There are many Leaders in the Manufacturing Industry. I have had the Privilege to meet Hundreds of Leaders as part of my Career and Business/Executive Coaching. No two Leaders are the same. Each Leader is interesting in his/her own way. Each Leader has his/her own way of guiding the team and getting results. We can look at results and say who is effective and who is less effective. But, it is also important to look at the Process that each of these Leaders follow.
Let me discuss a few examples of Leadership that I have seen.
01. Patient Leader: I have met a Leader who does not follow up hard with his team. This Leader may / may not fix any targets. If a Sub-ordinate is proactive, he may bring a target for approval by the Leader which the Leader loyally does approve! Otherwise, he is not running after the Team members for Targets. This Leader also does not review his team closely. He does not put any pressure on his team. None whatsoever. In fact, he is trying to make them absolutely comfortable in their jobs.
While this is the style of the Leader, the Subordinates who are quite conscientious are building their own methods and achieving the results that they can. Those who are not firmly in control of their problems may not be delivering very good results. This Leader is not putting any extra ordinary pressure on this person. Sometimes he may get involved in this area a bit more.
The results in this company are reasonably good. They keep growing very well. It is not a very small company. It is above Rs 1000 Crore turnover and they are growing.
When you look at the Business Systems in this Company, they may not be very strong. Whether the Company can withstand strong competition and survive in a tougher environment also? It remains to be seen.
But, fundamentals related to People seem strong.
This type of Leader is a big exception and I have not seen this type of Leader coupled with good results in short and long term. There are leaders where the Business Results are there. But not Process results.
02. Lost Leader:There are many Leaders of Companies who are expecting a lot from themselves and their teams. But, they have no idea of how to achieve it. They keep taking up BIG targets and keep failing regularly.
They keep pushing their teams hard. The teams do not have a way of going after the Targets. The guidance from the Leader is not Clear.
Results are always well short of expectations. Very often I found these companies more or less stagnated at the same level for years on!
This type of Leaders are many. I am not referring to Entrepreneurs only here. There are many Professional Business Leaders who fall in this category.
03. Aggressive Leader: Then there are Leaders who are out to achieve everything and, in some way, or the other. They want results ‘somehow’.
The Targets are usually set to be quite aggressive. But, these Leaders are okay even if their team achieve 75% of these Targets. They have fixed ‘high’ targets in a ‘smart’ manner!!
These Leaders usually tell the team what to do, how to do and of course when to do. They just seem to know everything and have answers for everything.
These leaders ‘deliver’. Their Bosses are very careful with them.
These are the Organisations that are stuck in the wrong place. They seem to be getting ‘Good’ results and they don’t want to even blink while this is happening for the fear of losing everything.
But, they would be damaging the organisation quite badly. When this extraordinary Leader leaves, the Company will come back to Zero.
This is perhaps the most dangerous of all the situations.
How to build your way of Leadership in a conscious manner?
I would say that the type of Leadership that you adapt should develop the People in the System continuously. It should be a very strongly Process oriented approach.
I have heard from some accomplished Leaders that Process is not required when a Company is Small, and it is required only when your Company is beyond a certain size. I would invite these Leaders should look at their definition of ‘Process’. Are we straight jacketing our definition of ‘Process’ meaning something that will deliver results only in the medium / long term? A small company / unit requires to deliver results quickly. A Baby who is trying to walk for the first time needs to develop the muscles in the legs. He can’t be worried about preparing for University examination. But, the Process that he adapts should aim at delivering the Short term results only. A Baby that has to learn walking will be helped by her Parents to practice this walking in a controlled environment where the Parents remove all obstacles in the Baby’s path and one Parent releases the Baby while the other goads the Baby to move and come to him. There is a process happening here!
I would say Process focus is a must whatever the size of the Organization. If you don’t have a method of doing your work, then the results happen only by chance.
I would lay down Three Components of ‘Your way’ of Leadership:
01. Your Expectations: A Team develops to meet the expectations of its’ Leader. If your Expectations are set in miserly manner, you are short circuiting the development of your Team. At the Same time if you have too high and unreal expectations from your team, it won’t work.
Please note that it is your Team who will decide whether a Target is unreasonable or not. If they feel it is ‘unreasonable’ and you feel It is ‘reasonable’, the onus is on you to prove it can be attained. Not on them !
If you don’t agree on a Target, please note there is no communication happening !! You need to STOP here and fix this.
You need to have a good Vision of what you can expect from your Team. You need to stretch the Team so that the BEST comes out of them. I would say that this ability of Leader to set the Right expectations is an art. He/She has to look at their team and know how to set expectations and rise the expectations slowly. The speed of raising should be slow enough not to leave too many people behind and fast enough not to disappoint the team members with good capabilities.
The Leader should be very clear about the Targets for this year broken up in to Monthly / Weekly / Daily Targets. Leader has to guide the Team to break up the Targets and ensure they know what to do today to achieve their Weekly / Monthly / Quarterly/ Annual Targets.
