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5 Secrets To Good Conversations

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Three weeks back, I was facilitating a training, where we had just completed a module on capturing attention of the audience by way of brief and captivating personal stories. In the debrief, a challenge that was expressed by some participants was that they are no good at thinking of and telling stories. I did not want to disagree with them or persuade them otherwise. Instead, I got the group together in a circle and I said I’ll start by saying one or two words and we continue clock wise with each participant adding one of two words that link and make sense, till we build a meaningful story. Initially, some participants took a little longer than others. In the second round it got more interesting and quicker and we built a fun and captivating story at the end of 5 minutes. Five minutes is all it took to build a story and a conversation. The conversation flowed, creativity was at its best and the participants who were skeptical of their story telling skills at the outset, realized that they were unnecessarily giving in to their inner fears. There were smiles, positivity and a rise in energy at the end of this activity.

A month ago, I got an email through my website. I normally do not click open these random emails. This time, I clicked open only because the name of this person was the same as that of one of my school friends. When I opened this email, lo and behold, it was her. After 25+ years she had found me. We connected and chatted for almost an hour. It seemed we hadn’t lost contact. There were no inhibitions, no judgment and a conversation that just flowed.

How many times have been in conversations that felt like the two above?

How many times have we felt inspired by the conversation where the words and ideas are flowing like a painter painting with inspiration on his canvas.

What is the secret to such Good Conversations ?

1.Be Genuinely Interested In The Other Person

How have you felt when someone talks endlessly about themselves, their achievements, whom they know ?Boring.. and maybe you want to run away.

One of Dale Carnegie’s principles of Building Rapport with others is to “

“Become genuinely interested in other people”. #leadership #influence #communication

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In his book “How To Win Friends and Influence People“, one of the examples he gives is when he met a distinguished botanist at a dinner party and the conversation that flowed thereafter. Dale Carnegie had never met a botanist before and found meeting the botanist fascinating. He, during the entire conversation with the botanist listened to the botanist. On his way out, the botanist was singing praises about Dale Carnegie to the host of the dinner party and called him a good conversationalist.

Dale Carnegie had listened and listened intently and he did so because he was genuinely interested.

Best conversations begin by showing genuine interest in other people, their world and what interests them.

2.Listening To Connect

Most of today’s conversations miss the mark because people are so involved in their smart phone that they don’t listen to understand. They do not even hear, forget about listening.

Even when listening happens, people are listening to react and respond.

If we don’t feel good when we are not listened to, why would we want to not listen to someone else?  Listen, Listen, Listen and there is no short cut to this .

Through #listening we #influence and we #connect. #leadership #communication #peopleskills

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Throw yourself a challenge and listen actively to at least 5 conversations that you have per day, for the next 15 days. What did you experience? Feel free to share the experience.

3.Ask Questions To Engage

Asking good #questions is about showing genuine interest. #communication #leadership #influence

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. Ask open ended questions and listen to the answers to engage in a good conversation. Probing and deep dive questions should be avoided if you are meeting the person for the first time or haven’t yet built a rapport. In fact, if you are genuinely interested in the person and the conversation, it is not difficult to ask relevant questions.

Questions are a great way to have a great conversation and be engaging, as long as they are relevant and appropriate.

4.Add Value

In any conversation, especially business conversations, always look for opportunities to add value.

Appeal to people’s nobler motives. #conversation #communication #transitions #leadership

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Asking questions, listening and observing are some ways to add value to the conversation. Where possible lend a helping hand.

5.Meaningful Connection

Reach out to people in meaningful ways and have an open mind about building rapport when you meet somebody for the first time. Good conversations are those where a meaningful connection is made irrespective of when and with whom you connect. Be aware about time and the space where you have these conversations. Time pressure and lack of distraction free space may mar conversations, even before it starts.

What are some of the characteristics of a conversation you would call good? Please feel free to add that in the comments box.

If the way you communicate is standing in between where you are and where you desire to be in terms of achieving our goals, consult me either for one-on-one coaching, group coaching , facilitation, training or to be a key note speaker.

You Will Regret, Not Reading This Right Now

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I was at yoga and as I was holding my push up, the instructor asked “have you injured your left shoulder”? Her question took me by surprise. I responded to her in the negative and then I told her that I had a surgery on my right shoulder rotator cuff, three years back. She said that I am slumping on my left shoulder and the injury and the resultant surgery could be the cause.

