Associate Mindset

After my last article on Manager Mindset, lot of people wrote/spoke to me on what should be the mindset of the associate. I thought about it and this article primarily addresses the question. Now, in a way, all of us are associates. A Manager is an associate of a Senior Manager; Senior Manager to a Director and even CEO is an associate to the Board. So, as much as this article is about mindset of an associate, in a way, it is about mindset of each and every one of us. So, let me start with a question – do you know what type of mindset do you have - One that fulfills your need for recognition or one that will enable you to grow?

Let us look at the following conversations between Meher (who is the manager) and two of her associates, Ritu and Vijay.

“Now that we discussed things that you do well, I do like to bring to your attention an area that you should focus upon”, Meher said to Ritu. Ritu who is seated very comfortably till now suddenly changes her seating position and her body posture is now more closed. “One of the hallmarks of a successful person is their ability to build relationships”, Meher continued. “I do not observe you building relationships with your peer group or with support groups”. Ritu cuts in “Why do you say that? I have great relationships with people. Everyday, I come into office, I say Hi to people. I talk extremely well to my peer Daniel. I am good at building relationships”. Meher smiled and said “Saying Hi and talking to people does not automatically translate into great relationships. We need to invest in building relations”. Ritu jumps in and says “But I am not here to make friends. I am a professional and focus upon getting my work done in effective manner. I do not waste time like others in drinking coffee with people. I just focus upon my job. I do not know why you find fault with that”

Meher/Vijay conversation: “Now that we discussed things that you are doing well, I do like to bring to your attention an area that you should focus upon”, Meher said to Vijay. Vijay who is seated very comfortably till now suddenly gets more attentive and leans forward. “One of the hallmarks of a successful person is their ability to build relationships”, Meher continued. “I do not observe you building relationships with your peer groups or with support groups. It is important to develop relationships so that you can leverage their skillsets and strengths to achieve your milestones”. Vijay asks “Why would my peers or support groups support me on my goals?” Meher answers “It is impossible for any single person to achieve everything on their own. Hence, each and every one of us need support from others to achieve our goals. If we invest in building relationships and offering help to others, we can leverage others when we need their support. Also, we are all humans and humans tend to react well to emotional connect than sheer logic. Hence, building relationships help establish emotional connect that will enable people to reach out to each other much better than sheer logic of reaching out”. Vijay asks, “That’s great. How do we go about building relationships?” Meher and Vijay continued the conversation that helped Vijay to draft an action plan on building relationships.

What do you see is the difference between the two conversations? Why did Ritu and Vijay react differently to the same comments from Meher? How often do you see people reacting very differently to the same environment/situations? What’s driving these reactions?

Carol Dweck, psychology professor at Stanford University, best explains this. She has done immense work, which explores our beliefs, both conscious and unconscious, and how changing even the simplest of them can have profound impact on nearly every aspect of our lives.

One of the most basic beliefs we carry about ourselves has to do with how we view and inhabit our personality. She sees two different types of beliefs – people with ‘fixed mindset’ and people with ‘growth mindset’.

A ‘fixed mindset’ assumes that our character, intelligence, and creative ability are static which we can’t change in any meaningful way, and therefore success is the affirmation of that inherent intelligence. People with this mindset tend to operate in an environment where they have an opportunity to look smart and avoid situations where their talent could be challenged and they could face failure. They see every situation, in classroom, in careers, and in relationships, as one that they need to prove themselves to others and gain approval of their intelligence, smartness. Therefore, before undertaking any task/project, they tend to evaluate - will I succeed or fail, will I look smart or dumb, will I be accepted or rejected, will I feel like a winner or loser? People with this mindset avoid challenges, give up easily when faced with obstacles, sees extreme effort as fruitless, ignores useful negative feedback and feel threatened by success of others, as it could bring up a question of their own intelligence or success. This approach conforms to deterministic view of the world and this results in such people plateauing early in their careers and achieving less than their full potential.