01. Your Follow-up: A Leader has to work out his own way of Follow-up with his team. The Follow-up tools will include the following:
a) Business Reviews: Regular Business Reviews and Fixed agenda for these Reviews is very important. If you ask ‘x’ number of Questions every week and you are asking the same questions, the whole organisation designs itself to answer your Questions. Definite paths develop in the organisation along the questions that you are asking. A good Daily Work Management (DWM) (You can get certified as a DWM Specialist with the help of an E-Learning Course from IMA) with good KPIs helps this situation. What is important is to ensure Business Reviews are happening at ALL levels. Not just your Reviews at the Top.
b) Motivation system: The Motivational methods in the Organisation should be continuously tweaked to push the Objectives of this year. Many companies who have some motivational systems have FIXED systems. This does not help. Your Award and Recognition systems should be evolving continuously.
c) Organizational Initiatives: When you are pursuing a set of targets in the Company, you may see a need for taking a bigger action in one area. Example : If too many accidents are happening in your Shop floor, you may feel the need for a major improvement in the area of Safety. You may appoint a Subject Matter Expert either as a Consultant or a full time employee to push for a revamp of Safety systems. These Initiatives are important to help your Company to make some bigger improvements.
d) Deep Dives: In some situations, just reviews are not enough. You may want to get down to the Shop floor / Market to lead some Activities. Eg. In a tough Market environment, You may want to go out and meet the Dealers across the Country to find their views about Market status. Look at what is working and what is not working so that you can motivate the team to get results where they can. These Deep Dives are very much needed to know the Status on the ground and to understand the Problems on the ground.
e) Bench mark visits: It is very important to take the Team to look at other Companies that are doing well. Nothing teaches your team better than a working model. Many companies are quite open to receive teams and share their experiences provided you know the Questions to ask. Companies are available across the world in different economies. Bench Mark Visits have to be timed well. You need to take the team to these companies when they are ready for that. A wrongly timed visit will have no impact.
Many a times the Leader adapts only the Business Reviews for Follow up. Even these Business Reviews will end up in lot of questions rather than answers. This will demotivate the team rather than motivate them! Be careful about this aspect !
Try and put yourself in the environment that you are giving your team and see whether that environment motivates you. You can ask for feedback from your team too!
3. Your Guidance: We spoke about Your Expectations and Your Follow-up. I am talking about another aspect of Leadership. How do you guide your team to put the pieces of the puzzle together and find their way around?
A Sales & Marketing Manager has to build the Process of Selling and Marketing. If he has a wonderful process, he should be delivering consistent results in line with your targets. If he is delivering, it is time to raise the bar. But, the continuous development in the process is a must. Being static is being dead! How do you guide your Colleague to improve his methods?
A HR Manager has to keep measuring their effectiveness in developing people. There is so much modern technology today for People Development is that he should evolve a better process every day. How do you guide him to develop better and better methods fo improve Human efficiency and Human Learning methods?
A Finance Manager has to look at better and better methods to monitor all the costs and understand the activities that are causing the cost. He should make the activities so transparent that anyone can monitor them and control the Costs. How do you guide him in this?
A Leader has to guide her team members to develop these processes in every interaction that she is having with them. This is the higher purpose of Business Reviews! We are not reviewing them to just push them hard!!
To give this guidance, the Leader need not be expert in everything. All that he needs is a systematic thinking and patience to guide. I would say each Leader has to spend at least 2 hours per month with each of their team members to look at the processes and guide them to improve the processes. In some cases they may spend more time and in some cases they may spend less time.
Using the above aspects of Leadership and other aspects that you may feel necessary, it is required for you to build YOUR WAY of Leadership that continuously evolves and that delivers Consistently!
If your team is getting consistently better results, this is one indication that you found your way!
When you look at a typical Manufacturing Company in India, the usage of IT is very limited. A small percentage of Big companies use IT in an effective manner. While a great majority do not use the Quality, Manufacturing and other Modules in ERPs like SAP even though they would have paid for it and they lie unutilized in their servers.
Resultantly, most of the Important work in Manufacturing happens off line. We don’t try to control the Manufacturing process as it is happening. Most of the controls are off line. We seem to be letting defects / problems happen and then we are reacting.
Can we go more online?
I think we should go much more online than what we are right now. I would recommend using some Apps for specific purposes. I would recommend using IT in two areas to begin with:
a) How Employees Learn
b) How Employees pursue Routine
Let us examine how we can use I.T effectively in these two areas.
How Employees Learn
Objective of this exercise can be to reduce losses on the shop floor and improve efficiency by bringing a focus on to the Skills and Knowledge of every employee in the Shop floor.
Today in most of the Companies there is some focus on the Skills of the Workmen. In most of the Companies this focus is very weak. There is no effort to continuously improve their skills. Focus on the Skills and Knowledge of Staff is much lesser. Only a very small percentage of the Companies the Staff are getting trained in a systematic manner.
We can’t afford this anymore. We need to become very efficient if we want to grow our top and bottom lines. Let us act on this !
