Blog Posts

Navigating the path to each employee’s success is not trivial and requires a commitment to be patient, dedication to push ahead despite failures and devising unique ways to inspire and bring out the best in every individual. One-on-one meetings is a slow process, but done right it can be your ultimate advantage as a manager

One-On-One Meetings: How Great Managers Navigate The Path To Employee’s Ultimate Success

Navigating the path to each employee’s success is not trivial and requires a commitment to be patient, dedication to push ahead despite failures and devising unique ways to inspire and bring out the best in every individual. One-on-one meetings is a slow process, but done right it can be your ultimate advantage as a manager

We all face multiple conflicts at work, but it’s the conflict with the boss that can be our biggest source of stress and exhaustion at work. Does your manager push your buttons, takes away your high hopes, crushes your desire to be innovative and refrains you from producing your best work. Are they a micromanager?

Stop Being Micromanaged: How To Deal With A Micromanager The Right Way

We all face multiple conflicts at work, but it’s the conflict with the boss that can be our biggest source of stress and exhaustion at work. Does your manager push your buttons, takes away your high hopes, crushes your desire to be innovative and refrains you from producing your best work. Are they a micromanager?

Empowering teams by giving up control is not easy. The fear that others are not capable and lack the required amount of clarity to make the best decision interferes with our ability to relinquish control. Empowering teams is not a matter of intent but rather how we put that intent to action. It’s the shift in mindset from “I am responsible for making the best decisions” to “I am responsible for developing people who can make the best decisions"

Empowering Teams: To High Performance And Excellence

How can we transform from the command and control style to leveraging the power of self-direction that energizes and engages people? Empowering teams by giving up control is not easy. The fear that others are not capable and lack the required amount of clarity to make the best decision interferes with our ability to relinquish control

Is motivation a state of mind or a muscle we need to build. How can we kick off our motivation flywheel to help us achieve goals in the long run. Reading a great book, a blog post, watching a video, listening to podcasts are all prominent things to set our thinking in motion. But by themselves, they do not help us achieve anything. Each one of us can design our own flywheel by recognising that motivation is in action

Put Your Motivation Flywheel To Action

Is motivation a state of mind or a muscle we need to build? Lack of motivation is not lack of information, it’s the lack of behaviour to put that knowledge to use. Only the act itself can set motivation flywheel in action. It can turn impossible to possible. We do not fear failure once we learn to find pleasure in trying.

While difficult people are a reality of life and everything we feel about them may be true, is it really in our best interest to navigate our lives by blaming them, holding them responsible for not reaching our goals and pretending that we didn’t succeed because of some mean co-workers

How To Deal With Difficult People

Difficult people push our buttons by acting in undesirable ways. Their behaviour gives us permission to pass judgement and offload responsibility by blaming them. Is it really in our best interest to navigate our lives by blaming them, holding them responsible for not reaching our goals and pretending that we didn’t succeed because of some mean co-workers

Without applying Hanlon's razor, we default to bad intention when things do not turn out as intended. The underlying assumption that the other person is acting out of bad intention can shut down all possible communication. The negativity trap can prevent us from reaching out to the other person. It can make us distance ourselves from others, avoid communication, collaboration, and ignore opportunities that might benefit us

Hanlon’s Razor: How To Be Less Judgmental And Build Better Relationships

What do we do when things do not turn out as intended? Applying Hanlon’s razor can open our mind to seek alternate views instead of assuming bad intention, shift our perspective from a negative frame of mind to a positive one, from shutting down communication to actively engage and blaming others to finding solutions together

Overcome overthinking by identifying the fine line between thinking and thinking too much. The constant chatter in our minds is a downward spiral, the more we feed it, the more it demands. By understanding why and how these thoughts originate and attending to them, we can stop overthinking and start acting which can help us move forward and be successful

5 Strategies To Stop Overthinking And Start Acting

Do you tend to solve problems in your head instead of putting them to action? There’s a fine line between thinking and thinking too much. Overthinking can make us obsess about the problem instead of finding solutions, bind our mental frame to seek negative and get stuck in analysis paralysis with the desire to find a perfect solution

