Dilemma of Being Ethical

 

Dilemma of Being Ethical

Have you ever been in a situation in your life where you feel like giving up on your moral standards or code of conduct that you live your life on? Did you ever felt that acting virtuously all the time has no significant imperative? Or dealing with circumstances where your plausible mind tells you that its to your best interest if you deviate from your ethical considerations? If you answer Yes to any of the above questions, then I want you to know that its perfectly normal and I should argue even justifiable to think on that account. Really? Yes, but the implications of these decisions might be sometimes fatal.

Fatal in terms of physiological, mental & psychological functioning of your body. You might be wondering: What else could be fatal in losing moral convictions other than just having dysfunctional trust in relationships which is the glue that binds them together? Well, there’s another aspect to that which is much more deeper than just trust of others. It’s more about losing trust in yourself. It has been evident by many studies that people who had strong convictions about their moral code of conduct had a lot more self-esteem and a sense of significance than those who tried to defy their conscience on a regular basis.

Part of which I am advocating is from my own personal experience & mostly from the experiences of people that I have read about or listened to. Even a decent or harmless act may seem insignificant at first, but when you fail to listen to your conscience and take the decision against it, then it’s the beginning of all the psychological trauma that ends up in community sin. And most people fail to understand or comprehend (rightly) this simple ideological fact that they don’t live with a group or any Individual, but they live with their conscience.

An important observation that I have had in my rather short life is that when you live right with alignment in your conscience, you have a good memory. Because when you think that you can defy your conscience, you can get away with it. But it’s a fabrication put on by people who have failed to do so and intend to force it on you to justify and dignify their course of action. Because your conscience always advocates for you when you act justly or not. Therefore, its rather more important to stick to your ethical imperative than to fool around with them. Share your thoughts on how listening to conscience is of vital importance!

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The State of Flow

 

                                                The State of Flow

A question to you: How do you feel when you are doing something which you don’t love to do? How would you describe that state? That ebb and flow of frustration, discontent, anguish and perhaps even fear of not doing something significant is something that we all have encountered and witnessed several times. But that frustration turns into excitement when you are setting yourself up to do something that you thoroughly enjoy doing. Think of that state where every moment passes by without you being consciously aware of it and you being helpless to not let it be, only realizing it at the end of it all. That’s what is known as the ‘State of Flow’.

State of Flow is when you are whole heartedly connected with the task in hand considering even the disturbances of the outer world seemingly occurring just to distract you. But at that time, you are so much in togetherness with the work you are doing that all those disturbances seem to be of trivial importance to you. This state of flow is the reason for contentment and happiness of mortals who do what they are supposed to do, even iteratively. Happiness, like Success as they say, is not a pursuit but its presence is in the present. And to experience it, one must be able to find ‘flow’ in what they do. Some people even after working on certain skill sets for several years live a fulfilling life, however iterative that task may be. Why is that? Well, one of the reasons is that they enter into that state of flow whenever they set out on that task.

The Paradox of Work Life

·         Lack of a clear direction:

Most people are living a life filled with almost every luxury that a man could think or possibly imagine but are still not fulfilled and find no meaning in what they do. This is possibly due to the fact that they had no sense of purpose for their life. And this what Logo therapy deals with. It looks into the future giving you a sense of hope and destiny that ignites the deepest desire of your heart to do something meaningful and significant. To learn, unlearn and then to relearn in ways never tested before and persevering through daunting situations making it the  true essence of life. And it is in this continuous process of breaking up your bones and then standing up firm again that gives you that state of flow where despite the circumstances, you say to yourself, “It doesn’t matter anymore, bring it on!”

·         Engagement in Multi-tasking:

With the advent of technology and scientific advancement, it has become normal for the younger generation (specifically) to drain themselves up with many activities all at once. It’s quite subtle and the effects of multi-tasking are detrimental. Many studies have been conducted over the years revealing that people who multi-tasked were far less productive than those who focused on the task at hand. Multi-tasking may seem to be a time saver but instead, it sucks up even more time and energy than if you were to focus on a single task. So Multi-tasking is a big detour to reaching the state of flow.