A ‘growth mindset’ thrives on challenge and sees failure, not as evidence of lack of intelligence but as a springboard for growth and for stretching the existing abilities. People with this mindset tend to operate in an environment where there are new opportunities to learn and grow. This growth mindset is based on the belief that your basic qualities are things that you can cultivate through your efforts. Although, people may start with differences in initial talent, aptitude, interests and temperament, they believe everyone can change and grow through application and experience. Since they see failure as an opportunity to learn and grow, they are willing to take more risks in their career and relationships. They embrace challenges, persist in face of setbacks, see effort as a path to mastery, learn from criticism and when they see successful people, they find lessons and inspiration from them for their own success.

As you can see from the above story, while Ritu and Vijay were equally good, Ritu reacted negatively to the feedback as she is operating from a ‘fixed mindset’ while Vijay took the same opportunity to learn and grow, given his ‘growth mindset’.

The good news is that this mindset is not fixed. You have an opportunity and ability to change your mindset to growth mindset. But the starting point is recognizing where you are. Many times, I have seen people with ‘fixed mindset’ not acknowledging their mindset, as they see this acknowledgement as a sign of weakness (thus even avoiding to acknowledge to themselves). However, once we recognize and become aware of our situation, through concerted effort, we could gradually change our approach to ‘growth mindset’.

What mindset do you possess? When you look back at your decisions in the last week, are they driven from ‘fixed mindset’ or ‘growth mindset’? How would your life be changing if you operate with ‘growth mindset’? What about your children? What is their current mindset? What questions are you asking them that would develop their mindset to be growth mindset?

P.S. – In her book, Carol Dweck quotes on seventh-grade girl, who captured the difference between fixed mindset and growth mindset beautifully:

“I think intelligence is something that you have to work for… It isn’t just given to you… Most kids, if they are not sure of an answer, will not raise their hand to answer the question. But what I usually do is raise my hand, because if I’m wrong, then my mistake will be corrected. Or I will raise my hand and say ‘How would this be solved?’ or ‘I don’t get this. Can you help me?’ Just by doing that, I am increasing my intelligence”

Manager Mindset

Zoya, a final year Delhi University student set off on an assignment for her university magazine. She is the editor of the magazine and given the upcoming placement season, she thought of an article interviewing her senior batch (who passed out last year), about their corporate lives. “It would give a great insight into life after college and also a fair understanding of the companies we would like to work for. Right from the horse’s mouth” she thought. She interviewed many people and finally got to Rahul and Vijay, who were toppers of the batch.

Rahul was excited about the organization he is working for. “This is great place to work for, Zoya” Rahul said. “It’s great culture. You are respected for your ideas and views. There is tremendous learning for me every day. We have a great team and highly competent colleagues. Our company has a great strategy and I am sure we would be a market leader in our industry”.

Zoya was thrilled to hear that Rahul was doing great. She proceeded for her appointment with Vijay.

“This is the worst place to work for”, Vijay said. “I was so excited to join the firm but after I came here, I got to know what a crappy place this is. There are politics all around. No one cares about your views and everyone is so focused on protecting their backs. There is zero learning and you are given menial tasks to do. People are so insecure in this place that any bright idea from your side is discarded right away. Given the current state, this organization is going nowhere. It’s a humongous waste of talent”.

Zoya started compiling her article and she is confused. Incidentally, both Rahul and Vijay work for the same company. “How could two people, working for the same company have such different experiences?” she wondered. “How do I put this company – as a great place to work for, or as not?” Suddenly, the whole premise of her article – identifying great places to work for, based on her senior batch experiences – is questioned.

Did you ever experience this situation – where people working in the same company, have widely different experiences? What differentiates these experiences? It cannot be policies, procedures, as they tend to be common across division, if not the organization.

Managers play an important role in the experience of the associates. There has been many a research that proves that people leave managers, not the organization. Given the emergence of multi-generational workforce in the corporates, the role of manager is becoming more critical. Those organizations that are serious about being best places to work focus significantly on Leadership development. However, across the board, there is limited trainings/guidance to the managers in being able to create right workplace environment. It’s less about the skillset and more about the mindset. We need to start changing the mindset of the managers.

