Showing posts with label better understanding employees. Show all posts
Showing posts with label better understanding employees. Show all posts
Why, What, How and When

Why: The biggest question we should know in the history of humankind is Why? Sometimes when we are amazed by some greatness of some concept we ask pleasantly why? And when we see some stupidity the question is same WHY, but we feel a sense of disgust. In a business or doing a job Why is one of the most important questions. Look around if you see a lazy, never result-oriented Groote (From Guardians of Galaxy) he/she clearly defines a NO WHY person. A person who does not know why the hell he/she is working. If you see a goal-oriented, energetic lad accomplishing his tasks with the best results. He/she is the person who has a clear why he/she is doing what they are doing? Why should be Crystal clear? When some people decided that the computer should be at every table of every home in the world. Their why was truly clear? As a student, they were either just getting 20 minutes to work on an IBM computer machine, or they were frustrated with the monopoly of the companies owning the technology. Why combined with noble purpose kicks start the best in the world. 

As an organization some can explain what they do, some say how they do but very few can clearly articulate Why they do what they do. These organizations are different, Why never means profit that’s the result. Why is visceral, Why is your existence? Why works everywhere, Obama knew his Why when he decided to become the POTUS. The people who start with Why never manipulate they inspire.



What: Be incredibly careful in choosing What, be sure that you choose something doable. Someone might argue that he/she wants to solve world hunger, a noble cause but its something which is never been achieved in 40 million years of human evolution with several great kings, prophets, and even Gods trying their best. Let us look for a small (local) What, which can change a small community and then extrapolate it to bigger sample size. Mark Zuckerberg never knew Facebook will be a world phenomenon when he started working on the concept. Mark tried to connect Harvard alumni to a social network.

What is mainly a decision-making process, you can take a decision on 3 Steps:-
  1. Task (You wish to accomplish)
  2. Information (Deep knowledge)
  3. Options (What all options do you have) 


How: This is one of the most important questions in accomplishing the task at hand. Now that you know why you want to do it and what you want to do. How will you do changes the course of the cause? There are many ways to work on How many ways are already defined. I advise following Christensen 4DX (4 disciplines of executions)

Focus and Target your wild Goals: Think of a single wild goal that you think is non-doable in a given time frame. For example, as customer service, you are serving one client and you have the capacity to serve 1 more in a year. The wild goal will be to bring 3 more clients of equal size and serve them all without compromising quality in one year. Sounds tough, however, if we focus one client at a time and increase our capacity every 3 months, we will be able to achieve this task with ease. We (at SSR Tec vision) have been in this situation and we have done it by on boarding 2 new clients within 8 months. Important is the art of focus and working as deeply as possible with your team.

Lead instead of Lag Solutions: Lag solution, you sell a product and then ask the call center to survey if your customers are happy. The leading solution is you see what all could be the features and benefits required in advance before you make the first sale. I am not saying that you can see everything in advance however you can always be better than the average if you take a lead measure (Solution) attitude. Again, to reach the lead solution you must be focused and reach a deep state of mind to see the issues, features along with benefits in advance, and give the best possible solutions. Steve Jobs did visualize the future of computers, phones and came up with Apple products which even consumers were not aware if they will need them. It's not necessary for you to be Steve Jobs, just use basic common sense to think about how you will be benefitted from the features of X product. Think in advance, plan features, make yourself a happy customer first and you will have happy customers for your products too.

Keep a scoreboard: Most important is to keep a scoreboard of what you are doing and its impacts. Result oriented hard work is the key here. Keep track of hours spent on the task. Create spreadsheets with macros, involve your teams more. Decide your personal milestones. Remember Hard work hours with Tangible results. Calibrate your expectations on how many hours of your hard work needed per results. If you keep a track of hard work vs results you can repeat your performance at a different tangent. 

Accountability: A rhythmic team meetings with you and your team will ensure accountability. Since it's your idea, you are accountable for the results you want. The team gives you a division of efforts. Ideally, you must have a group of 2 compatible people at one task. A team of a maximum of 8 people, with 4 tasks in a group of 4. Make sure that you create leaders like you who can speak at the time of need. Multiplying is the origin of each species. As a leader, you need to create more leaders like you.



When: As soon as you have above 3 questions crystal clear, close your eyes begin with a start-up, a job, or a political movement.

Best of Luck, Go get it, be wise be stupid.