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The State of Flow

 And as someone said, “Energy flows where attention goes”. So, you don’t want your energy to flow in different directions where it ends up being wasted. Make sure that you are focusing on that one BIG Thing and align your energies in that direction to be in a state of flow.

·         Focus on being a Jack:

The post-modern society has played a massive role in advancing the belief system that a man or woman needs to be good at many things. So they have developed this idea of being a Jack of all trades. They want you to be a jack of all (or many) trades but don’t tell you to master something specifically. The average person is too concerned about being good at many things that they don’t have the luxury to spend their time on thinking about something which they could master and become the best at it. Whenever you master some trade in life, you always feel this state of feel. Even the top notch athletes have agreed upon this at some point in their life where they were at the top of their game. You might have heard they say about their exceptional performance as being normal or natural for them. It’s because they have become so good at it that it feels like another game or regular performance for them.

There is a Ladakh Leh highway signboard which signifies the true essence of state of flow. It reads, “ What is a lifetime adventure for you is a daily routine for us”.

The State of Flow

When you do something long enough, you become a master of it and reach that state of flow. You begin to enjoy every moment of doing that thing. You certainly would have done something in your life that you didn’t wanted to do it before because of your dislike for it but once you started doing it, you started enjoying it and then time just passes away quickly and you start enjoying it. That is the State of Flow.

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Leadership Without Authority

Leadership Without Authority

 

Much of today’s leadership thought revolves around the aspect of using the position provided by the organization to exercise authority over the team members or on followers to persuade them into doing what’s best for the organization. While that may prove helpful in some cases where the environment is too casual in the organization but it’s not quite promising to expect best results from Authoritarian leadership style. It’s not authority that drives and motivates people  to achieve a desired task but the influence that the leader creates in the long run. Influence is a key element in any successful leadership strategy when executed in the right way. And influence is not generally manifested until & unless a leader stands their ground on the following three criteria:

1.       Authenticity:

A leader needs to be precise in what they want from the followers. They need to have a clear purpose & a vision. They etymology of the word ‘authentic; can be traced back to the Greek word ‘authento’ which means to ‘have full power’. This reflects that when the word ‘authentic’ is attached with a leader, he or she is a master in his or her own domain and areas of competence. And it is this mastery in their domain which produces influence. To put this into perspective, we can consider an early reference to authentic functioning in Socrates view of self-enquiry as he argued that an ‘unexamined life’ is not worth living. So a leader constantly needs to pursue knowing themselves and refining their skills to become a master of their domain or areas of competence.

2.       Integrity:

Integrity is arguably the most important component in your leadership journey if you want to make an impact on people despite your position or authority. To be an Integrated leader means to be completely aligned with your beliefs, values and convictions. It means that you won’t compromise on your moral values & ethical considerations despite of what circumstances you are facing at any moment of your personal or professional life.

The ethical part of leadership has been sharply questioned particularly by leaders who failed to live by some intact principles & standards. So, is it worth for a leader to remain ethical? Or can they just preach and not practice it? The answer is an absolute YES! Because leadership is an act which involves the trust of the followers. And in any given scenario, if you violate that basic entity which is the very foundation of a stable relationship between a leader & a follower, you have just uprooted yourself from being an Influential leader to merely an authoritative leader.

Great leaders of the history like Nelson Mandela, Mahatma Gandhi, Martin Luther King Jr. and many others showed an exemplary character which formed the foundation of their leadership abilities. They had this unique quality of leading the masses with their influence produced by their integrity to their convictions which separated them by a distance from leaders who had authority but no influence because of the fact that they failed to live by some intact moral principles & ethical boundaries. And to prevent that from happening, you must share your values with your team members so that it gets deeply ingrained in their mind and become a culture of the organization.

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4.       Share your values: This is generally one of the best practices that a leader must inculcate in order to stay ethically sound. Although this part comes in the transformational leadership also, but mainly it is based on the idea of creating an environment or culture within the organization where the followers, managers & the leaders have same belief patters & value system.

