How your success could set you up for failure

  What are your reasons for success If I were to ask you, “What makes you successful?” what would you say? Whenever I ask this question to any successful person surprisingly the answers are very vague. Sometimes I hear about hardwork, commitment, focus while some people just assume that their success was meant to be. Others give credit to mentors, well wishers, luck or God. But the real fact is that successful people rarely spend time asking themselves what makes them successful and those who do are mostly unclear of what “REALLY” makes them successful.   Infact the more successful the person, the less time they spend on understanding what makes them successful. On the other hand people who feel they are not successful spend huge amounts of time dissecting their performance and analyzing why they have not reached their goals. This is both a result of human nature as well as the way most systems are set up; to look for the cause of the problem and not the reason for why something works. Logic also dictates that if something is going well why worry about it. Success is a lousy teacher. It seduces smart people into thinking they can’t lose. – Bill Gates Why……

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Why goals fail – even the SMART ones!

  Look back on all the years that you set New Year resolutions for yourself. If you do not believe in setting New Year resolutions then instead look back at the goals you set for yourself. How many of them have you really achieved? If you’ve achieved all or most of them – Congratulations!! You rock! But if you are like 80% of the people out there, you would probably not have met a lot of your goals. Even the ones that were really important to you. Statistics show that only 8% of people hold on to their New Year resolutions and only 20% people who set goals actually meet them! The surprising part is that this is also true of SMART goals. That is quite a deviation from what most of us think, isn’t it? Do you know why you did not meet your goals? Perhaps you got too busy doing other things and you never got around to getting started on your goals. Or maybe you started working on the goals and then something threw you off track and you never got back to it. Or maybe you had a moment of weakness and gave up.   Behind all of these……

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Introverts as leaders- why it works!

  “I’m not sure I can be a manager, because I am an introvert.” said Anjali. This was her response when I asked about her career plans Anjali’s view on things  is common. We often picture a leader as the quintessential Alpha male or female- flamboyant, visible and extroverted. It is easy to assume that to be a leader these qualities are critical.  For people who don’t “naturally” have these traits, it can be daunting to step into leadership. Introverts often tend to write-off leadership as a career option without even thinking about it. Why people assume leadership equals being extroverted The internal conditioning often starts early. At school and in the playground,  the loudest and bossiest kid in class, most often gets his/her way.  So quiet and introverted kids assume that to be a prefect or class captain you need to be loud. Organisations and media often project a leader as being an extrovert. A lot of political leaders are great orators and socially proficient. In traditional businesses like construction or shop floor management  the leader or supervisor often needs to be commanding and visible.  The image of the extrovert leader holds true in most of these circumstances but in the white……

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If your team does not follow your directions- here’s what’s wrong!

  Leadership is defined as the ability to get others to follow you. The key responsibility of a leader is to get the team to follow the path that he/she sets for them. The success of a leader depends on being able to build followers and getting them to deliver on the vision he/she has. All successful leaders are masters at this – getting the team to connect with their vision and owning it as their own.   However, not being able to get the team to follow the leader is a big challenge for many organisations today. Because of this, leaders, both new and experienced ones, struggle to deliver on assignments and targets. When this happens the logical deduction is that either the leader not communicating right or there is a problem with the team’s understanding. The organization may decide that the leader or the team needs evaluations, feedbacks and trainings. All of these remedial approaches work well depending on the context that they are applied to. Yet again sometimes they don’t. This is because this approach is based on the premise that if the communication is not working either the communicator or the recipient is at fault. What……

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You’ve successfully met your big goal – and that is your problem!

John is one of my clients. We came in contact, after his organization hired me to support his transition into the new role of a Vice President (VP). He had been part of the succession plan in the organization and had been a high performer for a longtime. After a few sessions, John confessed to feeling low and empty after his promotion. He had always aspired to become a Vice President in his organisation.  He had been working there for close to 8 years and the last few years had been focused on the goal of making it to VP. But once the euphoria of becoming a VP vanished, the reality was not what he expected. He broadly classified his issue in 3 categories: The excitement and elation of working towards a big goal had kept him going. But now that he had reached the goal he missed the focus and anticipation. He had assumed that when he became a VP, he would love the job but instead he felt out of his depth and was struggling to keep up. For the last few years he had worked really hard and had subconsciously hoped to take it slow after he……