Confirmation bias is a cognitive bias in which we interpret and selectively gather data to fit our beliefs as opposed to using opposing views to update our mental models

Confirmation Bias: Going Beyond Our Personal Narrative

When confronted with information that challenges your personal narrative, are you curious about the new information and use that to update your beliefs or do you give in to confirmation bias and find ways to reject the evidence that contradicts your assumptions and look for information that strengthens your point of view

Skip level meetings provide a mechanism to dive deep into people’s minds, develop the intelligence and perspective required to stay close to reality. If you let hierarchy magnify the distance that you have from your people especially those who do not report to you, you can never learn about the issues that impact people on a day-to-day basis. Are they looking for more empowerment, recognition, engagement, growth or are they happy with the way things are? How are they learning?

Skip-Level Meetings: Uncovering Your Organisation’s Reality

Do you let hierarchy magnify the distance that you have from your people, especially those who do not report to you. How do you learn about the issues that impact people on a day-to-day basis? Skip-level meetings are powerful conversations that can give you access to the personal map every person uses to navigate the organisation

Groupthink happens when herd mentality drives decisions instead of utilizing the collective power of group intelligence. Without the environment that encourages fresh perspectives, constructive conflict with a desire to learn new information, and a clear process for making decisions, groupthink can give rise to collective blindness

Avoid GroupThink: 6 Effective Guardrails To Shape Decisions

When you are part of a group, do you speak up and voice your opinion or avoid criticism and choose a path of less conflicts. When popularity takes priority over individual responsibility, people develop a tendency to conform to ideas that lead to conservative thinking and make decisions with incomplete and biased information leading to groupthink

Managing up is nothing but an investment in building a relationship with our manager to work better together. Navigating this dynamic requires taking initiative, caring for the person above, sharing responsibility and owning our own growth with a growth mindset as opposed to a fixed mindset. Managing up can also be referred to as choosing to communicate effectively upwards

Managing Up To Take Charge Of Your Own Growth

Do you take charge of your own growth by managing up or believe it’s your managers responsibility to enable trust, build a strong rapport with you, give you work that will help you shine and remove all barriers that can impede your success at work. How do you see the other side of this bi-directional relationship?

5 areas of self reasoning and introspection to determine if you really want to be a manager. Before you decide to be a manager, answer the key questions raised in these 5 areas to determine if manager role is right for you or not

Do You Really Want To Be A Manager?

Management is a choice. Embracing it for the right reasons requires reasoning with self, questioning our thoughts, staying true to how we feel about the role and then making a conscious decision. If you really want to be a manager, explore possibilities and understand its unique challenges

To lead during a crisis, we need many people to step up and act as leaders by navigating unchartered territories together, planning for future contingencies while also addressing current needs. Leaders who take care of their people over profit during a crisis will build trust and long term relationships by doing what's right

10 Ways To Lead Through A Crisis

In times of uncertainty when there’s little clarity on how the events will unfold, fear and worry of the unknown can consume us. Risk of business and personal lives in such surreal circumstances can cause feelings of fear, helplessness, anger and stress. Learning to lead through a crisis will require people to step up in their roles and lead others through unsettling and uncertain times

Inversion mental model is the simple and most powerful mental model to think opposite of what we seek and unleash imagination by expanding our thoughts and questioning our assumptions. It helps us uncover possibilities we did not know existed and provide more success and growth at work and in life

Inversion: Mental Model To Uncover New Possibilities

Thinking opposite of what we desire is not natural. Inversion mental model provides an objective way to explore the problem by thinking the opposite of what we seek. Going beyond our limitation requires questioning our existing beliefs and assumptions to uncover new possibilities and establish a better perspective to our original question with greater clarity and understanding.

Mentor and mentee form a bond that lasts long. Mentoring requires trust, collaboration and syndication of ideas where both mentor and mentee respect each other's viewpoints.