Push-ups is something I enjoy at yoga and at the gym and it is only on rare occasions that I would do push-ups with my knees down. I was unaware of this slump on my left shoulder whilst I was doing my push-ups. Now that I was aware of this, I was extra conscious of the same and in fact struggled with my push-ups.

And as I was wondering how I could correct it, I remembered the cycle of competence. I wouldn’t necessarily call myself unconsciously competent in doing push-ups but sudden awareness about this slump on my left shoulder made me feel I had regressed to unconscious incompetence.

→As a leader, how many times are you unconsciously incompetent or consciously incompetent and you allow that to stop you from moving forward?

What can you do as a leader to increase your awareness of your team and your own self-awareness through the cycle of competence?

1.Think about your strengths

In moving from stage 1 of unconsciously incompetent to stage 4 of unconsciously competent or stage 5 of reflective competence, rely on your strengths. When you focus on your strengths and your teams’ strengths, it will change your perspective and give you the confidence to move from stage to stage and be on the right path.

2. Think about your challenges

#Life stops when you stop learning and you take an #attitude of “always in the know” #transitions

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 Growth and development happens when you are ready to let go of your inhibitions.

When you recognize what you do well and be reflective, you are able to create opportunities for yourself and your team. When we are in a negative thinking mode, no insights or breakthroughs are possible and in fact it inhibits our brain from clear thinking.

As a leader, you need to realize that the better you become at something, the more you need to consciously think about how you can get better at that task. Those are the new benchmarks by which you judge the success or failure of who you are or what you do.

In learning a new skill or re-learning a skill, there may be moments when you feel you have regressed to previous stages especially if you fail to practice the new way of doing things or exercise the new skill.

In inspiring others to reach their potential, you need to assess where your team is currently, where is their desired outcome and find out what is creating the gap. Telling your team to fix the problem is not going to close the gap between where they are and the final outcome.

#Coaching is necessary to get members of your team to reach the desired state. #leadership

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What is necessary for coaching ?

1.Create a safe place

Do not Judge. Judgment creates defensiveness and stops people from expressing and communicating with an open mind. If you want people to feel respected, listen to them, respect their views, create a safe place and help them grow.

2.Focus on way forward

Don’t focus on what went wrong because that will be self-defeating and demotivating. #coaching

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Keeping focus on how to get to the desired outcomes will help you move forward and help your team overcome the challenges.

3.Be curious

We engage in the world we create. Ask questions instead of telling or giving orders because asking relevant questions keeps people engaged and helps them to think. Asking for your team’s suggestion helps them to be focused and be involved.

4.Get Commitment

Be# goal oriented and get your team to commit to a plan of action. #leadership

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 A plan of action which you help them to design engages them to give their commitment.

Overall, be it in your progression or your team’s progression, create awareness accompanied by a sense of awakening through coaching and coaching yourself by hiring a coach or self-coaching.

⇒Every leader and trainer and coach should be aware that if the awareness of skill and deficiency is low or non-existent – i.e. the learner is at the unconscious incompetence stage – the person will simply not see the need for learning. Thus it is essential to establish awareness of a weakness or training need (conscious incompetence) prior to attempting to impart or arrange training or skills necessary to move people from stage 2 to 3. People only respond to training and coaching when they are aware of their own need for it, and the personal benefit they will derive from achieving it.⇐

For professional executive coaching either one-on-one or group coaching or training or facilitation please contact me.

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The “Why” of Questions

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Last week, when I was delivering a workshop on Building Your Executive Presence, one of the participants mentioned that her challenge was to answer questions at the end of a meeting or presentation. Questions often increase the pressure on the speaker in a presentation or during a meeting or interview.

However, asking questions shows enthusiasm on part of the listener. Asking questions enables the listener to seek more information, raise issues that you may not have thought of or makes you think of a different perspective. By asking relevant questions you enable a discussion perhaps to set the path to change the final decision.

Questions, if asked properly, with the right tone clarifies, digs deeper, elevates, adjoins and a person who is being asked questions should be happy about it unless they aren’t well prepared or want to avoid giving the answer or know the answer but aren’t in a position to disclose.

Proper questioning is becoming a lost skill or art.

If you have children and /or observe children, you will notice that they ask a lot of questions. They get to their end goal by asking their parents an incessant stream of questions like, Why do you do that? Or Why are you telling me not to do that ? Where are you going? Children, irrespective of culture or which country they come from, ask a lot of questions. However, when we become adults, there seems to be a sudden drop in questions.