The core values are an integral part of sustaining and thriving an organization. And that’s the reason why core values must be assimilated by the leaders beginning from day one. And then shared with the followers. As the Roman philosophy goes, “if you can make a large group of people believe in something, you are actually creating a culture’. And if the culture in your organization is based on its core values, there is no better alternative than that. The inputs that you feed into your people, they return it in the form of their performance and help in thriving the organization and sustaining it in times of crisis because of the trust that has been established.

    Put People First:

This is the point where Servant leadership comes into play. A Servant leader is one whose motivation is to meet the needs of his/her team members so that they could work without considering any ramifications, worries or poignancies of their professional or personal life

Authoritarian leadership does not necessarily guarantee the successful implementation of the ideas or the strategy of the leader. It is only when the leader leads with his own example that the team or the staff members can act on leaders mandate. When a leader leads by example, it can bring about both organizational change and also employee engagement. And since Employee engagement is directly linked with the organizational change, therefore, it is necessary for a leader to focus more on themselves and how they want to present themselves in front of people they lead. They need to carefully analyze themselves and regularly ask questions such as: What kind of qualities do I need my people to incorporate in themselves and do I have those qualities in me?  Or What kind of a leader would I like to follow and then improve yourself to become that Ideal leader whom you would like to follow.

If the leader can release the abilities of the employees by having a healthy relationship with them and providing them more & more opportunities for growth, then the employees are automatically going to lead the organizational change even in the absence of authority and work collaboratively to thrive the organization.

A Servant leader completely transforms an organization which results in the establishment of trust within team members and effective management & allocation of resources in favor of the organization.

 

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Beyond Good & Evil

 

Beyond Good & Evil

The ideation of identifying what is good & evil has been consistently pertinent in the history of human existence. Reflecting and thinking on this aspect certainly helps one to channelize their thoughts in the sense of prioritizing things which are important to them, not just desirable, more tangible than the ideas that comforts them. And it sometimes becomes almost obsolete to think of the way you are passing through life mostly because of the busyness yet un-effective routine and partly because its part of the societal norm. The norm is to do what everybody else is doing even though it may have undesirable consequences & may not even make any sense at all. But due to its prevalence, its accepted as the generalized way of living however asinine that may seem upon careful consideration & observation. The evanescent nature of emotional trauma, suffering or even joy although seems to be very much rife but still its overlooked when it comes to using the same knowledge pragmatically.

 

Historically speaking, the view has not changed much even when compared the intention and the consequences that people of different ages & experiences go through. Even though, technological & scientific advancement is certainly considered the trigger for modernization but the principles that are required for a good life still stand a common ground. They are as old as the mountains as Gandhi would say. Its necessary to accept the vulnerabilities & loopholes and then make mind maps seeking relevant and consistent information from the past that makes it arguably efficient in determining the advancement of one’s life.

 

Apart from the uncertainty that lingers in the contemporary world, it is however explicitly possible to have predictability ‘cause of the consequences making much of what we know certain to a high degree even though not knowing what is necessary for us to know makes us vulnerable to threats. It’s not just acting on what we know that makes it good or evil but also the knowledge of that measure of good & evil for Adam & Eve ate of the tree of good & evil. Many argue and make the tree, the subject of discourse, its not the tree which makes this event important but the knowledge gained from the disobedience which made them know and distinguish in good and evil and consequently to act on it. So the argument is that even though what we say good or evil still was in existence but it was not triggered or came into applicability until they came to know about it.

 

For according to Shakespeare, “There is nothing good or bad, but our thinking makes it so.” It is the knowledge of good & evil but what is already known. The analogy is simple: You cannot act on what you don’t k now. So, you can’t know whether what you act upon is good or evil or based on truth or on ignorance unless there is a frame of reference set to identify it. And the likes of Freidrick Nietzsche have had plethora or discourse on this discipline criticizing the philosophies of many philosophers in his Beyond Good and Evil which reflects this ideation in a better way as to how it may be impossible to know what is truth or even ignorance, light or darkness, love or hatred without the establishment of a measure which standardizes what we value out of any given scenario.

