I am looking to resolve the perceptions and behavior changes to move a person to lead. This means how do we develop good leaders?
The important question, which resolves around is what makes good leader.
Transformation in family life
In our Family lives, many relationship we share with parent, spouse, son, daughter, in laws or even friends. I take the experience of relationship of youth especially teenagers.
As I work very closely with youth of different age groups and academic backgrounds, I was bit confused how should I work with these groups – manage or Lead them. It took some time but it was not late when it stuck me that if I can bring awareness to the goal/problem they have, I am actually helping them to pass the critical phase of confusion which they face constantly without realizing. If we can drive to that point of understanding – the whole environment would be just different. It means how do we make them realize and convinced on their abilities and how do we bring that conviction? The important aspect was to answer- “What’s it in for me?” This awareness phase was very important for the relationship to build and led to very open communication at all stages of my engagement. The trust, which gets build at this stage, is very crucial. They needed someone who can understand them, talk to them and lead them. The needed a listening and understanding ear at every stage of relationship.
In all these experiences, trust and conviction were important drivers. Everyday during our course work, trust on each other was useful for healthy growth. This brought in conviction in them that they have ability and they can achieve it. Sometimes even they delighted with some actions which was not expected.
In this process the main point was not to worry on results rather put emphasis on the way to achieve the goal. It is really less important on worrying – What grades you will get?
At every stage, communication channels were kept open. Every time they needed to talk, they could approach and we could talk. During this experience, listening at every stage- what they felt, what they like and what they want was very important. The feeling of being listened and heard made the relation more positive and reinforced trust in us.
During this engagement, I got chance to test the aspect “managing”. Due to day-to-day stress and other external influencing factors, I sometimes try to manage and take control. This situation never helped me to get what I wanted; neither the other side got benefitted. I have found in some cases, it became counter productive and onus of achieving anything moved to me.
Transformation in work life
This is most is demonstrated in work situations where there are small/big projects and meetings. The question most would post to me is what is best in work life. I would say both in different situations.
In work front, most times, managers are comfortable in directing to the teams-what and how to do? With this tool, I propose a model, which is based on a relationship on awareness, listening, trust and a lot of communication.
How do we ensure we have such a culture where trust and accountability is possible?
- Discovery & Awareness of the problem/situation
- Listening to team at every stage
- High degree of communication
- Understanding the different strengths of members
- Trust in every team members in their abilities
As a result, each member of the team will start taking responsibility and accountability.
My experience at work was reinforced when we had a small size team and each member had strengths in each functional area. The organization had lot of challenges in the areas of improvement and velocity of change was very small or minimal. As a process improvement champions, our responsibility are to bring change and efficiency to the organization by improving processes and practices. It was very important at this stage to bring revolutionary and innovative ideas on the board. The organization made a roadmap for the change to happen in next 1-2 years. As a team, we did a discovery session and this was helpful for every team member and executives to understand the problem, organization was facing.