There are two ways of spreading light: to be the candle or the mirror that reflects it.
“The future belongs to those who see possibilities before they become obvious”
Let us be grateful to the mirror for revealing to us our appearance only.
I also believe that there are too many disproportionately puffed-up noises around Startups. Ultimately, it is an innovative, potentially fast scalable, and geographically unconfined business model. Irrespective of the kerfuffle crafted around Startups, like every other business, success of a Startup too whirls around people. People are the only eternal competitive edge (initially and even after the massive scale-up) for the Startups or any other format of business to succeed… And whenever we talk about people, we cannot ignore importance of an ‘Enabler’ (I will talk about Enabler after a while).
“Culture does not change because we desire to change it. Culture changes when the organization is transformed – the culture reflects the realities of people working together every day”
– Frances Hesselbein
Regrettably, almost 75% of organizational transformations downright fail.
I remember advising on this topic to a large “top-down” jaundiced client organization, best known in Industry for arbitrarily thrusting tactical commands upon dispassionate employees. Often that led to poorly executed projects, brusquely frenzied debates, unintended delays, and duplications. Leadership of the company was never in sync with the unfulfilled employees and their real issues. Customarily, culture in that company, remained an underleveraged cog in the revenue generating wheel.
Unexpectedly, most of the business leaders, hardly appreciate the incredible clout of an energized culture while dealing with the increased business complexities. It is not that easy to comprehend how to leverage and transform prevailing culture to enhance the success on the ground. It needs conjuring of an elusive “wake-up” intuition that the culture of a company can chew away the best crafted strategies. Largely, leaders of such organizations are far-off with regard to what they assume as their culture and the ground level realities.Probably, they try and acclimatize with the looming challenges by taking chances.
The first preparatory step in a culture change initiative is to find out what is “working” and “not working” in the organisation. Following tips are critical for attaining cultural advantage in any business. The pointers might sound obvious but are all exceptionally important.
(Finally, you need to be tolerant. Transformation initiatives do take time. Even in the face of obvious reasons for transformation, an organization can be impervious to change. Prevalent culture in any organization is a familiar fusing medium for employees. Therefore, any change is perceived as intimidating)
When you objectively study the culture of an organization, you will realize that it is (loosely) both- an independent (or causal or dispositional) and also a dependent variable. If it can seriously power and ignite the committed performance of the people, enhances obedience towards formal systems & processes in the organization, it can equally be “energized” by constructive behaviour, respect for formal systems & processes, overall performance of the organization, and so on.
It is animatedly intertwined!
I hope that you will find this piece useful and that you will not commit similar slip-ups. Please bounce back your ideas and plans in case you too are embarking on similar journey.
People don’t resist change. They resist being changed!
One of my client organizations when began to work at weighing various possible alternatives to fast-swell their growth objectives, the congenital promoter, obsessively pitched for the idea of acquisition. It took sensible time to convince him not to hasten such moves to avoid a disappointing bearing over the already hard-won achievements. Providentially, after collective deliberations for days together, the entire apex team could recognize that any acquisition at that stage would be suicidal for the financial health of the organization. Rather, enterprise-wide business process reengineering was a much more relevant option to sharpen the blunt edges of the organizational systems at that time.
Any failed transformational initiative often offers an occasion to the people to be contemptuous and cynical about the whole thing. A change program usually takes long time and is not an unobtrusive process. With increasing business complexities, change is getting harder. It is exactly like the folklore of elephant and blind men. We all talk about transformation but very few actually know “What it is and How to do it”. Our distinctive choices can be ‘correct’ from our individual perspectives, but characteristically restricted by our inability to apprehend the totality of the truth. My current blog is about Change management. How an episodic approach towards organizational transformation clouds its purpose. Continue reading
Self — The Inward Journey
A leader is best when people barely know he exists, when his work is done, his aim fulfilled, they will say: we did it ourselves.
This blog is a tearful tribute to my younger brother whom I lost just few days back.
SHOCK is probably too light a word to express. Jovial, bright, and ever smiling. A true leader and a remarkable human being who merits not only respect but also celebration. He just didn’t seem to ever think and shy of believing himself as a true team leader. But I do and many more who came all the way from far remote locations to Mukti-Dhaam (cremation ground) to witness the last conquest of their much-loved leader. In his professional life, his work ethic and impeccably high standards translated into a successful and prominent sales career. His every action inspired his team to dream more, do more and become more. This blog is a homage to a true leader. Continue reading
Each day is born with a sunrise
and ends in a sunset, the same way we
open our eyes to see the light,
and close them to hear the dark.
You have no control over
how your story begins or ends.
But by now, you should know that
all things have an ending.
Every spark returns to darkness.
Every sound returns to silence.
And every flower returns to sleep
with the earth.
The journey of the sun
and moon is predictable.
is your ultimate
― Suzy Kassem
Life’s a journey filled with lessons, hardships, anguishes, blisses, festivities and special moments. You can choose to ride the journey of your life however you want. If you are looking for a catalyst that will re-connect you with that bit of your soul, reflect back on your life journey. There’s something inside us all that craves to make an optimistic impact on the world around us. As George Bernard Shaw said, Life isn’t about finding yourself. Life is about creating yourself. Our life journey will always have deep impressions on our character, choices, and responses. Every milestone of my journey has helped me re-focus on my goals. Not only challenging me emotionally and intellectually, it has also provided an opportunity for my personal growth and professional genuineness. Through this blog, sharing few of my life and career images with you…! I have labelled my thoughts & quotes as ‘Reflections: Impressions’ and this is Part-I. Continue reading
-Edwin H Chapin
Are you enslaved and incapacitated by lingering thoughts of revulsion, touchiness, and animosity towards your boss or peers, bit by bit, literally bloating your head?
Why we all care so much about what other people think of us? Why their acuities have reflexively encompassed every facet of our being?
Just remember one thing, in corporate ecosphere, oppressive behaviour comes in all forms. Subjective vindication is much complex and pervasive sensation in otherwise cramped corporate power corridors. At some point in our career, we all have inadvertently stumbled upon such caustic power-mines. Regrettably, it materializes more frequently as we climb up the ladder.
Yet, whether we think about it consciously or not, one important question continues to stay alive beneath such experiences: How one should react to such methodically premeditated career assaults? Continue reading
Jealousy is the tribute mediocrity pays to genius.
In last 30 years of stirring professional experience, two obliquely interlaced facets of the corporate world have intrigued me the most. One is the vulnerability and the other is jealousy.
Let’s introspect! When your teammate achieves something, why does that make you feel edgy? It could be anything – his quality, reward, capability, or any other accomplishment. Equally, when he fails, why does that make you feel comforted or ventilated? Why we are habitually troubled with ‘unsettling’ or ‘ugly’ emotions on others’ achievements? Why we feel conquered when someone has an advantage over us? Why our mind exaggerates the importance of other’s pluses?
Yet, aren’t we wish others to be delighted for us when we do well? Continue reading