Jinka Sai Jagadeesh

“Growing through life – and not just going through life” is the best decision that you can make to live a worthy life; a life to be cherished and remembered.

This mantra plays a significant role in our work lives as well. Many of us just aim to complete our tasks at work and get on with our lives. We are not driven by a sense of purpose at work and don’t usually go beyond our call of duty. There is hardly any “out-of-the-box” thinking.

Studies state that Millennials (those born between the early 80s and the mid-90s) are the largest segment in the workforce and Gen Z (those born after mid to late 90s) is booming yet.

At the workplace, Millennials and Gen Z have different expectations, priorities and needs than their previous generations. They want to work for people who will inspire them to do great work. They also want to work with peers and not for authority figures, they are up for collaboration and want a fun work culture.

So, how are organizations enabling the success of such a workforce? Are they doing enough to ensure that not only their customers, but also their employees are satisfied?

It is said that, “A great culture enables success, builds team fabric and attracts talent too. We have all seen many talented teams failing simply because of a poor culture and human dynamics.”

Below are a few insights that I have gained from speeches, articles and books on work culture, teams and employee engagement:

  • Building strong teams that are focused on collaboration is a key element of success. A team that takes ownership of their contribution and how they work together, will have a strong shared vision and will continuously search for ways to improve. Do not underestimate the importance of building a great team culture.
  • In the present times, people cannot be simply ‘roped into’ the team. They must ‘opt-in’. The vision of the team must be well articulated and communicated. The path to achieve the goals must also be agreed upon by all the members. Even a single uncommitted member can bring down the morale of the entire team.
  • Provisioning roles with clear vision and cause like, “If people are subordinates, what are they subordinating to?” In my view, people are never subordinates to other people. They are subordinates to a cause. In that sense, even a leader is a subordinate to a cause.
  • Treat your team members like they matter and are not simply resources for the company to utilize. Find ways to foster their self-esteem, ambition, independence, and desire for growth. This will lead to a better understanding of decisions, increased participation in meetings, thoughtful contribution in decision making, and a stronger sense of community.
  • As Tom Peters says, “Attitude > Ability”
  • Skills without right attitude doesn’t move a needle. Never look just for capabilities. Attitude is as important as capabilities. In fact, with the right attitude, a team member can build the required capabilities. In the long run, the ones with the right attitude are the ones that can be relied upon. Many eminent leaders have harped on this very fact across various speeches and interviews
  • Embrace diversity. Diversity is the key to an innovative team. If everyone belongs to a similar background or have similar thought processes, how will the team think differently? How will they look at things with a new set of lenses? How will they challenge the status-quo? Celebrate these outliers, for they are the ones who will help you grow! No wonder more and more organizations are introducing a diversity quota for hiring.
  • Micromanagement Vs Trust. This topic has been discussed and debated a lot. The answer almost always favours Trust. People believe, Trust is the currency for eliciting excellence. It is simple: people only do their best work when they are trusted. With traditional ‘command-and-control’, people will comply at the best. With trust and empowerment, they will exceed the expectations.

“Processes without results are a waste. Results without processes are not sustainable.”

  • Mentors can help find ways to stimulate our growth, both personally and professionally. They are trusted advisers that can help us find the right career path.

“Awake, arise and learn by approaching the excellent ones,

The path to success is difficult and risky, it is like walking on the razor’s edge”

No task is impossible for a competent person,

No place is distant for a business person, No land is foreign for educated persons, No one is stranger for persons with good communication abilities.

Growing through the process will be successful if you support others to Grow.

“The point of leading is not to cross the finish line first; it’s to take people across the finish line with you.”

References:

  1. https://andthenwesaved.com/dont-go-through-life-grow-through-life/
  2. https://www.academia.edu/34695453/ Conversations_on_the_Remaking_of_Managers
  3. https://www.azquotes.com/quote/1062492
  4. http://qaspire.com/e/2/?s=When+does+learning
  5. +happen&submit=Searchpage/2/?s=When+does+ learning+happen&submit=Search

About the Author:

Jagadeesh likes to bring to spotlight the matters that help in organizational growth and those that motivate people to perform better at their workplace.

He swears by the mantra, “Change is the ONLY constant.”