→Why don’t adults ask questions?←

I have often heard the argument that children don’t understand many things and thus ask questions and as adults, we understand better and thus there is no necessity to ask so many questions.

I am not sure whether this argument holds any weight because we never stop learning and growing. We live in a world with attention spans getting shorter by the day. As a result, we are in a “get it done” mode instead of stepping back and asking “relevant” questions.

Our education system and the work environment rewards those who give solutions or answers. You are rarely rewarded for asking questions. By asking questions within your department or organization, you may be misunderstood as someone who is trying to rock the boat and also be considered a threat.

→Why the aversion to asking questions or being asked relevant questions?←

Is it fear or is it an indifference ?

As a leader, you want to be asking questions and you want to encourage those around you to ask relevant questions. You should know what kind of questions to ask, to arrive at better insights and decision-making.

#Questions are a great way to #engage your audience. #communication #EI #peopleskills

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The type of questions you ask depends on what you are trying to get at. Are you trying to seek more information, clarify a doubt that you have, challenge a different way of thinking?

Uses for Questions

1. Clarify

Ask questions to clarify intent or understand what has been said. These questions are great because if you ask the right clarification questions, you understand your audience better. These questions are simple, yet we may hesitate to ask because we tend to make assumptions and are worried about what others may think, if we ask questions.

2. Exploratory

How so? These are questions that helps you to get an explanation on a particular topic. They help you to explore further. These exploratory questions helps you to deepen your understanding on a particular topic.

3. Leading questions

You use leading questions when you try to lead the audience to your way of thinking. You can use them when you want to get the answer you want and leave the other person feeling that they have had a choice in closing a deal or sale. e.g. If that answers all your questions, shall we agree on the price ?

Leading questions should be used carefully because they could be seen as manipulative.

4. Elevating questions

These are questions that helps you to move from stuck to unstuck. These questions allow you to step back and look at the big picture and see the connections between various issues.

5. Funnel questions

This involves starting with general questions, and then zero in on a point in each answer, and asking more and more details at each level. This allows you to get deeper into a specific point. e.g.How many people attended the sales meeting? 10

From the 10, were all the seniors present from each department ?Yes

Did they agree to the proposal ? No, not all of them.

Did all of them disagree on the same issue? Yes

Was that on the duration of the project? Yes

These are some types of key questions and their uses.

#Leaders, by asking #questions, can persuade, encourage, #manage and #coach.

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 People learn by asking instead of telling. Leaders can motivate people by asking the right questions to help them get to “where they would like to be” in terms of their goal, from “where they are”.  

People participate in the world they create & a #leader can help them by asking #questions.

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A LEADER

Listens and Learns from others
Energizes their team and their organization
Actions positivity
Develops themselves and others
Empowers others to lead
Recognizes and Rewards achievement

And all of this is possible not by telling or commanding but by asking the right questions. Your body language and tone of voice also plays a part in the answers you get when you ask questions.

⇒What questions are you asking yourself to be on the path of learning and development?

⇒How are you using questions to be effective?

For speaking, one-on-one coaching, workshops on communication or leadership development, let’s connect.

The Power Of Asking The Right Type Of Questions

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I’m often asked as to why I took to coaching and leadership training and development. My personal growth and development has come most, when I have been asked the right challenging questions by others and of myself. During the 20 years of my Corporate life, I have seen others in my team grow and develop when the right questions have been asked of them.

Questioning is undoubtedly a powerful leadership tool and one of the reasons I took to coaching. I love connecting with people, inspiring them to do their best, and helping them to grow. Coaching enables me to do that and also challenge my clients to come up with the answers, they require, on their own and in the process assist them to get to where they want to be.

Questioning is a valuable life tool and it is imperative to ask the right questions. Ask questions that enable people to trust you, establish a rapport, anticipate changes, and facilitate their growth and development and of their organizations.

Asking open-ended questions is important and more important is how you ask these questions. Questions asked in the wrong way can shut a person down and can also break the trust and relationship.

Questions with a negative tone or focus aren’t going to give you desired results. 

#Positivity and appreciative enquiry facilitates to establish #rapport and build #trust.

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The five W’s ,What, Why, When, Why, Who are powerful with the right tone, words and #language. #peopleskills

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What are the questions to avoid? What are the right type of questions to ask?

