A tribute to a great Leader – A. P. J. Abdul Kalam - ‘The People’s President’

The People's President

This post is a tribute to a great leader, a visionary who through his works earned a name ‘The People’s President’. Rising from humble beginnings, an Indian scientist and administrator, Abdul Kalam served as the 11th President of India from 2002 until 2007. One amongst the most respected people of the country, Abdul Kalam contributed immensely both as a scientist and as a president. He was honored with great laurels and awards for his work by both the Government of India and other countries. After completing his term as President, Abdul Kalam served as a visiting professor in various esteemed institutes and universities of India.

Through this post, I would like to share few of his thoughts concerning the attributes of a leader. Here are few inspiring quotes from the visionary:

 “It is very easy to defeat someone, but it is very hard to win someone.”

“Failure will never overtake me if my determination to succeed is strong enough”.

“Man needs difficulties in life because they are necessary to enjoy the success.”

“If you want to shine like a sun. First burn like a sun.”

“All of us do not have equal talent. But, all of us have an equal opportunity to develop our talents.”

 “Thinking should become your capital asset, no matter whatever ups and downs you come across in your life.”

“Without your involvement you can’t succeed. With your involvement you can’t fail. “

Of the many great words from him, few thoughts that have personally inspired me the most are:

·         You have to dream before your dreams can come true.

·         That a leader should be willing to travel on unexplored paths.

·         A leader should know how to manage success and failure. (When the success came he gave it to the team; and when there was failure he owned the failure)

There is a great meaning and depth to these thoughts, how we relate, apply and practice it in our day to day events define the quality of leadership. In any organization, leaders who explore its potential bring success and cheer to people around them. Organizations that have leaders like this thrive; and a nation that has leaders aligned to these thoughts flourishes.

Making wonderful friends within colleagues...in People/Team management. - Reap the benefits.

Making a great friend out of a colleague is certainly nothing short of a challenge; yet comes with a host of benefits. Most of you must have observed at some point or the other, that a group of people who gel with each other have certain advantage at completing a task when compared to random individuals grouped for the same task. It’s a known preposition, in fact a no brainer. Yet why do we never encourage the practice? Or why don’t we seek to make great friends or become one at our work place.

The fundamental reason may be the choice; we make wonderful friends because we get to choose them from a group of people. We make such choices for various reasons. Colleagues on the other hand are different; we do not get to choose them. We have to invariably work with them. We may have good rapport with some or have to make adjustments or sacrifices with others. It becomes a very delicate situation when we have differences among our colleagues. In some cases, it might get to a point where we cannot work with a particular individual to an extent that we choose to opt for a transfer or even quit the job. The person in question may also be a difficult boss. The worst part is these circumstances are becoming more and more common. It results in an unpleasant and an unhappy work place for us and others. What can we do to ensure such situations do not crop up?

Now let’s understand the process of making wonderful friends outside our work place. Few things that we do in order to establish such great relationships may be:

·         We are honest to them and trust them to be honest too.

·         We communicate a lot; and welcome their feedback and work on it constructively. Also, we explain to them the benefits of implementing and working on our feedback.

·         We gladly make some sacrifices in order to entertain them.

·         We enjoy each others’ company.

·         We establish a strong bond with the other person; signifying that we will be there for the other person when needed no matter what and vice versa.

The list thus is exhaustive and may differ from person to person. However, the above mentioned points are fundamental in establishing amazing relationships for a real long time. These efforts from us go a long way and are certain to yield the following benefits:

·         Bring in more confidence; thereby improving performance and the ability to focus.

·         Better communication with an uninterrupted flow of positive feedback.

·         Proactive approach in providing critical comments in difficult situations.

How would it be to convert your colleagues into your friends? I am sure you will agree that you will provide and be a part of a great fun filled work environment; one that everyone will long to be in. This will help create a perfect workplace, facilitate one and all contribute to work effortlessly and effectively.

The perfect recipe for a mess…in People/Team management – Nipping it in the bud.

Let us first understand the difference between the terms issue, problem and mess in detail. Though they all seem synonymous, there is a significant difference between them. They vary with the degree of intensity. It is essential to understand this difference clearly, so that we may address it accordingly. An issue in general is an isolated occurrence; though it is sure to cause some discomfort, it may have a solution, an alternative readily available. The impact is usually restricted to the person in question. This should be considered as a budding stage. Issues neglected continuously transforms into a problem sooner or later.

Problems on the other hand are more complex in nature and can be perceived as a situation a person that needs to be corrected in order to arrive at a desired outcome. In this phase the impact is felt on some or a greater part of the group. It may take a while to surface and does not get resolved automatically. Solution can only be arrived at with a forethought and discussion with the impacted group.

Multiple problems left unattended over a period of time result in a mess. This stage is very complex in nature and may seem to have little or no hope for a resolution in sight. At this level, any wrong step taken by any individual of the group only complicates and deteriorates the situation even further. Though it may seem perfectly normal on the surface, be assured that underneath is an active volcano roaring to erupt. All it needs now is a slight tap to the breaking point.

Now that we understand the perfect recipe for a mess, it seems only normal to act on the isolated issue - at the budding stage. But surprisingly, we tend to ignore it at this level. Also, shockingly we tend to live with the next phase too, till it comes to a grinding halt. Few reasons that this occurs may be:

·         We may be too lazy to address the issue at the budding stage.

·         We do not believe it may develop into a serious issue and have major effects.

·         Unclear communication (one that doesn't stress the seriousness enough) also is a major contributor.

·         Small tiffs between individuals/groups ignored at the nascent stage.

·         Fail to prioritize this issue as we may feel that there is far more important stuff.

·         Bias towards a particular individual/group is a very frequent and a strong reason too.

·         Hostility due to personal grudge between two individuals/groups is the strongest and the most deadly one. 

Whatever the case, issues and problems neglected are sure to come back more complicated than ever. In messier situations the person or the group may completely shut the communication channel with you (they may be listening to you but are not willing to understand or participate in the resolution process). 

Please understand for a great leader like you there is nothing more important than addressing the issue at its first stage “always”. This way you set precedence. Same goes with your manager too. If you notice anything not in accordance to the regular flow and is troubling you, it is recommended that you have a discussion immediately to seek clarification and resolve at the first instance. Do not wait for it to develop into a nasty surprise and surface when you are least prepared. Please refer my previous post: “The art of identifying the problem cycle in its budding stage...” for an in depth understanding of how to identify and resolve a problem at its budding stage. 

Positive communication and a powerful mind…wonderful tools in People/Team management – Master it.

Image courtesy : www.agingcare.com

Communication here can be simply described as an exchange of information or ideas with a purpose. Unlike other species on the planet, human beings are blessed with the ability to communicate with each other effectively. We can express very clearly when we are happy; though we do it very assuredly when we are not. We frequently communicate with ourselves too. Few examples are: when thinking how we need to get a resolution for a particular situation or the thoughts that go through when we need to take a decision, or make a choice. While preparing for an interview, counsel, motivate people. In fact the quality of communication in this process has a direct impact on our decisions and choices we make, both for us as well as others. Hence it is very important, that we keep this entire process simple, fair and a positive one.  

I would like to share an interesting excerpt from an anonymous speaker, which I stumbled on:

 The quality of our communication with the world outside determines our success. The quality of our communication with ourselves determines our happiness. It is not enough to just improve the quality of our communication, with the world outside. It is more important that we improve the quality of our communication with ourselves. It is not what happens to you, it is how you interpret what happens to you that make the difference.

It is our choices that show what we truly are, far more than our abilities.

-  J K Rowling

Communication - the human connection - is the key to personal and career success.

-  Paul J. Meyer

Once you improve the quality of communication devoid of any perception (for in depth understanding of how perception forms a barrier to positive communication, please refer to my earlier post: “Breaking our perception barrier to work with people effectively”) it is important that we express the thoughts to get results. Some subtle ways of expressing positive communication are:

·         Creating a receptive atmosphere.

·         Crystal clear communication with no room for ambiguity.

·         Smiling generously.

·         Not missing out an opportunity to appreciate.

·         Using appropriate body language/posture/appearance.

Also remember, our mind is a vault that stores all of our abilities, memories, learning and almost everything else. In other words, it is kind of a giant super space that is available to us. This resource is readily available to us at any given time. It is helpful to gather all the great experiences that we encounter, as a direct result of our positive communication. It is important that we develop our mind as a repository of these positive thoughts for future situations and opportunities. Hence the famous quote:

When MIND is weak, situation is a PROBLEM, When MIND is balanced, situation is a CHALLENGE, when MIND is strong situation becomes an OPPORTUNITY.

A strong mind filled with positive thoughts, is therefore essential while approaching impending challenges, which is perceived as a problem by many. Also, it forms a powerful tool with an ability to detect hidden opportunities while advancing such challenges. 

The art of gaining control over others…in People/Team management – Practicing it to perfection.

In an ever evolving complex world, challenges in life are getting more complicated day by day. Few of those challenges may be represented as getting a task done with a group of people. The tasks may vary; it could be working to exceed a set target or preparing the team for a competition ahead. It could be getting the team to work as one or even attempting to correct a behavior. Whatever, the impending task might be, achieving success, is difficult unless we have certain control over the people. Well there certainly are more than few ways and means, to gain control and accomplish. We can be task masters or try intimidation showing authority. We may emphasize the need and dictate terms to attain. This approach may even bring results every now and then. I am sure we have all come across similar situations and adopted these methods at some point or the other in the past. All these methods seem great till the time we are at the receiving end of it.

The charm of gaining control over others however, is the most effective when the other person willingly lets you to guide and gain control. Does it sound stupid? Or does it even seem possible? Why would anyone willingly let you control or guide them?

The answer to that is most likely the person in question believes your abilities to guide. The person entrusts you with the responsibility to do the best for him/her in that situation. Above everything else, the person simply trusts you.

Now this trust doesn’t happen just like that, you have worked so hard to establish it. In the past whatever you said or did was in the best interest and one which was inclined towards development of the person. You may also have helped the person through difficult situations. This strong bond is formed as this person for sure knows that you are a well wisher. Hence, it is even more important now that you ensure that bond remains strong always.  A famous quote that I wanted to share here:

“Trust is earned, respect is given, and loyalty is demonstrated. Betrayal of any one of those is to lose all three.”  - Ziad Abdelnour.

Few pointers that help you build such a strong bond are:

·         Taking genuine interest in the well-being of people.

·         Being a good listener and sensitive to their situations.

·         Offering help when they are in difficult situations.

·         Willing to work with them and support them through difficult times.

Well you now see having a way with people is not entirely that difficult, it just requires that we are interested in it. And it’s never too late to begin. We probably are on the path and already doing it, then let’s just practice it to perfection.

Lead yourself before leading others…in People/Team management – Self discipline a key contributor.

‘Dare to dream and care to achieve’ this line is famous with achievers and successful people and I have come across it many a time in the past. Each time I heard it, I felt motivated and explored the need for a big vision to attain bigger things in life. However, after a few futile attempts at it eventually lost focus and forgot about my recent vision. I used to back up my failure giving reasons like: I lacked the resources, the vision I set up was very ambitious, unattainable and so on. One thing common in all the attempts was certain; a lack of interest to pursue any further. I am sure most of you would have encountered situations like this. Little do we realize that by working on small tasks (that are attainable with little extra effort) instead of aiming for huge visions (that require a lot of practice, discipline and many other factors to be in sync), things may be very different. In fact these little steps over a period of time will become contributing factors for bigger things in life.

It is very similar to the phrases we often come across: A great journey starts with a single step or tiny drops of river form huge rivers. Hence it is essential that we take things slowly and work on them till we attain it. Setting up tasks and pursuing it with discipline is the key here. The tasks that you choose need not be limited just related to your work place and could be very simple steps such as:

·         Being punctual always.

·         Greeting and communicating with a smile.

·         Making eye contact in a conversation.

·         Spending quality time with your people.

·         Commitment to learn/read/share.

The commitment that you make here is a huge step towards your development. You may choose any such tasks that you feel will benefit you. But remember, once you identify a task work on it with an unfailing persistent level of discipline till it becomes a habit.

It is essential that we possess these attributes of self discipline that help lead ourselves even before we begin to lead others. Also self discipline is a winning idea that needs to be introduced and encouraged with people you work with. Soon they will realize the importance and the contribution of self discipline in their own personality development. Some of its many benefits that it offers are as follows:

·         Provides a path for a practical solution to an identified issue.

·         Helps focusing on a task and putting that extra effort to attain results.

·         Enhances will power and urges to be strong at situations.

·         Forms guidelines to practice patience and self control.

·         Chalks out a planned way of dealing with things that matter most.

This process of identifying the problem areas and your great attitude of working on them progressively will not go unnoticed. Needless to mention, it has huge impact on people working around you, in terms of things, they can learn from you. Self discipline evolved as a strong ability will not only help you gain respect from others, but also pave way for the bigger opportunities that lay in front of you.

The art of identifying the problem cycle in its budding stage...in people/team management. – Practice it.

While working with people, one thing for certain is that there will be problems cropping up every now and then, sooner or later; be it a new team or a seasoned one. There may be ways and means to deal with a problem and find a resolution at different stages. The challenge however is to identify in its nascent stage and take measures to avoid unnecessary escalation. It is a general practice with people to compare with their peers to ascertain their position in terms of performance, pay, way they are treated and other such things. When they begin this comparison, it very quickly develops into a strong feeling of dissatisfaction; should they discover any discrepancy. This is the very beginning of a problem. Let’s first understand the reasons that trigger a problem. Few of them are:

·         People feeling that they are not treated fairly either in terms of performance, pay or general treatment as compared to other members of the teams.

·         A feeling that a particular person is being targeted for some reason among the team.

·         General reasons of problems may even be gossip from various sources.

People are different and they react differently. Whatever the reasons might be once the idea is formed, it doesn't stop there. At this stage the person is ready to get it to your notice and hope to get a resolution. Few signs of this phase are:

·         A person who is usually talkative will choose to be silent, or vice versa.

·         Coming across with a lot of investigative questions to gather information.

·         Mingling with a new group and picking up their influence a lot.

·         Reluctant or hesitant body language.

·         Sudden rise in the number of questions on a specific topic.

These instances may initially seem simple or unimportant. However, we need to understand that this is the best instance to resolve a problem. Proactive approach in identifying and addressing the issue without any further delay will help a lot and nip the problem at the beginning stage. A casual chat with the concerned person, acknowledging when something has gone wrong and assurance of your support should do the trick.

If it is delayed or ignored; it quickly compounds into a strong feeling of grievance. Needless to mention, that they will collect strong evidence to defend their case. The person concerned now starts to vent out the feeling and attempts to express it evidently. This may vary depending on the nature of the problem and the level of frustration. This is the next level where people attempt to show clear signs of dissatisfaction. Few pointers to identify such behavior are:

·         Back answering at any and every occasion.

·         Constant disagreements and non cooperation.

·         Drop in performance and disinterest.

·         Deliberate falling behind to meet assigned targets.

·         Open defiance and insubordination.

·         Grouping up to revolt and voice their thoughts.

We need to realize that they indulge in such behavior to seek an opportunity to have a one to one meeting with you, to vent out their dissatisfaction and frustration. It is important that we understand that our aim is to resolve the issue; taking the matter personally at this juncture will only convert the already existing problem into a mess.

The people involved need a lot of reassurance even before they are willing to open up to you. Having a constructive one to one discussion is a sure shot way to begin. Always do your homework before going into such discussions. Not to confront or monopolize the discussion, but to have options open. Listening, understanding and empathizing are the only best methods in getting the other person work towards an effective resolution. My earlier posts, “You...the most important aspect of any conversation” and “You and I...Together we make a great team” explain further, tips for such difficult conversations. This way you ensure that the problem cycle ends with a solution and not with a disaster.

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