Purely from a mindset perspective, at a broad level, we see two types of manager – Power managers and Value managers (I am taking the liberty to simplify a little bit here to articulate my point. We do talk about different management styles but I do believe that they emanate from the underlying thought process {mindset} and wherever the style may fall on the continuum, it is important to examine the origin). Before I proceed, let me state that I am not questioning the intent of these two types of managers – both are focused on doing good for the organization and achieving the best results. It is a question of their approach (if there are managers whose intent is to be questioned, then straight away, they should be asked to leave the organization – they are extremely bad for the culture and future of the company, independent of their criticality).

Power managers are those set of people who believe that they have achieved success out of their own individual efforts. They see the management position as a position of power through which they can get things done. They feel they should achieve the best results for the organization and that means they need to have control on everything that is happening in their groups. They operate by command and control structure. Given their background, they believe they know the best course of action and are not comfortable with alternate approaches. They tend to micromanage, as they need to be on top of everything. They see their team as set of resources available to follow their commands and seldom like to hear ideas unless they align with their own thought process. They are people with top-down approach.

Value managers are those set of people who believe that they have achieved success out of team effort. They see associates are the best value generators in the organization and the role of front line manager to senior person is to ensure that nothing comes in the way of associates generating maximum value to the organization. They tend to see the best way to achieve results for the organization is through team effort. They believe associates who are close to the work would know the work better and have multiple ideas. Hence, they tend to listen better to the associates and seek ideas. Since they believe in team effort, they build on the ideas of associates to get the best idea. They are open to new approaches and typically tend to pass down authority. They delegate better and do not micromanage, holding people accountable for results. They are people with bottoms-up approach.

Given the multi-generational workforce and emergence of Gen Y (who don’t like to be told how), I see Value managers being more successful in the future. In this fast changing world, it is very difficult for one person to know everything and to be on top of everything, thus tremendously slowing down and limiting the scope of achievement for Power managers.

Here is a simple exercise that I’d like you to undertake. Reflect back on your experience and identify a manager under whom you really worked very well and excelled. Similarly, look back and identify a manager under whom you struggled and looked to get out as soon as you can. Write down their traits (what they did, what they said, how they behaved). Now classify them as Power manager and/or Value manager. Presuming that both of them are competent set of people, under whom did you excel and under whom, you struggled? Do write your answer in the comments below.

Changing the mindset, from a Power manager to a Value manager, is possible but not easy. It means letting go of control and many people feel very uncomfortable with the idea. But it’s a risk worth taking and slowly (but surely), you could find a way towards being a value manager.

An organization that has a majority of managers to be Value managers, typically achieve best results and create an environment where associates look forward to work. What kind of a manager are you and what type of manager would you prefer? Do you think that a manager can transition from being a Power manager to be a Value manager?

Panchasheel

As I wrap up my stint in Bangalore and move onto next phase of my life, I decided to write a blog that summarizes all my learning in this beautiful place. As with any first draft, I had many points to capture. But to communicate effectively, we need to prioritize and hence decided to bring it down to top 5 areas. These are in no specific order and am highlighting the essence (most of these points are captured in detail as part of my various blogs).

Happiness:

·        Happiness is state of mind. We could either let it be influenced by external factors or keep it in control, despite the external factors. It’s a choice. I have seen many people whose morning is wrecked as they came across a bad motorist or auto guy on their way to office. It’s a personal choice if we are willing to let a stranger on the road to determine our happiness quotient.

·        Happiness is always lost because we are haunted by memories of the past or worries of the future. It is best experienced by staying in the present. We experience more fears in our mind than are present in reality. Life has a way of working out itself. Let’s trust life and be happy in the present

·        Happiness is not in a distant future. We can never achieve it by linking to a goal achievement. Happiness is about embracing what we have. Not striving for a future goal. To feel happy, we need to look within, not outside.