1. Who is responsible for this ? Or Whose fault is this?

This line of questioning sets a negative tone to the conversation and seems to indicate that you want to blame someone. It puts your audience in a defensive mode.

A leader is one who takes a little more shame of the blame and a little less than his share of credit.

A better line of questioning to consider is how can we work together to get to our goal or desired results? With the right amount of trust and rapport established, this will help you identify any snags in the process and help you identify and overcome any deficiencies or weaknesses.

2. What is the issue or problem?

And questions along the same line tends to focus on defects and weakness instead of on ways to move forward. As human beings, we need no help in being negative. Questions which focuses on problems are negative and puts your audience on the wrong foot.

What are we doing well? What have we done well so far? What steps do we need to take to improve ourselves ? How can we do better? These type of questions focuses on the other person’s strengths instead of on what went wrong.

3. Have you tried this way? Or how about doing it this way?

These are questions which tends to convey a sense of control from the person asking them. Our brains, according to a lot of studies done by neuroscientists perceive loss of autonomy as a threat and thus creates an air of distrust and negativity.

What do you think ? Or what do you propose? Are there better ways to move forward to desired results.

4. Why not ? Or why haven’t you thought of something similar ? Or why do you think it will work this time

These questions have a condescending tone to it and almost seems to suggest that the other way is better or that you are wrong. It indicates a sense of distrust in your team.

A better style of question to motivate and engage people is

How can we do it better this time? What are some of the ways we can try this time to get the desired results? If we tried the same method this time, how do you think the outcome would be different?

No matter the type of question, the tone with which these questions are asked needs to be positive and one that suggests way forward instead of demotivating and finger-pointing.

Rhetorical questions are great but cannot be used in all circumstances. Questions with a Why are great and you need to be sensitive to the culture, the tone and the situation. What or how are better ways to ask the same question starting with a Why?

Questions can be asked of others and of yourself to move forward, to reflect, to overcome fears and overall for the growth and development.

I have seen clients make the necessary shifts to get the results that they seek and asking the right questions has been a significant contributor to this.

How have you used questions in your life?
What type of questions have helped you grow ?

5 Key Questions To Lead By Example And Influence Others

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Lead By Example – lalitaraman.com

A colleague of mine was upset that he had not received any response to his email for over two days. He vented out and then remarked that any email should be responded within 24 hours. He is of the view that even if a person is not able to respond in detail, the least they could do is to acknowledge the email. I smiled at him and he looked at me in shock. Whilst I agree with him, I also wondered about his behavior and if he leads by example in acknowledging an email within the time frame he expects others to do so.

I have not seen a response from him for days or several months on important emails, despite reminders and most people dealing with him have a similar experience. To persuade and influence others, do you personify the qualities that you seek in others?

Clearly, in this case my colleague was expecting something of others which he was not following.

We have all worked with people either as bosses or as colleagues, with behaviors similar to  :

⇒ The manager who says strict cost controls are being introduced with immediate effect and you find that he is having exorbitant dinner party with clients.
⇒ The manager who introduces travel restrictions in terms of costs and yet he or she travels business class or first class for a journey of 4 hours or less.
⇒ The manager who promotes a clean desk policy despite his office and desk being in a mess.

All these people may be in a leadership position by way of the title given to them. However, are they truly inspiring? Do they lead by example in who they are and what they do?

What can you do to lead by example ? Here are five questions to guide you to be on track to influence and inspire others.

1. What standards you set for yourself ?

Your character is built on your integrity. No matter what situation you are in or the role you play, what do your actions and behaviors reflect? Are you being a judge on yourself or a lawyer?

Do you make excuses and find a way out in a conflict of interest situation or in a situation when you know you haven’t delivered up to the mark?

The best test of your Character is not how you are when you are on top but how you are when you are in an adverse situation and working your way back.

2. What standards do you set for others?

Do you expect others to adhere to high standards that you rarely follow? How do you react when someone points out that you don’t walk your talk?

You #leadbyexample when you set challenging #goals and standards for yourself and live by them. #leadership

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3. How do you react to your own mistakes and those of others?

Do you beat yourself up on mistakes that you make or

Are you willing to use the mistakes as a stepping stone to learn and get closer to your goal?

Do you adopt a lenient approach to your own mistakes and at the same time don’t give others a chance to learn from their mistakes?

