complex business environment.

Amygdala Hijack and Stress Control!

Hi...this is our second post and today I want to share about how stress controls our emotions if we do not control stress!

In my work with senior management I have not found a single soul whose behaviour has not been controlled by stress at one point or the other.

Hence every leadership guru emphasizes that the higher one goes in an organization, the more important is the role of emotional intelligence. It’s been found that managers with higher emotional intelligence are able to manage stress better.

For those in leadership positions, emotional intelligence skills account for close to 90 percent of what distinguishes outstanding leaders from those judged as average.

When reading Emotional Intelligence by Daniel Goleman, I came to know about Amygdala - the fascinating almond-sized-and-shaped brain structure. It is the centre of our emotional mind.

All incoming sensory data—sights, sounds, smells, sensations—pass through the amygdala where they are instantly analyzed for their emotional value before they go for further processing.

Amygdala, is rightly termed as Sentry and the Strategist of the brain. Too much stress “turns on” the amygdala creating an oversensitive heightened state of emotion.

Compounded stress buildup can make the amygdala a hair trigger, ready to hijack us into anger or panic at the least provocation. This situation is described by Daniel Goleman Amygdala Hijack’.

This explains how individuals and also quite a number of evolved leaders lose a significant amount of ability to “control” their emotions, thus becoming temporarily less emotionally intelligent!

Its interesting how understanding the physiology behind the psychological behaviour can help us attain better understanding of human behaviour hence leading to empathy and compassion.

Welcome

Hello everyone,

We are an enthusiastic and dynamic lot aiming to inspire and motivate people around us to achieve the best out of life. We at Purple Tree(a young training and coaching organisation) have had varied training/ coaching experience and conversations around HR with executives across leading MNCs.

And in our short journey, we have experienced organizations struggling to manage employees and vice versa, confused executives, bright individuals getting stuck on the way, leaders looking for help, entrepreneurs wanting to brain storm….. The list goes on…..

What do I want to do? Is this what I really want to do? How did I land in this job? Why is it so difficult to get work-life balance? Is there such a thing as work-life balance?

Life is challenging! How would I handle my new role? I want to be the most successful CEO of this organization! The new job sucks as much as the old one! I never knew this is what I actually wanted.

What happens when a star employee steps up the ladder to a leadership role? How does he or she handle this leap? How does this move affect them and their work? More questions, few answers...

Being an HR professional, I was privy to some of the biggest and toughest challenges executives faced in their personal and professional life. I would always think how best I could help them….

Was I able to help them? Sometimes, sometimes not. Were they able to help themselves?...sometimes…sometimes not. Was the organization able to help them?... ????????. Was the family able to help them? ????? Did they seek help? Do we seek help easily and comfortably?

‘What separates those who achieve from those who don’t, is in direct proportion to ones ability to ask for help’ – says Donald Keough, Dir. Coca Cola Company

I nurtured my passion and ability to connect with people and decided to be a Coach. It’s been a year of an exciting journey as an Executive coach.

Executive Coaching is a development tool which helps executives to introspect and question themselves. It leads to success by Design and not by Accident. Today, Executive coaching is becoming a virtual prerequisite for anyone who aspires to be anyone.

Why? Because under the right circumstances, one-on-one interaction with an objective third party can provide a focus that other forms of organizational support simply cannot.

Watch out for the next posts…..we have a lot to share!