Why Modern Leadership is So Hard?

Why Modern Leadership is So Hard?

Being a leader in today’s world, can feel almost impossible because it appears like you are being pulled in two broadly different directions. On one hand, many of the executives in the c-suite expect immediate results, i.e. short game. On the other hand, you have to play the long game, i.e. with your primary focus being the people whom you are leading. Not to mention you should cater to the wide-range of different generations and also display the leadership styles that each individual on the team needs to perform their best. It sometimes puts the modern professional leaders in a difficult situation and it’s hard to know which is the right way to follow. Lead How You Authentically Lead or Lead How You are Being Told to Lead  One of the recent survey showed that there are 2 Million new employees promoted into the leadership roles in each organizations every year.  However most of the 60% of them fail. Meaning that, 1.2M people fail every year at leadership roles. It’s astonishing to think about it and the effects are huge, which are: Loss of confidence Lack of work fulfilment Eroding workplace culture And the list could go on and on, so here are some of the suggestions you can do to avoid from becoming a statistic in the failure column: Learn From Others, but Be Authentic: SAP CEO, Bill McDermott on the Follow My Lead Podcast said something interesting. He said “At the end of the day, leaders should be authentic and the only way to do that is by learning from other great leaders and then learn lessons of your...
10 tips for managing a high-intensity workplace

10 tips for managing a high-intensity workplace

Modern occupations come with newer problems and one of them is having a high-intensity workplace where multitasking is the norm, time crunch is a standard and negative health implications are an outcome. A culture of being “always on the call” is not healthy for a company because, despite increased efforts, productivity observes a deep slur. High-intensity workplaces often have a dull environment, with higher stress levels, which result in lower confidence and lesser productivity . However, in most of the environments, high-intensity work may not be eliminated, but surely managed to a certain extent with the collaboration of both managers and subordinates by adopting certain measures. 1. Recognition of the problem is the first step towards managing a high-intensity workplace effectively. Unless, you can figure the problems out, you cannot bring forth a solution. If the initial signs are ignored, trouble might be already on its way. 2. Stop multi-tasking and start working on focused activities at a given time. From increasing stress to decreasing productivity, multi-tasking does not work in activities that require your brain power. The human mind can retain only 7-9 things at a given time, so respect its limitations. 3. Prepare yourself for the situations of stress. Little tweaks in lifestyle and attitude can make you a better player at work. An employee with superior emotional and physical health is more capable of managing stress resulting from a constantly demanding job. 4. Prioritise your work and make a schedule. An important thing to consider here is not to over-commit yourself to too many things. Do the most rewarding and difficult tasks in the earlier parts...
How to embrace challenges and let victory chase you

How to embrace challenges and let victory chase you

It doesn’t matter where you began; what’s important is whether you’ve finalised the destination or not. In 1945, Sam Walton borrowed a sum of US$20,000 to pursue his business dreams with a small retail store in Newport, Arkansas. This amount might be considered meagre today and the store perhaps too small, but his dreams were amazingly big. Essentially, it was not the money or store that led him to establish the world’s largest organisation; it was the dream that converted the retired army man into a business champion. Now more than 20 years after Sam Walton’s death, Walt-Mart is still the top company in the world in terms of annual revenue and many great business leaders have followed in Walton’s footsteps. Business barrons such as Steve Jobs, Larry Page, and Mark Zuckerberg started their journeys from a small base. They were not born billionaires, but they were all born dreamers. Despite limited resources, they didn’t stop but rather surpassed all constraints and remained firm in their desire to convert dreams into big corporates. Today, these great business leaders are synonymous with success, growth, and achievement. They are the heroes, role models, and ideal champions of aspiring entrepreneurs. In economics, higher risks are often associated with higher profits. Business leaders who accept difficult challenges view every one of them as an opportunity. They make efforts to convert risks into potential business concepts while losers prefer to take a U-turn. Away from the conventional business approaches and strategies, smart leaders deliver strategic solutions to address every problem, big or small. Though many times these challenges take the form of a crisis,...
How To Avoid Conflicts Between Leadership And Entrepreneurship In Booming Startup Culture

How To Avoid Conflicts Between Leadership And Entrepreneurship In Booming Startup Culture

A startup with an unestablished culture where roles and responsibilities overlap might often see conflicts amongst its leaders and owners. Reconciling between people and diffusing these conflicts to meet the organisational objectives work is the key to success. Even though conflicts between two different minds cannot be avoided, taking steps to reduce the number of conflicts by incorporating healthier governance mechanisms, and having realistic expectations is the way to build a progressive business. Startup entrepreneurs are usually identified with being young, dynamic, positive and highly ambitious. With these traits, they quickly make their mark in the market, but sustaining their image and being constantly profitable can only be achieved with experience and expertise. At such a juncture, founders feel a dire need of hiring leaders with a proven track record of delivering results. While entrepreneurs are confident about their own vision and believe that only they can take their startups to success, these hired business leaders come from different industries with a different stack of experiences and perceptions with an aim to produce positive results. They not only have the knowledge or expertise to get things done better, but they can even sense invisible threats and opportunities and capitalise upon. This perception difference may lead to a conflict with leaders often disagreeing with the business owners over the do’s and do not’s of the business. Entrepreneurs need to be wise enough to benefit from the experience of these veterans rather than pursuing their gut feels. As intelligent businessmen, entrepreneurs should be willing to implement the Pareto’s 80/20 principle and give away a 20% of their policies to make the...
From recognition for hard work to fitness facilities, 7 proven ways to retain employees

From recognition for hard work to fitness facilities, 7 proven ways to retain employees

Today, employers offer a host of benefits besides good pay packages to encourage employees productivity and retention. Because it is their talent which improvises the limited resources and curtails the organisational cost: Yogesh Sood A good team of working professionals means fair chances of achieving the company’s goals and objectives because the performance of the employees will decide the performance of a business in the future. Good employees are as essential as working capital for an organisation to grow and sustain. That’s why the majority of young entrepreneurs perceives talent retention as the key to profit maximisation. High business turnover is the strength of a company, but high employee turnover can convert this strength into a big weakness. High employee turnover rate severely affects the performance as well as the reputation of a firm, in the long run, it inflicts unnecessary cost burden and retards the overall growth of an organisation. A low investment but high productivity is the great success mantra of present times growth driven organisations. Today, employers offer a host of benefits besides good pay packages to encourage employees productivity and retention. Because it is their talent which improvises the limited resources and curtails the organisational cost. They are investing a sizeable share of their annual budget in retaining their employees. Despite all, if an organisation is failing to retain its employee for a longer duration, then it is really a serious issue which should be resolved very strategically. Below is a list of varieties of innovative as well as proven ways to retain the employees. Recognition for Hard Work In addition to higher salaries and...