Use encouragement. Make the fault seem easy to correct – Dale Carnegie

4. How do you influence others ?

Do you give orders or ask questions and engage in a conversation ? Do you take time to listen and inspire people to embrace change ? Do you acknowledge, appreciate and connect with others for who they are instead of what they can do for you ?

Are you willing to let go of control and trust in the potential of others ?

Every one likes to get praise and feedback for what they do. They want to be acknowledged and made to feel that “They Matter”. How best can you achieve this in your relationships ?

5. What is your purpose ?

Why do you do what you do? Are you committed to your word ? As a leader you need to articulate your vision in such a way that people are inspired to not only be motivated by your vision but also act to achieve that vision.

In each moment, you create an impression by your interaction, by your actions, by what you say, and who you are. #leadbyexample

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How are you going to make these moments impactful and lead by example?

For consulting, coaching, speaking, workshops and training, let’s connect.

Top 10 Courtesies To Show Your Humanity

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On my way to work the other day, I saw a vehicle which had “Boston University” written in bold red color right next to the license plate. I wondered why they would have that sign displayed on the car. I couldn’t help think if it was a display of insecurity, high handed-ness or was it just being boastful and a display of titles.

Looking at this vehicle with the sign of “Boston University” displayed brought back memories of an incident while I was working with one of the organizations. A gentleman from one of our overseas office stands by my desk, throws his business card, taps my desk and says do you know who I am? I was irritated at the disrespect and lack of courtesy he showed. I turned around and remarked, sorry you are disturbing me and I don’t know who you are, would you care to introduce yourself? He again taps on his business card and says he is the head of sales…..

You don’t need a title to be a #leader. #leadership #leadfromwithin #peopleskills

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You don’t need a set of qualifications and titles next to your name to show who you are. In fact the more you display your titles, the more you are possibly conveying the wrong message to your audience.

What are the simple courtesies that you need to remember in order to relate to another person or influence the other person positively?

1. Say “thank you”, “please”, ‘you’re welcome”, “sorry”, “may I” …

These are simple words yet have a long-lasting impact when used with sincerity and genuineness. Use them often and mean it when you say it.

2. Acknowledge

Would you like to be ignored? If not, why would you not want to return phone calls or acknowledge emails from your colleagues or friends? If you think “you matter”, so do others. There is nothing worse than ignoring somebody with your silence by way of not returning phone calls or responding to emails.

3. Be Kind

Throwing a business card or exchanging business cards (as much as it may be a habit from so-called culture) is not the way to get to know someone or introduce yourself or to start a relationship. Life is short and it is not Tories or business cards that matter. Find ways to be kind in the way you strike, build or continue a relationship.

4. Committed To Your Word

Talking your talk is important and don’t forget that walking your talk is imperative. You may be a good marketer and have the gift of gab but finally your true colors will be known when you are not committed to your word. Your word is you and represents your brand.

5. Words of Encouragement

Empower yourself and others through your words of support and encouragement. Praise every improvement that you have observed in somebody and make them feel appreciated and important because they deserve it.

6. Silence

There is a time to be silent and a time to speak up. Know the appropriateness of the moment. Don’t throw your weight around with your titles and inappropriate actions and words.

7. Ask Questions

By asking relevant and appropriate questions you can strike a chord with somebody. Asking is better than telling. By giving orders, you aren’t going to get further in any relationship.

8. Value of Your Time

Time once lost can never be gained back. You snooze, you lose. I find it amazing when people don’t respect punctuality. Emergencies happen but not on a regular basis.

Show #courtesy for other’s #time by showing up on time and making it well it’s worth. #life #leadfromwithin

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9. Listen

The best #gift you can give someone is your #time and undivided attention. #leadfromwithin #life #courtesy

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If you are in a conversation with someone, be in the moment and listen. There is no use listening selectively or pretending to listen. 

#Listen with your #heart and listen to understand. #leadfromwithin #leadership #EI #communication #peopleskills

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10. Let Go

Give in and let go because sometimes that may be better for yourself and others. This is probably one of the most difficult to implement every time. Self –awareness via gentle reminders to yourself helps you to let go.

People may forget whom a business card belongs to or your titles but they will never forget how you made them feel. Take the responsibility to make people feel valued and important in your interactions because they matter and you matter. Inspire and lead by example and with your actions.