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Qualities to Look for In a Leader

 

Qualities to Look for In a Leader

What are the qualities that you must look deep into a leader that separates him/her from the followers? What are the remarkable qualities an individual inculcate in themselves to take their organization to completely new heights? The following are six of the most important qualities that an irrepressible leader has who brings meaning to life and help their people become more effective and better performers in their areas of competence:

1.       A Leader is a Problem Solver:

Most of us generally remember the people who either cause problems or solve them without a sweat. Every organization has to deal with many new problems every single day and the job of a leader is to address and uproot those problems which are a pest to the organization’s growth. And great leaders always love the challenges because it gives them an opportunity to harness and showcase their abilities. If a leader is not solving problems, then what is he getting paid for?

A leader must also be open-minded in order to bring quality to solution of the challenges that the organization faces. Most of the times, it happens that the things are not the way they first appear. Therefore, its necessary for the leader to think outside the box to look at the problem from a different perspective.

2.       A Leader is always Authentic:

The word “Authentic” means to be genuine, real veritable, in sharing the sense fo actuality & lack of falsehood or misrepresentation. Many leaders fall into the temptation of copying others leadership styles and behaving the way other great leaders behave in a particular situation and eventually there comes a point where they lose their true identity. Its important for a leader to always learn form others but be themselves. Because Authenticity always breeds courage. If you are an authentic leader and always true to yourself, you will always be confident because you are not giving any other person the privilege to question your integrity.

3.       A Leader is a Servant ( really!):

Robert Greenleaf is credited with coining the term “servant leadership” in modern times. Servant leadership focuses more than just the aspect of solving complex problems & coming forward with a solution. It demands from a leader to serve rather than to manage people whether serving customers, employees, investors or stakeholders. The emphasis of a ‘Servant Leader’ must be to empower those whom he lead. A servant leader completely transforms an organization which results in the establishment of trust within the team members which leads to an effective management and allocation of resources. While the leader takes complete responsibility and management of the task, they provide their people to make decisions on their behalf which empowers them to achieve the goals with a greater level of motivation.

4.       A Leader takes over in times of Crisis:

The team is as good as the leader that leads it. People always look at how the leaders react to a particular situation and therefore leaders must commit to standards to ensure he sets the right example for his team. A leader must always Motivate people to get through not from organizational crisis but also personal crisis so that they maintain a commitment to company’s success. A leader must be willing to share and delegate responsibilities while maintaining understanding & analyzing the efforts of other team members. Great leaders always look at the hard and turbulent times in a unique way. They do not perceive crisis as a blockage to their leadership vision but seek it as an opportunity to strengthen themselves and the organization through the weaknesses that the crisis reveals to them.

5.       A Leader is an Influencer:

 

Leadership is an act of influence. The very moment somebody’s thoughts, ideas or actions starts to influence our life in some way or the other, they are leading us. And thereof, we are always lead by somebody whether we are aware of it or not. You don’t necessarily have to be in a high-profile position to become a leader with influence. In fact, you can have influence on the people right where you are. Everything you do in your personal and professional life impacts and influences others. Influence is the key to unlocking closed doors and sign of a successful leader.

6.       A Leader asks Good questions:

One of the most important quality of a good leader is to ask good questions. In his book, “Good leaders ask great questions” John C. Maxwell explains the importance of good questioning for a leader whether they are newly emerging or quite experienced in their field. Good questions gives new perception to the old ideologies. Great leaders are life-long learners. They never stop learning. And therefore, they first focus on themselves rather than to try to change others. IBM founder Thomas J. Watson said, “ The ability to ask the right question is more than half the battle of finding the answer.” But that’s only true if you are willing to ask the question. So, a leader always asks the right question.

 

 

 

 

 

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Developing Your Own Leadership Style

 

Developing Your Leadership Style

Since organizational change has been topical in recent history, there is much researching surrounding the factors necessary to successfully execute organizational change. One of the primary focal areas in research within the content theme is the importance of a suitable leadership style as a key driver for successful organizational change. And this is one of the most important areas where a leader needs to focus to create and design the organizational change and the culture of the organization.