·        Best way to be happy is through pursuing your passions. Do not wait for an opportune time when you can pursue them. Start them today.

Strengths:

·        Each one of is a Genius. Unfortunately, we need to unlearn significantly to resurface our Genius.

·        Many of us are completely unaware of our strengths. We depend upon our managers and others to define our strengths. In majority of the cases, we articulate skills (project management, people management, etc.) as our strengths

·        We are the best people to recognize our own strengths. Look at those set of activities that excite you; that you look forward to do again and again, and more importantly, when you lose sense of time while engaged in them. They will give you a great insight into your strengths. Similarly, those activities that you dread to do, wish you could delegate to others and where time does not move at all, are the ones that would give insight into your weaknesses.

·        Learn about your strengths and continuously move your job/assignments towards areas that play up to your strengths. You will be set for success.

Change:

·        We are living in a world that is constantly changing. The world that we knew five years back was not the same that we are living in today, and with the pace of change, the world five years hence will be very different.

·        Earlier, Innovation was key to differentiate the company and maybe, capture market share. Today, Innovation is critical for survival. If a company is not innovating, it will not survive long.

·        We need to get comfortable with change. Embrace it. No point fighting it. The best way to embrace change is to keep an open mind and be willing to learn. Do not rest on your expertise as the area where you are expert on, may not be relevant tomorrow. Constantly learn.

·        Best way to keep an open mind is to learn more about ourselves. We always see the world through the lenses that we have in our mind. These lenses are developed based on our own experiences. More we build awareness (through close self-observation) of these lenses, better our ability to understand a different point of view and experience the world in a new way.

Balancing Life:

·        We always talk about work-life balance but it tends to indicate that work is not part of life. Infact, the time where we spend most part of our active life tends to be not defined as life and that’s irony.

·        I tend to see it, not was work-life balance but, as balancing life. Balance life to meet various needs of our life – Intellectual Needs, Emotional/Social Needs, Physical Needs and Spiritual Needs. Each one of us may have a different proportion of these needs (and that’s completely fine). It’s important to examine where the needs in the ratio of our desires being met.

·        While looking to meet these needs, it’s important to determine where they would be met. For example, it is not necessary that all intellectual needs are met in office. Maybe they are met at home or through a hobby. Emotional needs may be met at office due to close friend circle. Hence, be open.

Right Brain:

·        We have seen Industrial age that saw prevalence of people physical abilities. Information age saw the emergence of left brain. High analytical and quantitative abilities were required and Computer Engineers, Chartered Accountants, MBA ruled the roost.

·        We are now seeing emerge of Imagination Age. With Information age, information is ubiquitous and with globalization, the costs have come down. Today, Design of the product is becoming critical in its success. Innovation is critical to survive. So, Imagination age requires people who can think very differently and are willing to challenge the pre-conceived notions.

·        This requires people with right brain – people who can bring in creativity, imagination to the fore. So, maybe, we will see emergence of Arts over Science in the future.

·        Best way to help children succeed in imagination age is to enable them to further build on the curiosity and encourage them to try different things. Let them pursue their passions and do encourage them to try out arts – paintings, crafts, music, dance – whatever interests the child.

·        Best way for us to succeed in imagination age is through unlearning and relearning. Having an open mind and willing to explore solutions outside the conventional zone.

I think the above panchasheel would help provide insight into many aspects of our life that we could explore differently. Which of the above areas interests/intrigues you the most? Why? Answering this question could be a starting point for your self-exploration and a better understanding of your own self. Happy Journey!!

Power of Choice

In my pursuit of happiness, I am enamored by “Choice” – choices that we have to make in our lives. Many of us struggle to make a choice and many of us regret the choices that we have made - life turning into struggles and regrets. Infact, many a time, making a choice is so difficult, we give that power away to others, asking them to decide for us.