For Coaching, Speaking, Training let’s connect.

The Power of Questions : 5 Secrets To Leading A Meaningful Life

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I was standing at the immigration queue last Friday, in Singapore, to catch a flight back home.

I was exhausted, yet couldn’t miss hearing a little girl of age may be 4-5 years old persistently asking her mom, mommy where is Daddy? So mommy answers her but she is still not quite satisfied with mommy’s answer. She changes tact and asks her mom, what are you holding in your hand ? So her mom replies to her saying passports. So she asks, is mine with you ? She gets a response from her patient mom. Then she asks her mom, you are holding 3, one is mine, other is yours, whose is the third one ? So her mom says, darling that is your dad’s passport.

She then in her sweet little voice loudly and clearly calls out to her dad, daddy do you want your passport? If yes, you better come here with us. Lo and behold she managed to get her dad with her.

What stood out for me was the way this little girl got to her end goal and she did all of that by asking questions of her mom.

Children are persistent with questions and they do get answers to their never ending questions.

I was amazed at how this little girl by asking 5-6 questions got the information out and laid her path to solve her jigsaw puzzle. In the end she achieved her end goal of getting her dad to stand in the same queue as her.

Asking relevant Questions is a powerful tool. The right questions inspire creativity, insights, drive connection and engagement and get desired results and breakthroughs.

By asking different type of questions, depending on the information you seek to get, (Open, fact based, probing, coping, what if ), you get bits of information and build on this to arrive at the final destination.

Wondering why I said constructive and right. Imagine if you lost the biggest deal of the decade. First thing you would probably ask yourself is what is wrong with me? What did I screw up? These kind of questions sets a negative tone to your thoughts and action. Instead, a relevant question would be What can I do to make sure I increase my chances of winning the deal ? What did I do well? What could I improve on ?

Questions are good for persuasion and convincing somebody, for enquiry, for building rapport and relationship, for being a good conversationalist. Listening is of utmost importance in the latter two instances.

Reflection begins with asking empowering questions of oneself.

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Self-awareness is critical to your success.

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How do we use the power of questions to reflect on our own lives and move forward ?

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1. What is your tennis ball?

This question, is from a spectacular commencement speech given by Drew Houston, the CEO of Dropbox, for MIT’s 147th Commencement held June 7, 2013.

To quote Houston, “I was going to say work on what you love, but that’s not really it. It’s so easy to convince yourself that you love what you’re doing — who wants to admit that they don’t? When I think about it, the happiest and most successful people I know don’t just love what they do, they’re obsessed with solving an important problem, something that matters to them. They remind me of a dog chasing a tennis ball: their eyes go a little crazy, the leash snaps and they go bounding off, plowing through whatever gets in the way. I have some other friends who also work hard and get paid well in their jobs, but they complain as if they were shackled to a desk.”

“So after today, it’s not about pushing yourself; it’s about finding your tennis ball, the thing that pulls you. It might take a while, but until you find it, keep listening for that little voice.”

It is about figuring out what you enjoy doing the most, what kind of activity makes you come alive, what do you feel most enthused about. Once you’ve figured out what brings out the best in you, you have to figure out how are you going to incorporate that into your day-to-day life?

2. What are your superpowers?

This is to determine your strengths, traits and altitudes. These are unique to you and this is what enables you to overcome challenges and deal effortlessly with any situation that life throws at you. Your strengths is something you determine by self-awareness and by a conversation with a Coach.

3. What are you grateful for?

Do you take things that you have and the people who stand by you for granted? Gratitude reminds us to be positive and help us move forward. It is easy to complain, criticize and condemn. To be thankful for a positive experience and from a negative experience is fulfilling and helps us let go.

4. What legacy do you wish to leave behind?

If you answered oh, what difference can I make, I’m a drop in the Ocean. Think again. If you believe that you can make a difference and do and be that person who can make a difference, you will be able to. Another way of thinking about the same question is to ask yourself, Looking back on your career and life, 15 or 30 years from now, what will you be proud of what you’ve accomplished? This is a great forward moving statement that can help you put things in perspective

5 . What am I doing now?

This helps you to think about what you are committed to right now and ask yourself if that ties in with your dream, your purpose and passion. In answering what you are doing now, you convert an intention to action. It is great to dream an intention to get somewhere is useless without an action.

These are some questions which you can ask yourself on the path of self-reflection and send-awareness. By questioning you encourage divergent thinking, tap into creativity and you set yourself on a motivating path.