There are various styles of leading an organization and a common thread that can be observed across all styles is that whilst each has a domain to which it is well suited, none of them are suited to leading the organizational change. This is because organizational change requires leadership which can take the organization from a certain status quo to a new, different status quo – the very nature of this process is to put down, with leadership making employees believe in the long- term vision and tolerate the temporary discomfort. The position is further justified when taking into consideration that there is no theory which juxtaposes these styles of leadership with organizational change.

The major leadership styles which most leaders practice are as follows:

·        Authoritarian leadership

·        Laissez faire leadership

·        Servant leadership

·        Democratic leadership

The above mentioned leadership styles cannot necessarily fit in with every leader because:

·        In authoritarian leadership, we find that employees are disengaged & disempowered under normal circumstances or situations demanding less attention.

·        In Laissez faire leadership, the hands – off approach would likely mean that the change in the organization would come as a surprise to the group making them suspicious of the move & more likely to reject the proposed changes.

·        In Servant leadership, the leaders would be averse to change given the negative impact that it has on employee engagement.

·        In case of Democratic leadership, the inability to make decisions quickly renders this leadership style inadequate for situations requiring change.

DEVELOP YOUR OWN LEADERSHIP STYLE

Leadership is about answering the question why as well as what. A manager may tell you what to do in a specific way, but a leader will explain or convey to you why as a first and important step on the road to your free & willing cooperation which is the hallmark of all true leadership. You can develop your own unique leadership style as follows:

·        Planning: Planning means building a mental bridge from where you are now to where you want to be when you have achieved the objective or task. From the leadership perspective, the key issue is how far you should share the planning function with your team. You should know what you are doing and how you are going to do it before starting the actual execution.

Power of Planning

·        Know your strengths & weaknesses: It’s important for you as a leader, to do a litmus test of your strengths and also the weaknesses. What are the areas that you are good at? What are the things that you can do better than anybody else in the world? And look for opportunities to where you can make use of your strengths to get to your desired results.

Also, don’t shy away from monitoring your weaknesses to yourself. Look for the potential weaknesses in your personal and professional life and fill the holes to become a better version of yourself.

·        Identify your Inspiration: When it comes to the dynamics of leadership like communication skills and the ability to exert influence over people, it is best to identify an inspiration for yourself. That inspiration might come from a prominent personality, your family, your associates or even from your friends. Look for different patterns in the behavior and communication of the people around you and try to learn from each of them. Sometimes, a leader does not identify their leadership style because they never go look out for someone whom they admire the most. So, look out for people who influence or inspire you and take hint from their leadership styles.

·        Know Thyself: This is probably the most important aspect of discovering your leadership style. ‘Know Thyself” is a Greek concept of knowing yourself first before trying to know other things. Socrates in Plato’s ‘Philebus’ dialogue argues the point that people look absurd when they try to know obscure things before knowing themselves. If you really want to develop a unique and original leadership style, you must first be able to get along with yourself. Most leaders keep themselves so much busy that they do not even have the time to just sit with themselves alone. To balance powerful & attractive styles of leadership, you must desire to know yourself. Look inside yourself, spend some time with yourself on a daily basis, understand what you want from your people and the organization, understand your objectives and what you want to accomplish.

CONCLUSION

From the above discussion, we conclude that there are four major leadership styles which are powerful and impact followers which are namely: Authoritarian leadership, Laissez faire leadership, Servant leadership, Democratic leadership.

To develop your own unique leadership style, you must:

·        Plan — so that you can understand your objectives and bridge the gaps between your starting point and your current position.

·        Know your strengths and weaknesses — so that you can know the areas which needs improvement.

·        Identify your Inspiration —to learn from them to lead more effectively.

·        Know Thyself — so that you don’t fall in any kind of dilemmas whilst your leadership journey.