Understanding Employees and Becoming a Better Leader


With all due respect, you may be a great leader in motivating and complimenting your people. But, is it possible for you to do their jobs? It might sound like a useless or useful question to you however the answer would answer the question/ Are you a leader? Leaders focus and interest in the wellbeing of the people working with him/her will define the culture of the office.

We can get an excruciating or a pleasant result of our office culture depending upon the following explanations and its adaptation as a leader. The burden of a special culture at work is on our own shoulders. I hear so many people defining their workplace as a family, do we really think they are our family are we ready to forgive when we are really in pain? That is Food for thought.

Let’s have a look at the complaints of most of the working people for their organization, we will use some well known mathematical formulas to define understand and resolve these issues. They complain about the most: The management? or The office environment or Culture? or Anything in between?


Let's look at the Einstein formula to better understand the above. You all are versed about Einstein’s formula
                                        E= MC^2, 



let us try and implement this for our office staff. Hypothetically first consider the E as employees, M as Management, and C as Chairman. Every employee's behavior is the reflection of the way management treats him/her and in terms of attitude, a dissatisfied employee is generally Chairman to the power 2. An upset employee is left only with a high negative attitude and bad intentions. Treated or greeted badly and E will always be worst of MC square.
If we tweak these letters again, we see a new picture. Now if E is the energy or efforts put in by the employee in making your organization a great success and M is the mass of management support that they comprehensively put in 'E' and C is the cash or monetary rewards that an employee gets or expects in return of the efforts he/she has put in. Sometimes it's just a pat on the back that could suffice the 'C'.

EEnergy of Office Staff [Equals to]Mmass of management support[multiply]Ccash/Rewards[Square]

Once we get the nerve of the employee means what they complain about the most, we can ultimately gather all our attention on fixing that cause, so the effect is ultimately a close to satisfied employee who tries and thinks of being part of the family.

Understanding the mood of the organization is even important. Here the word "organization" doesn't mean brick and mortar, it always means people working. Let's understand this by another equation from six Sigma,

                                        Y = F(x), 

suppose the variable y represents the mood of an employees towards the organization, then x is the cause why? If we have the technique to impact the variable x, then the result of Y could be in our favor. If a Leader knows the x’s Impacting the mood of the staff, then he can tweak the result Y. This can help him develop an extra satisfactory workplace.

Ymood of the staff [Equal to]F(X) the variables impacting mood of the staff


What basically is the structure of people's relationships? Let's look at another equation to which I do not totally agree,

                                      a=b, b=c and hence a=c, 

I find this a little funny (as per my understanding, correct me in the comment below if I am wrong), let me elaborate it for you guys by a simple example, 1 kg of apple = 1 kg of Oranges, 1Kg of Oranges=1 Kg of grapes then 1 Kg of Grapes=1 Kg of Apple? Seriously? Now, I expect you guys aren't making those emoticon faces, as this is what I got from the formula. For any ‘a’ to be finally equal to ‘c’, we must know the variables.

We must know the variables like sizes, shapes or even if the Apples and oranges are healthy or not, are they good enough for us to consume, etc., As part of organizational Leadership, we need to assure that we don't use a comparative formula to evaluate employees. As because it's not necessary that if a=b, b=c then always a must be =c, we must always consider all the different aspects of the variable defined. The aforementioned equation y=f(x), we must keep a track of all variables associated with x for each employee before evaluating and giving examples.

So if a is employee X, b is employee Y, and c is Employee Z, let’s not equate them.

Finally, what will define people's relationship with your leadership/Vision? Let's understand this via the formula of the
                                 circumference of the circle, C= 2πr.





Think of the growth of your organization as the circle which could be as small as an atom or as big as the earth. A few things here and there in the organization could be fixed easily but it's the leader's faith in his abilities and vision which would ultimately decide the variable the radius 'r', you can expand the radius 'r' as much as you want and have an enormous growth. As long as the 'r' is evolving comprehensively, it can help in the growth of the circumference as much as it wants. Pi can be defined as the same conditions for any startup at the beginning.

Ccircumference =[multiply]rRadius

These above-defined tactics are not just for the company CEO or a top executive, anyone who wishes to guide people towards a better life at work can incorporate these ideas and become a better leader. You probably be a common individual who thinks like a leader and you know the ways to fix the problems using the aforementioned ideas. You can reach greater heights or become a Corporate "GURU" if you have firm belief in the above ideas and humanity. You can create some out of the box ideas of your own too.
Best of luck.
Love and respect.