What would asking the right question make possible for you in your life ?

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The Human Touch to Leadership

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In today’s day and age we are bombarded by more stimuli than ever before. This stimuli can be from various sources like social media, emails, chats, demands from the real world and from every possible source. Amidst this stimuli, we are expected to be thoughtful and yet give responses in nano seconds or a fraction thereof. In this environment of keeping up to demands, not feeling left out or as if we missed the boat, we create feelings of vacuum and stress within ourselves and amongst others.

Now let’s take the situation of Emily who is either looking to diversify her business or seeking to change her job or starting up a new business venture. She is excited, enthusiastic, is eager to make connections and engages with different people from various walks of life. She meets various types of personalities in this journey.

Who are you among these personalities?

  1. You are candid and give a straight answer “my apologies, but I don’t see any common synergies here for the moment. I am unable to help you with your venture.”
  2. You enquire about what the person does, what made them change careers, what was the key motivation to start the new business venture?. You meet this person at regular intervals and keep the conversation going. This person keeps giving you more and more information on what they have done, what are their plans for future growth. You keep the hope alive in this person but at no point in time have you honored your word in giving this person an opportunity.
  3. You meet Emily once and show interest in what she has to offer or in her business venture and agree with her that you and she should keep the conversation going. You have seen her email, her phone messages but have not responded to her. You are overwhelmed with many commitments in the form of emails, meetings, chats, new business ventures. You keep making new promises and yet have not had the courtesy to acknowledge the emails or the messages.
  4. You see a synergy but don’t have an immediate offer to make. You meet this person and have several conversations over a period of time. You then communicate either in the affirmative or negative.

Do any of these personalities sound familiar to you ?

What do you think Emily is going through when she meets you either in 2 or 3, above. Possibly a feeling of rejection, break of trust, impatience, failing to see how you can be a good leader. Why? Research on Brain Science reveals that, The fear circuit is the most developed and fastest neuronal circuit we can activate both consciously and unconsciously in another person by our actions, words, behavior, body language and other forms of communication or non communication. Once these neurons in the brain are activated, we have lost the goodwill for the other person. As a leader, is this the impression you want to leave with everyone who approaches or meets you ?

What is a key leadership skill : The Human Touch Makes A Difference

1. People are an essential part of your life – no matter who the person is, how you treat people makes a difference. Do you choose to vary your attitude depending on the title and position of the person?  Do you realize that there is a person behind that email or chat? Why not make a simple acknowledgement of “Thank you, seen it, will respond in three days”. Give a time frame that you are able to live up to. If you are unclear about something, why not ask questions? Or if you think you over committed, recognize that mistake and acknowledge it. Silence is not the response expected of a leader.

2. Walking your talk – do you act on your words or just spin the wheel ? Connections can be made only if you engage and treat people with respect and courtesy.  People are the lifeblood of your business. Your word is your personal brand. In what particular ways are you results-oriented in your day-to-day actions?

3. Creating trust and rapport – relationships are built on trust and honesty. By giving false hope to someone you discredit yourself. Would you like to be treated the same way?  How do you go about your relationships?  You can grow and develop your relationships and business only if you create trust and collaborate and communicate. Creating and maintaining long-lasting relationships is not a one way street.

You may have the best of intentions but if your actions are not consistent with your word or intention, you create an environment of dissatisfaction and misunderstanding. As a leader you need to create and live transparency and collaborate with people within and outside your own organization.

Summary:

Do you know what you want ? 

How do you strike the right balance among your various commitments to which you have given your word to? 

How do you deal with people who you perceive to be more successful than you are?

How do you deal with people who are in need?

What does success mean to you ?

What are your main sources of creative input or ideas from others?

How do you add the human touch?

Related References : Brain Blog

Are You Living Your Authenticity?

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Lalita Raman

In this age of information and technology overload, there are many times each of us possibly feel that we are on a hamster wheel, one that we are unable to get off. We try to copy others who we think are a role model of our definition of success. We go to spas, movies and seek various avenues to run away into this so-called fantasy land.

What do we need most at this juncture?

A journey within, to follow the inner voice that has both gentleness and clarity and helps you find who you really are.  We need to be bold and courageous to follow this inner journey, to face who we are, what we are capable of, what we are uncomfortable with and be true and honest to the inner core.