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Powerful Leadership Styles

 

Powerful Leadership Styles

While there have been plethora of theories over the past decades concerning the leadership styles and the patterns that impact and influences the followers and the organizations, still many leaders find it difficult to hone their leadership skills. This is due to many contradictions that arise between the leaders having different leadership styles. And some are even perplexed to decide which road to take.

However, a leader must always bear in mind that even though styles of leading an organization and manifesting the desired change might be different but the end is the same. And that is to reach to your objective, purpose or goals. A leadership style which is unique acts as a catalyst to your influence on the followers.

A leadership style can bring about two kinds of changes namely:

·        Organizational Change

·        Employee Engagement

Since Employee Engagement is directly linked with the organizational change, therefore, it is necessary for a leader to focus on people more than on the organization. If the leader can release the abilities of the employees by having a healthy relationship with them and providing them more & more opportunities for growth. Then the employees are automatically going to lead the organizational change. And therefore, employee engagement with its consequent impact on employee productivity is one of the key drivers of organizational performance; and organizational change often in turn have a significant impact on employee engagement.

The following are the different styles of leadership that a leader is given or sometimes inculcated by themselves. But before that, it should be kept in mind that no one style of leadership is universally applicable. Each of them has its own positives and drawbacks. A leader must choose his/her own leadership style depending upon the time of execution of a particular task.

1.     Authoritarian Leadership: This type of leadership style is also referred to as the autocratic form of leadership. In this style of leadership, the leader is the head of the organization and takes control of all the decisions and dictates processes & tasks to the organization. Leaders with authority make decisions on the basis of their own judgment and ideas. They rarely accept the advice of their subordinates.

Powerful Leadership Styles

It’s a style In which a leader seeks complete control over a group or a task in hand. The following are the traits that can be observed in authoritarian leadership:

·        Little input is taken from subordinates.

·        Followers do not have a  sense of significance with such leaders because of their rare engagement in the decision making process.

·        Leaders with this style have an aim to just get the job done and hence, there is no growth environment or empowerment enablers in that organization.

·        Relying on Authoritarian leadership over the long-term is generally not beneficial for the organization.

 

2.     Laissez Faire Leadership: This type of leadership style is completely opposite to the authoritarian leadership. Unlike an authoritarian leader, a Laissez faire leader provides complete freedom for the people to work and to make their own decisions such a leader provides little to no input to the people.

While the leader takes complete responsibility and management of the task, they provide their people to make decisions on their behalf which empowers them to achieve the goals with a greater level of motivation.

Leaders with this style simply acts as an incubator for the growth of their employees which ends up in the growth of the organization. Therefore, success of the company is solely dependent on the performance of the employees which is dependent on freedom that the leader offers.

The only disadvantage of Laissez Faire leadership is that leaving the employee with very little guidance makes them much more vulnerable to mistakes and there is also an uncertainty regarding the completion of the task.

 

3.     Servant Leadership: A servant leader is the one whose motivation is to meet the needs of his/her team members so that they could work without any ramifications or worries about their finances or other day to day activities.

A servant leader completely transforms an organizations which results in the establishment of trust within the team members which leads to an effective management and allocation of resources.

4.     Democratic Leadership: As the name suggests, it is a type of leadership where the process of decision making, sharing of views and opinions is valued. The benefit of this style is that it facilitates open discussion and the sharing of views and opinions thereby increasing the potential of the innovators and the organization.

This style of leadership is beneficial for many leaders as it provides a balance which is required for successful implementation. The decision making may not be so quick in this style, but the decision made in the end are much rational and produce more growth.

 

CONCLUSION

From the above discussion, we came to know about the various leadership styles that a leladers can exercise in their organization to accomplish the desired goals.

·        Authoritative leadership: This leadership style is totally based on the position aspect and does not promote employee engagement & growth.

·        Laissez Faire Leadership: A leader with this style provides little input& encourage employee freedom.

·        Servant Leadership: A servant leader is concerned about the needs of the people to create a healthy working environment

·        Democratic Leadership: Decisions are made keeping the opinions and views of the members equally important as that of the leader.

 

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