Why? Why is making a choice in life so difficult? Infact, humans are the only species that have the ability to make a choice. No other species have that ability. Yet, this gift of making a choice is turning into a burden for many of us. That’s because we are caught in the fear of outcomes - worrying about what the right outcome is, and once we decide upon the right outcome, worrying whether we will realize that outcome. Once we achieve the outcome, we lament if there was a different choice that we could have made which would have resulted in a different/better outcome. Why do we live with this constant struggle?

Before we proceed, let me share with you couple of stories.

Story of Viktor Frankl:

Viktor Emil Frankl is an Austrian neurologist and psychiatrist. Frankl was born in 1905 in Vienna into a Jewish family of civil servants. He studied medicine at the university of Vienna and later specialized in neurology and psychiatry. During the Second World War, Germany occupied Austria and in 1942, Frankl, his wife and parents were deported to Nazi Ghetto and subsequently into a concentration camp where he had to work as a slave laborer in highly inhumane conditions. While in the concentration camp, Frankl made a pact with himself – they could take away his freedom, subject him to highly extreme conditions and he may even face death but he would never allow them to take away freedom of his mind. They may not give him a choice of external factors but he HAS a CHOICE of his state of mind. That choice cannot be taken away by anyone.

He ensured that he always maintained a calm state of mind and motivated himself to be happy in those extremely harsh conditions. His happiness spread across the camp and he became an inspiration not only to other inmates but also to the guards. Viktor was liberated after the Second World War in 1945. He lost his wife and parents in the concentration camp.

After his release, he wrote a book – “Man’s search for meaning” that was a huge success. He mentions in the book that even in the most absurd, painful and dehumanized situation, life has potential meaning. We as humans should exercise this choice to understand and celebrate life.

Viktor celebrated his life until he passed away in 1997 (at the age of 92 years).

Story of Nelson Mandela:

Mandela’s story is more popular and hence I’ll not go into the details. Nelson Rolihlahla Mandela (fondly called as Madiba), born in 1918, was a South-African anti-apartheid revolutionary, politician, activist, lawyer and philanthropist who served as President of South Africa from 1994 to 1999.

During the apartheid regime, he was imprisoned for 27 long years. Most of this prison time, he spent on Robben Island, in a damp concrete cell measuring 8 feet by 7 feet, with a straw mat on which to sleep. He was locked in solitary confinement on several occasions. During this imprisonment, he lost his mother, his son and was denied to even attend their funerals. He was forced to work in lime quarry under harsh conditions. Mandela, like Viktor Frankl, understood that while the apartheid regime could control his external freedom, he has the CHOICE of his state of mind. Like Frankl, Mandela was an inspiration to many of the inmates.

Post his release from the prison and election to the President of South Africa; many of the white people in the country were scared of the retaliation by the blacks. However, Mandela setup a Truth and Reconciliation committee and worked very hard to bring the white and black communities together. When he was asked if he carried any grudge against the whites for robbing away many years of his youthful life, he responded with an overwhelming No. He said his life is in his control, driven by his state of mind not based on the size of the room he lived in.

Both stories of Viktor Frankl and Nelson Mandela show us extraordinary choice that they made of mental freedom/state of mind even in extreme harsh conditions.

I do understand that life is not easy and making choices, sometimes, is very hard. We see an increasing trend of people who are depressed, commit suicides, as they are not happy with their lives (or rather the choices that they made, have not worked out the way they expected). Newspapers/Internet are abuzz with how there is an increasing level of unhappiness in people, despite an exponential increase in quality of life. Many of us are unhappy for wide variety of reasons. Our state of mind is not necessarily calm.

If there is anything we can learn from the stories of Viktor Frankl and Nelson Mandela, it is that we do have a larger choice that we can make about our life. We can make a choice that we will embrace and celebrate the life the way it is (as against the way we wish it to be). It’s a choice that we can make about ourselves, for ourselves. I am sure if we do that, life has a way of working itself out well. I think it’s the reason why the gift of choice has been given to us.

Now, are we ready to make this CHOICE?