When you go through adversity in your life, your real character is tested. Authenticity is who you are, how you relate to others, discovering your talents, your own energies and passions. Being who you are is when your audio, video and thoughts are all in sync. There is no mask or different strokes for different people.

I believe that authenticity doesn’t come from status, titles, qualifications, or the amount that you have in your bank account but 
authenticity is:

  • 
to Know
  • to Be 

  • to Accept
  • 
to Create

                     Yourself

Keys To Authenticity

1. Self awareness – knowing who you are and being you and finding contentment and fulfillment in that. It also relates to how you relate to others and the way they see you. If you truly know yourself, and project yourself in the same way, others perception of you will be the same as what you know “you” to be.

2. Talents – find out what you are capable of, passionate about, and what appeals to you. Discover your talents and develop them.

3. Lead with your soul – you’ll make an impact on others only if you empower yourself to lead with your soul, your inner voice and accept who you are. Your inner drive is the one that will steer you through doubts, fears and negative energy.

Throughout our life we need to question our beliefs, learnings, see around us and listen to the reality that surrounds us.

There is no point doing yoga or meditation or charity and considering yourself authentic, if you don’t know how to be courteous to your neighbor, your surroundings and respect the living space around you.

Have you asked these questions of yourself ?
1. What would you like to do?
2. When you like what you do, what does that mean to you ?
3. When you don’t have what you like what does that mean to you ?
4. Do you have passion and enthusiasm in doing what you are doing?
5. Do you have the talents and skills to do what you love doing? Are you willing to develop those talents once you have discovered them

What Can You Learn About Leadership From Children?

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I was staying with my sister when I was visiting my family last week. One of her neighbors has two girls aged 5 and 7, Rita and Meeta. These two girls are the most adorable children I have ever met. They spend their entire evening at my sister’s house, after she and her husband get back home.  One of the evenings, we were chatting and having fun with the kids when the younger girl, Rita whispers something in her sister, Meeta’s, ear and tells her don’t share. “Keep it a secret, ok promise.” She then looks at me from the corner of her eye with an abashed look. By then, Meeta, however reveals her secret. The secret being that Rita has a friend in school who loves her. Rita looks at us sheepishly and says he keeps saying I love you. But I don’t.  So my sister asks her, so why don’t you tell him what you feel? Oh, but I have only over heard and he hasn’t told me directly. When he tells me directly, I’ll let him know. My sister asks her how would she tell him, and I was surprised with her response. She said, “I love my parents and my sister, and as of now that’s it.”

Mind you, this is a girl who is barely 5 years old.

What lessons of leadership can we learn from children?

  1.  Clarity – Rita was very clear in communicating about her experience, what love meant to her and why this boy’s behavior made her uncomfortable. Even at that age she was crystal clear and did not mince her words.  She was confused and her mind was possibly wrestling with what she should do. She in her childlike innocence revealed her secret to her sister. Leaders often know what is needed but many times get lost in their mental chatter. Often the solution lies in mindfulness and following the heart and not laboring the mind. The time to act is not when you are confused.
  2. Emotional Intelligence – Rita had overheard this remark but she had the EQ not to react to that boy, because that comment was not yet made directly to her. She had the emotional awareness to not react immediately but prepare herself if and when that happens. As leaders, of utmost importance, is striking the right balance between IQ and EQ. Many times the team may consist of people who may not have understood what is required of them or may be preoccupied with some other thoughts. A leader will do well to recognize such situations and not publicly humiliate team members who err or consistently seem preoccupied.  Leaders can navigate through challenging times if they have a high EQ. Being self-aware and empathetic is critical.
  3. Discuss and Ask for Help – Rita was feeling embarrassed to discuss what was troubling her in front of my sister and I, but my gut feel is that she told Meeta realizing that she would tell us. Rita did that because she wanted to discuss and see what we had to tell her. As leaders, you can’t be expected to know everything. If you are not sure of something, ask, discuss and clarify. No one can fly solo all the time. It is better to ask for support rather than make a mistake and lose the trust of your team members.

How many times have you been in awe at the questions that children ask ?

Have the questions that a child asks made you reflect?

What have you learned from observing children?

Children are always curious, they never stop asking questions. They are on a never-ending quest to learn, to share, to try out new things. They follow their heart and lead from within though they may be too young to realize this.

 Don’t we as adults and leaders need to learn a thing or two from children?