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One of the most ignored yet most powerful leadership traits is vulnerability. It is also the rarest of all the leadership traits that we all get to see. However, vulnerability when practiced with sincerity magnifies the power and influence of a leader beyond the imagination of logical mind. So, what is vulnerability? Vulnerability brings a perception of humility in a leader. Vulnerable leaders are seen as approachable and more importantly they do not block themselves from the outside world but because of their vulnerability people are always expressing their views and ideas to such leaders, whether good or bad, positive or negative. This ensures that these leaders are in a state of awareness in coming to decisions as every time they are taking everyone’s views in mind. And this awareness allows them to keep their minds open and also ensures that they keep their ears to the ground.
“Vulnerability is the core of shame and struggle, and fear, and our struggle for worthiness. But it appears that it is also the birthplace of joy, of creativity, of belonging and love.”
~ Dr. Brene Brown
Does this mean that lack of vulnerability will guarantee that you cannot become a powerful leader? Well of course no. There are few examples of leaders who were not vulnerable but they had their impact on this world. One good example is Steve Jobs. Hardly vulnerable but was able to produce an impact that very few can match in ages to come. Most of the dictators will also come under this category. They are scared to be seen as vulnerable. However, these leaders have never been loved by people. They cannot become people leaders. There is always a huge risk involved with never being vulnerable both to the people around you and to you.
Chances are that sometimes we can be wrong and if we are not listening to those around us, until we are perfect human beings, then we have stopped our own growth. Leadership is all about making the life of people good. These people could be the customers and clients we work for and also the people who we have at hand in our teams who work with us to deliver great product or service. Ideally to expect someone to do quality work without keeping them positively motivated is almost impossible.
What can I do to become a vulnerable leader?
First what-is-in-it for-you. This is what you can expect. Love and respect from people you work with or deal with. Every human being loves humility and when you show that you can be wrong and you accept it without bringing your big fat ego in between then you are in the right course.
Now, to answer the how-to-do-it part, it is very simple – every time you make a mistake, accept it and take the blame. If at times people are angry and throwing their emotions at you, you should discipline yourself to accept it humbly bowing down. If you are confused about what to do, instead of showing false confidence confide with your team and take their suggestions. It will mean that you will have to throw the mask on your face and be brave to show to the world the real you. You will be loved and respected for the character that you have and not for the slippery reputation that you showcase. This will also help you build strong and magical bond of trust and respect with people around you. You will make everyone so comfortable to that they will never like to leave your company. In the long run, your influence will reach beyond your imagination.
Is it easy to do exercise?
Initially it may not be, especially if you are not already used to acting vulnerable. However, the fruits of this are too sweet not to try being one. It will require first creating breakthrough by being vulnerable where it is relatively easier to be so and then slowly moving up, raising the stakes and making it a discipline to do so.
It will also help build a culture of honesty and trust within your teams.
Hope you like this
I would love you to suggest some examples of leaders (it could also be leaders at home – your mother, father, brother or managers or anyone you have known, heard or read about) who are vulnerable and you or people just love them.
Eager to hear from you.
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Basic English & Conversational Skills-Level 1
Who is it for?
For organizations where employees find it difficult to communicate with co-workers, clients and customers because of language and conversational skills
People who have come with a non-English background
People who find it difficult to communicate in English
Where people’s lack of conversational skills is negatively impacting organization’s or team’s performance
I want to learn English?
I want to improve your conversational skills?
My lack of conversational skills impacts my confidence.
My image amongst people is badly hurt.
Is there an easy way to learn conversational skills that anyone can master?
I have attended a non-English school?
It negatively impacts the relationship between key stakeholders like co-workers, clients and customers
It can mean loss of business or strained relationship with some co-workers, customers and clients
It can mean a lot of stress and loss of time and energy for organization
Productivity of team and individuals alike is very negatively impacted in medium or long-term
Become confident speaker within few weeks so that you can speak to anyone without hesitation
Learn not only to speak correct but to impress anyone (Surprising yet true… it has been done before… we have used this model on many and it has worked)
Learn ways to win people’s attention and long-term impact on them
Learn easy ways to avoid conflict and take the path of least resistance in any conversation
Develop your language skills up to industry standard
Irrespective of your background master conversational skills
Approx 20 Hours
For more info contact firstname.lastname@example.org or call 0988 012 7986
Get a job where you can give more instead of one where you would get more. This is quite opposite of the normal thinking, however, if you understand the psychology behind it, you would know why we say so.
What does job require? It requires you to give your time, skills and effort to add value to an organization and in return you are paid. Now, look at this, most people who I have checked with say that they are paid for the time and skill they bring in. No one talked about adding value to the organization or increasing the profitability. At least, I am sure they do not say that they are going to increase the profitability of the organization everyday before setting their foot in the office premises. And when you don’t say it, you normally don’t do it.
If you want to understand why very few make it to the top, you will realize it has got less to do with opportunities but more to do with ‘proper alignment’. Any organization will pay you more when you add value to it. Any organization will pay you more when you showcase that you can improve their profitability. Increasing organizational profitability should be the key area of focus in your mind at all times. This is why a manager gets paid more because if he helps each member of team to work slightly better it adds up to quite a lot for the team.
