Pleasing People To Challenging People

Thank you, Calway, for allowing me to talk about one of the essential changes every leader must embrace – Pleasing People To Challenging People. 

Pleasing people is not the same as leading people. That was one of the first important and difficult lessons I had to learn in my leadership journey.

During the early years of my professional career, I was uncomfortable challenging people or helping them to do better, be better and become better. If someone in the team didn’t like me, it must mean something was wrong with my leadership, and I needed to fix it. That thinking motivated every action I took and every decision I made.

My goal had been to get people to like me enough so that I could gain the confidence to ask them for commitment. If they declined, I simply worked harder to get them to like me more, thinking it would solve the problem. My desire to be liked by others was deeply rooted within me to the point where my best days in leadership were the ones when people affirmed me. I craved that affirmation every day. No one told me that affirmation is not equal to leadership accomplishment.

So in the process, what am I doing? I am giving my time and energy to the unhappiest and least committed people, even though they are not contributing to the vision and mission of the organization. I was letting the tail wag the dog instead dog wagging the tail.

This happy stuff is beginning to wear me out. I started wondering how long I could keep up with making everybody happy. It took a while, but I finally realized I wasn’t leading people. I was trying to make them and myself feel good. I wasn’t moving the organization forward. I was in the friendship business, not the leadership business.

I wasn’t helping my teams to do better, be better and become better. I was determined in my mind that I would try to become the leader that the people really needed, not just the one they wanted. I started working on shifting from pleasing to challenging people.

Regards,

Kishore

 

Legal Acumen for HR Leaders

National Academy of Legal Studies & Research (NALSAR) University Hyderabad partnered with the Society of Human Resources Development, SHRD India, to conduct a 6- day workshop on new labor codes, titled “Legal Acumen for HR Leaders.” The workshops and discussions were designed with Seasoned academicians from various universities, labor law experts from top law firms in the country, and industry conducting seminars and peer learning activities.

On the final day, I had the opportunity to deliver the keynote address titled “Leader Shift“- Leadership changes that will positively enhance HR professionals’ careers. The day ended with the convocation ceremony by Dr. Tamilisai Soundararajan-Hon’ble Governor of Telangana, and Hon’ble Lt. Governor of Puducherry.

 

Regards,

Kishore

Leading Through Crisis

Last weekend I had the opportunity to talk about the role of leadership to thrive through an impending recession at the Calway Connect conference. 

  • What do good leaders do well in a crisis?
  • Does a crisis make a leader or reveal a leader? 
  • Practical ways to maneuver through times of difficulty and diversity

 

Regards,

Kishore

 

EQUIP People

#LeadTip: 5 ways to EQUIP People
  1. Modeling
  2. Mentoring
  3. Monitoring
  4. Motivating
  5. Multiplying
If you can understand and relate to this post, then be assured that you are on the right path to becoming a great leader in the coming years.
#leadtip #johnmaxwell #borra #leadership #getleaderized #bluebirds

Before you go…

Please have a look at my books, “Don’t Coast” & “GET LEADERized,” which are available on Amazon, Flipkart & Notion Press

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Our Iceberg Is Melting

It took me only 3 hours to read “Our Iceberg Is Melting.” This book is fantastic, offbeat, but right on!! a MUST-READ!! I am now adding this to my “Books That Can Change Your Life” category on my bookshelf. 

We live on different icebergs which are melting, or that could melt soon. Product lines that are aging, services that are decreasing in quality, a business strategy that makes increasingly little sense, a new strategy whose implementation is sinking into the ocean. Each of these situations needs change management. 

Change is often difficult, and leading the process can be overwhelming. But change is constantly needed in any business, and this book provides a practical eight-step process for managing. My opinion is that this book simplifies change management so much. 

The beauty is anyone can read it. People from software engineers to executives, homemakers to pastors, high school students to retirees can read to change and succeed under any conditions. 

Below is the summary of the book: 

The eight-step process of successful change.

Set the Stage

1) Create a sense of urgency.

2) Pull together the guiding team.

Decide what to do

3) Develop the change vision and strategy.

Make it happen

4) Communicate for understanding and buy-in.

5) Empower others to act by removing obstacles slowing down the organization’s progress. 

6) Set short-term goals and produce wins.

7) Don’t let up. Keep up the momentum. 

Make it stick

8) Create a new culture and make the change stick. 

 

Before you go…

Please have a look at my books, “Don’t Coast” & “GET LEADERized,” which are available on Amazon, Flipkart & Notion Press

Please subscribe to my social media channels: