Category: Leadership

Addiction of Being ‘Switched On’ 24/7


Photo by Federico Morndo

At the turn of the 1970s, sociologists were concerned that with enhanced technology and increased productivity, we will soon have so much leisure time that we would not know what to do with it.

I knew something was seriously wrong when I recently noticed myself taking my mobile phone yet again to the bathroom, so I could respond to some messages while in there. Having successfully kicked the habit, some years ago, to switch-on my blackberry the first thing in the morning and switch-off the last thing at night, I was certainly falling prey to the old instincts.

Sometimes rationalized as being productive, sociologists have a new term for this phenomenon of being ‘switched on’ all the time – Everydaython – the idea that many of us are trying to run a marathon every day. Between emails, Facebook, apps, chats, videos, and games, this online busyness is an addiction – something we are unable to let go of, despite being aware of its harmful effects.

As Nassim Taleb, the author of Fooled By Randomness, put it,The difference between technology and slavery is that slaves are fully aware that they are not free.’

What is behind this addiction?

Several factors contribute to our belief that being perpetually connected is the only way to be in our modern society.

1. Online activity defines our self-identity

Being busy is not only seen as a necessity, but also considered almost a reflection of our importance. It’s as if attending to emails, or posting Facebook updates and waiting for the response, provides a key purpose to our existence. The sight of numerous notifications energizes us; and receiving too few emails overnight is dissatisfying.

As we get more and more invested in being this way, we begin to subliminally let it define our self-identity. We start to associate our self-worth with the number of emails we receive every day, the number of friends…

Is Extroversion Overrated?


“A happy life must be to a great extent a quiet life, for it is only in an atmosphere of quiet that true joy dare live.” – Bertrand Russell

What do Mahatma Gandhi, Albert Einstein, Warren Buffet, Bill Gates, Abraham Lincoln, Julia Roberts, J K Rowling and Clint Eastwood have in common?

Yes, they are all well-known introverts. While varied other personal traits may have contributed towards their becoming masters of their own fields, being an introvert was surely one of them. Reading a fascinating book called Quiet, on the power of introverts by Susan Cain, I was inspired to write this post.

Clarifying Introversion and Extroversion

Usually, people who are more talkative, social and outgoing are referred to as extroverts while quiet and shy types get branded as introverts. However, much of psychology research on personality types relates the idea of extroversion and introversion to two other factors.

The first, popularized by Carl Jung, founder of analytical psychology, bases the distinction between extroversion and introversion on an individual’s attitude-type characterization – extroverts are characterized by their greater interest in the external world, while the introverts in their inner, emotional-mental, world.

The second is based on our orientation for how we spend leisure time, de-stress and resolve issues. Extroverts prefer being with other people – it relaxes and energizes them; introverts prefer being alone – in fact, they are commonly uncomfortable spending significant time with others. Given a choice, an extrovert would love to join a party and an introvert read a book or the like.

Most people possess a combination of these traits – although one of the two may be more dominant, and perhaps active more frequently, than the other. Further, the trait of shyness or boldness might be an independent factor present in either of the two personality types – so you could have a shy extrovert (comedian Chris Rock) and a bold introvert (Mahatma Gandhi).

Misplaced Overemphasis on Extroversion

Propelled by a growing sense of individuality, rapid…

Simplify Your Life This New Year!


This is the season for resolutions. I reckon you have considered one or two yourself. Unfortunately, as the year progresses, most New Year resolutions tend to fall by the wayside and end up as mere intents. Here’s an insightful approach towards creating a life that’s not only happier and more fulfilling, but one that also automatically responds to your most meaningful resolutions.

We complicate life
Driven sometimes by ambition and other times by a sense of inner incompleteness, we instinctively immerse ourselves in a myriad of pursuits. We often act out of the fear of losing out, compared to our peers or our social network.

We would rather be overwhelmed than miss out on the slightest chance to please the boss, make more money, enhance our status, accumulate more clothes or gadgets, or go to the extra social event. We also find it hard to let up on instantly responding to text messages, checking our e-mails or facebook accounts multiple times a day or randomly watching television.

What suffers in the process is our attention to our most important priorities – the ones that actually make us feel fulfilled and happier. No wonder then we are unable to see through many of our resolutions, the New Year ones being no exception.

First, the familiar lesson
“A philosophy professor stood before his class and had some items in front of him. When class began, wordlessly he picked up a large empty mayonnaise jar and proceeded to fill it with rocks, rocks about 2” in diameter. He then asked the students if the jar was full? They agreed that it was. So, the professor then picked up a box of pebbles and poured them into the jar. He shook the jar lightly. The pebbles, of course, rolled into the open areas between the rocks. The students laughed. 

The professor picked up a box of sand and poured it into the jar. Of course, the sand filled everything else. “Now,” said the professor, “I want you…

Discovering Your Calling


In one of my earlier posts (Are you following your calling), I had talked about the difference between pursuing a job, career or your calling and the impact pursuing your calling has on your level of happiness at work.

Now, following your calling is understandably easier said than done. How do you even go about the crucial step of discovering your calling? If you are not one of the lucky few, who somehow landed themselves in what they truly love, what can you consciously do about it?

Here are some steps that can support you in that discovery.

Set aside time for reflection
I believe each one of us is uniquely gifted and has a special purpose on earth. However, we get so caught up in the treadmill of our fast-paced lives that we fail to discover this purpose. Slowing down is essential for developing deeper clarity.

You need to create time and space to reflect on what is most important for you – do you want to be more successful or make a significant contribution; do you want more money or be happier; do you value social recognition or inner fulfillment; what role does family and community have for you and so forth.

Plan for those reflective moments, maybe 10-15 minutes every day or at least some every week.

Create a powerful vision
As is said, “If you can see it and believe in it, it will happen.”

We all have fleeting ideas, from time to time, of what we would like our life to be about. The idea of a vision is about articulating them cogently.

Write a note, describing in vivid detail, what you envision your ideal life to be like – not just work life, but your entire life. What kind of work would you be engaged in, what would you like most about it, what would your typical work day look like, what would you be busy with outside of work,…

3 Steps To Highly Engaged Employees


“The task of leadership is not to put greatness into humanity, but to elicit it, for the greatness is already there.” ~ John Buchan

One of the top challenges that leaders face today is related to creating a highly engaged workforce. We all know that a highly engaged workforce not only helps nurture a happier work environment, but also means better business and leads to higher performance results. Moreover, it’s expensive to have disengaged staff – unengaged workers are estimated to cost their organizations billions of dollars annually.

What builds employee engagement?

Coaching style works
I have previously talked about how when leaders employ a ‘coaching-style’ of leadership, it significantly supports the process of creating higher employee engagement. Coaching style focuses on self-directed learning, by relying on the other person’s self-awareness and their sense of self-responsibility.

It effectively helps employees feel autonomous (the employees drive the agenda of the discussions not the boss), learn and grow (through self-discovery rather than being directed), feel valued (coaching is a non-judgmental conversation, of equals), and empowered (by discovering their own solutions) – thereby helping them become highly engaged.

Another unique and supportive perspective
I recently came across a short video, by Dan Pink, which provides a unique, and yet a supportive, perspective to creating meaningful employee engagement. His video led me to his latest book, Drive, that’s revealing about what really motivates us.

He makes the point that money is not an effective motivator for people who are involved in jobs that require reasonable cognitive skills. In fact, he argues that the traditional carrot and stick approach has the risk of negatively impacting such employees’ ability to come up with most effective and creative solutions. Although, he agrees that money does matter in a limited way in that employers need to pay employees enough to take the issue of money off the table.

Instead, he highlights three specific elements that he believes make for deeper engagement for any individual, and specifically for employees. These…

Are You Following Your Calling?


I have written in previous posts about the issue of a growing lack of meaning in our life. Specifically, I would like to highlight in this post the role our choice of work and professional pursuits play in contributing to the level of fulfillment we experience in life.

How do we choose our profession? We decide it based on whatever offers the best mix of career prospects, financial rewards, status, security and challenge in the overall context of our skills. Why are so many people not that happy with their work then?

A variety of research reveals the lurking sense of dissatisfaction among a large proportion of the employee workforce. A leading indicator of this is the level of employee engagement in the workplace. Towers Perrin, a leading employee research and consulting firm, found only 17% of 35,000 employees surveyed as ‘highly engaged’; studying over 20,000 diverse employees, Harris Interactive concluded that only 37% of the employees had a clear understanding of what their organization was trying to achieve and why and only one in five was enthusiastic about their team’s and organization’s goals.

While the leaders of the organizations have a role to play in correcting this dismal situation, through greater empowerment, creating opportunities for greater learning and growth, better matching employees’ skills and jobs, and employing a more of a coaching style to leadership, this state is a reflection of the prevailing confusion at the individual employee level. Either we are in a job that doesn’t match our skills or we are pursuing it for the wrong reasons. Lacking clarity about the core purpose of our professional life, we are easily swayed by what seems like a popular ladder to climb. For example, with disregard to their real interest or aptitude, we have hordes of MBAs chasing investment banking or consulting jobs. Looking out for quick success, individuals are then disappointed at any pace of personal growth that’s slower than expectation.Besides, attuned to…

The Olympics, Transcending Ourselves, and Personal Mastery


“The most important thing in the Olympic Games is not to win but to take part, just as the most important thing in life is not the triumph but the struggle. The essential thing is not to have conquered but to have fought well” – The Olympic Creed

The underlying emphasis in the above message seems to be based on a human being’s journey towards overcoming one’s own limitations and achieving personal peak performance – in a way, somehow transcending oneself. Watching the Olympics over the last few days has brought to fore the ability of certain individuals to do this with uncanny consistency. While Michael Phelps, Tiger Woods, and Roger Federer are great recent examples of this in sports, various individuals like Mahatma Gandhi, Albert Einstein, and Neil Armstrong have achieved this state at the very highest levels, in other fields as well.

In this post, I have attempted to capture what I believe are some of the most critical ingredients for achieving this level of peak performance in any type of profession or vocation we maybe engaged in.

Is it your calling?

For starters, is it a job or a career or your calling that you are pursuing? A detailed study of attitudes and general orientation towards work, done in 1997 by Dr. Amy Wrzesniewski, a professor of business at the New York University, showed workers broadly divided into three groups – those who saw their work as a job, those as a career, and those as their calling. The people in the first group are in employment because they really need the monthly paycheck and may be willing to move to another organization for higher salary. The second group is focused on building a career – for them it’s more about the position, growth, and the prestige. However, they may get disenchanted when the string of promotions stop. Finally, there is a small percentage of people engaged in what is their true calling…

Finding Your Thermal…


Whilst attending the intermediate course of paragliding many years ago, I remember taking a short flight from the top of a 600 feet tall cliff and truly loving it. I recall marveling at the effortlessness of the entire 45 seconds flight, before gravity took hold, and wondering how some of the experienced paragliders managed to stay up in the air for hours. As I learnt, it was their ability, like the migratory birds, to find progressive air thermals that allowed them to stay up and even travel long distances, of sometimes up to a thousand kilometers. Were those long flights enervating for them? Never, they were always effortless and exhilarating, as they soared, in complete harmony with nature. Comparing that scenario to the way we live our lives, I often wonder why there is so much struggle to our existence. There appears to be this constant underlying stress all around us and the innumerable choices that we are surrounded with – of, products, services, careers, gadgets, leisure and so on – instead of empowering us, leave us feeling deprived. Like the migratory birds, wouldn’t it be wonderful if we could find such thermals that make our lives more effortless, balanced, and peaceful? Those thermals could sweep us away from our daily dilemmas to a life where making choices was much easier, where we experienced minimal effort to move forward, and where we were fully supported by nature in all our pursuits.

The key to this I believe lies in gaining clarity about the purpose of our own existence. Why are we here and what are are we aiming to do? I do believe each one of us on earth is hugely gifted and has a special purpose – but do we take the time to discover it in ourselves; or are we just on a treadmill of activity going almost nowhere. What do you value, what’s most important to you? Do you want to be more successful or do you want to make a more significant contribution? Do you want…

Leadership: the Needed Shift for Wisdom


“Where is the Life we have lost in living? Where is the wisdom we have lost in knowledge? Where is the knowledge we have lost in information?”– T. S. Eliot

A number of contemporary thought leaders believe that some part of the 21st century would belong to the “wisdom” society as against the “knowledge” society that we are currently part of. I tend to agree and would welcome such a shift; in fact hope that it happens sooner rather than later.

While this shift is relevant for the entire society and its leaders in all spheres of life, in this post, let me focus on the need for such a shift in organizational leadership.

The business work place is under tremendous strain today. The pressure to succeed on a quarterly basis is high, with higher competition, fewer resources, and a more unpredictable environment. Leaders face huge challenges – with building a compelling and shared vision for the organization, motivating the team members towards that vision, and finally sustaining quality results in an ever changing and highly competitive market place. In one of the researches by Harris Interactive of over 20,000 employees, it was concluded that only 37% of the employees said they have a clear understanding of what their organization is trying to achieve and why and only 1 in 5 employees was enthusiastic about their organization’s goals. Regarding employee motivation, a recent research in the UK found that 42% of all workers surveyed felt “used up” by the end of the day; and the salaries they aspired for suddenly don’t seem enough to them. Yet another disturbing research published in the Time magazine suggested that approximately 75-90% of all visits to the primary care doctors are for stress related problems, with job stress being by far the leading cause.

One of the key reasons for this entire scenario, to my mind, is the lack of clear purpose or a broader social context for which the organization exists. I reckon for the leaders to become architects of mission for their organizations, they need…

Personal Mastery and Leadership


In my last post (Personal Mastery and the Journey Within), I had introduced the concept of personal mastery. In this blog, I would like to highlight the relevance of this concept to business leadership.

To me, personal mastery is the journey of self-discovery leading to consistently living the purpose of one’s life. It requires a high emphasis on self-knowledge, clarity of one’s personal vision and its interconnectedness with the people and the world around.

It captures the essence of a leader being highly self-aware and also having a deep sense of his own purpose in life and its relevance to the rest of the society. Leadership practice has come a long way from the days of emphasizing on IQ (how I think) to the notion of EQ (how I feel and relate to others). To me, the journey of personal mastery is the final leap of bringing out the relevance of the spiritual quotient, SQ (understanding what and who I am). Another perspective to look at this concept is to say, junior managers manage tasks, middle/ senior managers manage processes, leaders manage people and to me, the most outstanding leaders are the ones who know how to manage themselves. The thought behind this is to suggest that if the leader is high on personal mastery and self-management, he would not need to make a real effort in managing others – in fact, he will be such a role model for others that they would automatically be inspired to follow him.

Lets look at some of the biggest challenges a business leader faces today. I reckon they are – building a compelling and shared vision with the team, motivating the team members towards the vision, and delivering quality results in an ever changing and highly competitive market place. The issues with building and communicating a vision shared by the employees can be quite startling. In one of the researches by Harris Interactive of over 20,000 employees, it was concluded that only 37% of the employees had…