Most people choose a line of work, a job where they get paid more. Anyone who understands the way we humans are designed would tell you that there is a deep desire within us to ‘contribute’ and that is the primary reason for us to work. So the motivation for us to work is not due to money primarily, it is due to this deep desire or ‘voice‘ (as Stephen Covey puts it in his best-seller ‘The 8th Habit‘) within to ‘contribute’ and to “Realize our Full Potential“. This has got nothing to do with money. However, we all know that we cannot survive without money so we need to earn. Those who are hugely successful tap this deep desire and plan their life in a manner that they are earning and at the same time they are fulfilling their deepest desire. No doubt, they tap the treasure-house of motivation and hence make huge amount of money.
If you are planning for long-term, always choose a work that is in tune with your ‘deepest desire’ your ‘inner voice’. It’s always give and take and not take and give. Take and give may work in very short-term. You get in return of giving. Your salary, your paycheck should become like a return-gift, positively influencing others to give you a gift as wonderful as the one you gave to them.
When you choose work/job where you can give more then,
1. You will never be stressed
2. Demand will always be less than what you can offer
3. Quality of your work, the value add, will largely be independent of what you are getting but will improve exponentially irrespective of the situation outside.
4. You will never be questioned as to why should you be paid what you are being paid.
5. You will be able to champion your skills faster, better and will look forward to each day with the eyes of a kid who just goes out to grab his bucket full of treasure everyday when he sets out.
Speak Your Mind:
Tell us what you are thinking… Leave your comment…
Sounds impractical, isn’t it. Maybe we need to redefine ‘practical’. This is true in our lives. Many generations of people have got stuck in this trap and fallen prey to it, but you should not. Industrial revolution is over and the realization that all that worked for machines is not going to work for us and that’s just because we are much more than machines. You can design a machine to obtain a certain result or program a software to give you fixed results and it can do it with precision for ages to come, but you cannot do so with humans. Humans will ask questions on the way, unlike the machines. Humans will feel good or bad about certain things as time rolls on, unlike machines.So, there has to be a different approach adopted for humans to achieve fabulous results.
If you want to achieve success and fulfillment, you need to start a work not only because it gives good money but you need to start something that gives you good feel. You should be doing something that is your passion. This feel good will grow everyday and recharge your batteries all along the way to make you overcome all the hurdles. On the other hand, if you choose something with loads of money but does not make you feel good, it will act against you. Don’t start your career with money as the sole reason for you making a certain choice of career, be prudent choose something you like, but also be careful and dedicate your life towards doing a fab job in your chosen passion.
Have a lovely life…
Etymology: “inner or social stimulus for an action,”
1. Attractiveness: The very first stage of a relationship Creation. This is when an employee feels attracted to a certain company and approaches and joins, a relationship is hence Created. This is when a company does succeed in motivating an employee to join and work for them or may be dissuades from joining. An analogy with marriage will be apt. This is when you meet and take a decision to take your journey forward together. Factors that increases or reduces attractiveness:
a) Synergy of Talent, Skill & Values in an individual
b) Synergy of Talent, Skill & Value of an individual with Vision of the organisation
a) Salary/Monitory Benefits/Incentives
2. Sustainability: Getting in and out of a relationship is very common and that is because the most difficult part of any relationship is Sustainability. However, if you understand the law of nature it is not difficult thing. Law of nature says Growth. As long as you keep providing your employees with Growth opportunities and as long as you can push them to Grow you have their full commitment. Now it may sound simple but it is not; let us try to understand what Growth means for an employee? Growth comes with Nurturing, Nurturing is the daily process and Growth, as a result of nurturing, is seen only after a longer time gap. So where is the area of opportunity for an organization to hit the right button? What normally happens is that we miss out on Nurturing part. When complete devotion can be brought about to the Nurturing part, when those who motivate will do it more as a passion & devotion than as a work only then this can be achieved. How do we get our managers to do this then? This is possible by:
i) Getting People who are in harmony with your organizational culture i.e. there is a synergy of talent, skill, values with the work culture of organization
ii) Working on the foundational needs of human (not employee) regularly to make sure that their spiritual and emotional along with physical/material needs are taken care of on a regular basis. This in order to make them realize that they are growing as a person within the organization and they could feel that they are becoming better parents, husband, son etc. Until the overall growth of an employee is taken care of by the organization, you have always left a place for dissatisfaction. You cannot treat an individual as a part and cater to that part only; you will have to see them as a whole and only then there needs can be identified & met.
iii. Let go: The last stage in the life of this relationship. This is when an employee leaves the organization or the relationship has run its due course. This is the stage of Destruction. Like life this is the universal truth that anything that is created will be destroyed one day, that every start has an end. But like anything that is destroyed we should also pay attention to the fact that nothing is destroyed forever, it just changes form, in this case employee seeking job in a new organization. If we understand these two facts – destruction and re-creation, we will be able to
(i) Realize at the time the employee leaves that this was due and it was set in motion the day the employee joined. This will help us not to react negatively and forget all the good times that we have shared together. Like death finds strange reasons to take away people the end of contractual agreement also will have various reasons. Once you are able to see this you will know that the different reasons e.g. not happy with boss, less salary, want promotion etc are mere reasons. The day the contract of employment was signed the countdown for the end had also started. This will help us not to de-motivate our employees just because one relationship is ending.
(ii) Realizing that since it is very natural that after leaving the employee will work for some other company we will be able to motivate them when they leave. How are we going to do that? By providing what they need i.e. by pushing their emotions or stirring his emotions to make him feel better and do better at their new endeavor. In fact why not guide them personally or may be devise a system that sort of tells them what will be work for them when they leave.