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The one reason you may not have got a leadership promotion yet

You are really good at what you do. Your management, peers and subordinates agree that you do a great job and you have the awards and appraisal ratings to prove that. You have had a fairly steady career growth in the past till you got stuck at the level you are at now. You know you are working with the same efficiency and getting great results. So why isn’t your career graph moving as fast? More importantly why haven’t you got that coveted leadership promotion yet? How career growth happens at entry levels in an organisation Lawrence J Peter formulated the Peter’s principle that states, “ In an organizational hierarchy, every employee will rise or get promoted to his or her level of incompetence.” This means that employees in an organisation will continue to rise to the next level based on their current performance till they reach a position where they stop performing. Most careers start out this way. People joint at entry level positions. Those who work hard (or smart) and perform well grow to the next level. This continues to happen for quite a few levels up in the organisation including first few levels of management. Often people start assuming that……

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4 ways to master that task that you don’t like doing ……but need to do anyway

Susan(name changed) is one of my clients. We have been working on her transition into a job role she got promoted to recently. In the course of the conversation she mentioned that one of the things that her new position requires is to host relationship building events with customers. She feels extremely nervous just thinking about these because she believes that she is  not good at public speaking. She feels worried about how she speaks on stage and that her lack of oratory skills will show her in a poor light. She is also pretty sure that other than this one thing she can handle the role perfectly and is excited about the opportunity. This is something I hear frequently with my clients. Part of their job that does not feel right and more importantly does not feel like them.

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4 mistakes that could make you feel stuck in life

“Feeling stuck in life” – that feeling that we all know. When you are in a situation that you hate but you don’t know how to get out of. It may be a job that feels monotonous or purposeless, but you need the money to pay the bills.Or it could be the business or career you have been working very hard at but, it just doesn’t seem to be going anywhere. It could be a relationship where you feel unloved but you stay for the sake of the children/family/parents/society. If any of these sound familiar, you are not alone. All of us struggle with these or similar situations, which seem to take over our lives and there seems to be no way out. The worst thing about feeling “stuck” is, that it is generally in a part of our lives that matters a lot to us and we have to deal with everyday. As a result it starts draining, what one of my clients define as, our “life-blood”. Even if that sound a bit dramatic, there is no denying that situations like these are stressful and take a toll on our emotional and mental energy What gets you stuck to start with? It is easy……

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Is internal competition killing your organisation’s effectiveness?

Most organisations have evaluation systems that measure employees against their goals and how they performed vs their peers. The obvious intent of the performance measurement system is to have a tracking mechanism to know how each of the employees’ is contributing, towards the organisations growth. This gives a comparative measure to reward good performance. This method stems from the grading systems in schools and colleges, that measure a student’s comparative performance, on various subjects. Parents have used this approach for years with children, to push them to perform better, by comparing them with siblings and peers. However, based on research, educators and child experts say, that, comparing a child constantly is not only bad for his/her self esteem but also leads to longterm performance and psychological issues. So if this system does not work for kids can the impact on adults be really that different? While the intent is to drive performance using competition among employees, the unfortunate truth is that, it is detrimental to the overall performance of the organisation.  To understand how this happens, let us start by understanding the meaning of competition Competition, is a contest between organisms, animals, individuals, groups, etc., for territory, a niche, or a……

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The difference that makes the difference

This week in India was marked with the sudden demise of Dr. APJ Abdul Kalam, the Missile man, the extraordinary scientist and most importantly the man dubbed as the People’s President during and after his tenure in the Presidential office. What made him so admirable was not just his academic and career success, his knowledge and simplicity but everything that he stood for. He came from a poor, rural, Muslim family in Tamil Nadu and rose to the highest office in the country, through sheer determination and hardwork. For young India he is an Icon of what is possible. In the midst of scam, corruption, high competition and unequal opportunities Dr. Kalam’s life was an inspiration of aspirations, dreams and success. This post is a dedication and a reflection on the great man and his greatness. What makes someone who comes from a life of hardship and challenges make it the way someone like Dr. Kalam does? And more importantly what prevents others in similar circumstances from doing the same?   The biggest difference is not what the world throws at us but how we perceive it. Perception is the way we see and experience the world and it varies from person to……

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