Tuesday, 18 February 2020
Consider the following statement by Shawn Achor, a Harvard Lecturer:
“... a study of over 350 employees in 60 business units at a financial services company found that the greatest predictor of a team’s achievement was how the members felt about one another.”
Many corporate professionals may say that they have no time for this touchy-feely stuff, they have bigger goals to achieve. We have discovered that the impact each leader has on his/her colleagues is a critical parameter that contributes to team’s success.
As mentioned in my last email, we found a way to measure that impact in a secret ballot, authentic way and created Rejoiss Leadership index. We use the terms “Encouraging”, “Transactional” and “Discouraging” to categorise the impact and influence people have on each other.
The results of Rejoiss Leadership Index surveys conducted across the world, show that more than 40% of relationships among colleagues were transactional: neither encouraging, nor discouraging.
We are often asked how to convert transactional relationships to empowering ones without interfering or sounding fake? One answer to that question is: with conversations which show your interest and care for the other person.
Conversations topics like politics, sports, financial markets, business etc. are popular. However, they don’t give us the opportunity to know the real person and hence keeps the relationship at a transactional level.
Here are some conversation starters you can experiment with to invoke personal experience sharing without intruding:
Find more such questions on https://thefamilydinnerproject.org/conversation/ .
May this mail give you new clues to build stronger empowering connections in your life, first at the family dinner table, then with friends and colleagues.
Sunday, 19 January 2020
I saw this 7 minutes video by Simon Sinek. It is about why it is important to include trust as a key factor while deciding promotions or bonuses. He shares how Navy Seals, who are one of the best performing teams under most difficult situations, choose their team members. In the corporate world, we often choose and reward team members based on only their results rather than their trustworthiness.
While it is easy to measure business performance, it is unusual and difficult to measure impact of leaders on others.
I have recently interviewed many senior leaders for my upcoming book – Hi Conflict! Bye Conflict! A common theme that emerged was that a good leader is one who people trust, who is authentic, has people’s back and grows others. (S)he has an empowering impact and creates an environment for everyone else to succeed. Such a leader puts team goal ahead of self goal.
5 years back at Rejoiss, we coined a term for such a leader: Priceless Contributor (PC). We recognised that that while focusing on self is essential, it is insufficient recipe for sustained success. Your true success comes when others start rooting for your success. That happens naturally as an outcome of PC practice since you genuinely root for others in their endeavours.
I recall my career at ICICI from campus. No one gave me any clue that only pursuing excellence is no more enough, you need to focus on your team winning over odds, help others to be champions. I got a very low rating once and my bosses could not explain me that the problem was my self-serving attitude.
At Rejoiss, we put together our life’s learnings to find an authentic measure of attitude and enable attitude transformation in leaders. This resulted in creating the Rejoiss Leadership Index. This measures the impact of each team member on others. It can be done in as little as an hour and yet is profound, authentic and relevant. When you club the results with leaders’ business performance, you get exactly the chart Simon Sinek talks about. Rejoiss Leadership Index is a method to bring objectivity into a subjective, yet critical leadership trait.
It has been quite a journey using this index for our clients. The way the exercise is designed, you simply can’t poke hole in the results. This exercise helps leaders recognise their blind spots. This new awareness works silently and many begin to change their attitude. What has been common is that for every team we did this exercise, the sponsors have confirmed that with few surprises, the results reflect the reality very accurately. It has helped them take some critical decisions. To know more about Rejoiss Leaders Index for your teams, reply to me or write to my team at firstname.lastname@example.org.
May this mail give you some clues to recognize your most effective leaders and build a great team.
Thursday, 19 December 2019
Have you ever felt that you got a raw deal from a discussion or negotiation? Have you cringed when someone tries to negotiate with you on something that is important to you? Do you avoid asking for a better deal, upgrade, discount etc.? Do you get upset when someone tries to lowball you by offering a ridiculously low price compared to your offer price? This mail is for you!
Few months back a dear friend Tarun recommended a book on negotiation. I had an intent to improve my negotiation skills. I wanted to do it without compromising my values and without manipulating.
This book is an amazing read for all the above. “Never Split the difference: Negotiating as if your life depended on it” by Chris Voss. I heard it using audible. This link will take you to the audible option
I was going on a vacation and heard the book on the way. The narrator does it in style, while keeping you gripped with one story after another, interspersed with insights. At so many places, I could recall my life, where I took the easy way out and got disengaged and reconciled with a poor choice.
This book has lot of practical tips and strategies that will allow you to get better deals in life. It even includes negotiating with kids on sleep time!
Here is a small tip I learnt and used successfully in several situations. Suppose someone goes silent on you and is not replying to your message / email / request despite multiple follow ups. Here is one line that will get you an answer! And probably explaining the reason for silence.
“Dear (name). Have you given up on my request for (fill your exact request here)? “
If you get a message of this kind from me, you know I learnt it from this book!! Try it and see the magic.