Mentorship: Key To Effective Mentor Mentee Relationship

Mentor mentee relationship is a beautiful orchestration between two parties built on trust. It’s an incredible experience effective in shaping learning and growth. Mentoring is a true meeting of the minds that requires commitment to hold each other accountable, respect and openness to share ideas and perspectives and engage in meaningful goals

When leaders build a feedback culture that encourages people to give and seek feedback, it creates a feedback rich environment where feedback is part of day-to-day work

How To Create Feedback Rich Environment

Feedback culture built on the principles of openness and growth can give way to a feedback rich environment where employees feel safe to voice opinions and take charge of their own growth by giving and seeking feedback. The desire to work better and improve together shifts the mindset from one of fear to one of growth.

Occam's razor is a problem solving principle and mental model that states simple solution to a problem is usually the correct one

Occam’s Razor: Problem Solving Principle To Create Simple Solutions

Given a complex solution with multiple assumptions and a simple solution with less assumptions, which one will you choose? Occam’s razor is a problem solving principle and a mental model that’s highly relevant in fast moving and highly competitive work environments. Learn why simple is hard and how simple solution to a problem is usually the correct one

Learn the basic building blocks of engineering management to master and be successful in your journey as an engineering manager

Basic Building Blocks To Be A Successful Engineering Manager

Engineering management is a discipline, a subjective practice that’s hard to quantify. It requires a mindset shift from doing to enabling others. While there’s no one answer to all the problems an engineering manager faces at the workplace, learning about the basic building blocks can help people improve and find their own management style

First principles thinking embraces a new mindset, a shift in thinking that discards conventional wisdom, cuts through the dogma and questions our own beliefs.It drives complex problem solving and workplace innovation through reverse engineering

First Principles Thinking: The Most Powerful Way To Think

Do you start with the limitations or think of the possibilities. First principles thinking embraces a new mindset that shifts our thinking from exploring variations of existing solutions to creating a new recipe from the fundamental truth. Learn how it is the most powerful form of thinking to keep you one step ahead and plan and build for the future

What do leaders of today need - effectiveness or efficiency. Creating a right balance of effectiveness and efficiency can help leaders do right things right. They can create a future looking strategy that encourages innvotation, adapts to changing environment and aligns objectives with goals

Effectiveness vs Efficiency: Why Successful Leaders Need Both

Leaders who find time to create the right balance of effectiveness and efficiency determine what needs to be done first and then find a way to do it efficiently. They look beyond the bounds of the organisation with the desire for a better future laying down future strategy that leads to growing people and business

Imposter syndrome can help us find a new reality by questioning our ideas, knowledge and beliefs and confront our own feelings. Learning to deal with the inner self, its struggles and conflict and not put them aside can turn anxiety, unworthiness into a desire to do better and strive for more

Why Imposter Syndrome Isn’t Bad: How to Conquer Self-Doubt

Can we be curious like a child without burdening ourselves with the image we have created. Imposter syndrome can help us find a new reality by questioning our ideas, knowledge and beliefs and confront our own feelings. Learning to deal with the inner self, its struggles and conflict and not put them aside can turn anxiety, unworthiness into a desire to do better and strive for more

Being productive at work requires managing the ever growing list of tasks and spending time on doing strategic planning, roadmap creation and thinking preventively to create a better future which has less crisis and more time to work on the opportunities. Employing eisenhower matrix can help prioritise work aligned with our goals and create winwin situations at work

Eisenhower Matrix: How to Prioritise and Master Productivity

Are you solving the urgent or planning for the important. Do you think strategically and prioritise work that avoids tomorrow’s crisis or too busy solving the problems of yesterday that there’s no time to create a better future. Find out how to prioritise, master productivity and create win win situations at work by putting eisenhower matrix to use

In the fast moving world of technology, leaders and managers need to embrace flexibility in the workplace. They need to build a culture of trust where output is valued more than the number of hours spent in office. They must drive it through their actions and not merely in speaking

Manifesto To Flexibility In The Workplace

How does workplace culture give way to inflexible working environments. Can we provide flexibility in the workplace where trust is the basis of all work and employees feel committed to company’s success and growth