I would suggest defining the Competencies that all the employees need. These competencies may cover:
a) Product Knowledge:The employees need to have good knowledge of the Products that they produce.
b) Process Knowledge: The Manufacturing Process and the process in every function can be another focus area.
c) Systems Knowledge: The Systems that the company may be following can be another focus area as this will ensure employees know the way of working in the company. Eg. Manufacturing system, Daily Work Management System , Policy Deployment system etc.
d) Functional Knowledge: This covers the knowledge that each Staff member needs to have respective to her function. Eg. APQP / MSA / Problem solving knowledge for Quality Engineer.
Bring the Training online
You can bring the Training on these topics online by doing the following:
- Define the Training agenda for each employee covering topics from the above 4 fields.
- The topics defined should have close link with the requirement of Knowledge and Skills to achieve the goals for that year / Quarter.
- Divide each of the Competencies in to several Micro Competencies / Skills as applicable. We should go really micro so that the topics become small enough for easy consumption.
- Have Learning hours every week. I would recommend at least 2 hours every week.
- Make the Learning content available on line on the cloud.
- Define Certification Standards for every Micro Competency / Skill in terms of Knowledge, Implementation and Results.
- Certify the employees continuously for the Micro Competencies.
This will ensure that the Employees will have continuous focus on Skills, Knowledge. This will ensure the efficiency on the shop floor improves.
The Training and Development has to be owned by the Functional Leaders. They will be the Sponsors of the Training as they will have to show the ROI.
By bringing focus on Skills and Knowledge, the Functional Leaders can make huge progress on the efficiencies in the shop floor and that will more than pay back their investment on the Training.
How Employees pursue Routine
Routine is something that is not very exciting in a Manufacturing facility. But, without a strong and consistent routine, the heart beat of the facility can not be consistent. Most of the problems that Manufacturing Companies face is usually related to a violation of Routine.
Defects happen as the SOP is not followed, High Break downs of machines happen as the Preventive Maintenance does not happen, New Products do not perform better as the New Product Development process is not followed well. The list can be very long.
Strengthening the Routine in a Manufacturing Company can give very high returns.
If you look at how the routine is being followed now, it is mostly offline.
- Quality System is verified off line.
- Machines Preventive maintenance happens offline.
- The Production Routine of a Supervisor happens offline.
- Safety checks happen online if they happen.
How do we bring the Routine of the Shop floor online? I have some suggestions.
01. Online Quality Checks: Develop a Software that will work on hand held devices (may be smart phones) that can do the following:
a. Trigger Quality checks on the basis of the Product that is running on the line.
b. The triggers may go for People across the hierarchy to take care of the ‘Layered audit’ principles making Quality the Collective responsibility of Employees at all levels and not just the responsibility of that Junior Inspector of Quality on the Shop floor.
c. The Data will be accepted in various ways by the Software:
i. Physical data entry by the person to whom the check is triggered.
ii. A Photographic input for Visual Checks.
iii. An electric pulse from an Instrument having capability to give output.
iv. There can be more ways in which we can collect actual data on Quality.
This will ensure that the Quality System becomes online and the checks that are happening and not happening will be clear. Quality can be controlled online.
02. Online Safety system: Similar to the above Software, one can use the concept for Safety checks too. The input can be similarly taken. In addition to the inputs mentioned above, the CC TVs that are available in Shop floors can be used to identify unsafe acts and alert the concerned employees.
03. Online Maintenance Checks: Again, the approach is same as explained in s.no 1. The Supervisor / Operator will check the Maintenance points on line. The machines that have Breakdowns and Machines that already have Zero Break downs can be treated differently in terms of the checks that you do.
04. Online Assembly line: The Assembly Lines can connected to Internet and following actions can be brought online:
a. Start up procedure. Many of the Start up procedures can be automated where the Software will sense the presence / absence of certain parts / resources. The Pressure in the airline can be sensed by a Transducer and recorded.
b. Running Status recording. The Line may stop for various reasons. The losses may be entered by the operators to ensure we capture the losses. The Software can ensure this.
c. Who is working at the Station. This is quite easily captured by the Software for traceability purposes.
d. No Fault forward. The Defects that can happen at each station can be defined, Quality checks to capture these defects can be available at every station and using a RFID / Barcode system we can prevent a defect going to the next stage.
e. Line Work Management. The Line can display the data on Production / Losses and escalate the information in case of Line stoppages and other inefficiencies.
There can be several more ways in which the work on a Shop floor can be brought online. When we do it, we have tons of data coming up from the shop floor.
Analytics: We need to have our Engineers trained to analyze this Data and take learnings from the data. The learnings may include:
- The Quality checks that are getting missed out and address some practical issues that may be there in carrying out these Quality checks.
- The Engineers who may be missing Quality checks at a certain time of the day and this data can help us to understand the way of working of the Production Engineers and help them to arrange their work much better.
- The Safety points that are getting violated frequently and what needs to be done to avoid these violations.
- The Breakdowns that have relation to running a specific product and specific operation.
- Relating the defects to the people / conditions / time will become easier.
There should be a small team who does these Analytics, takes the learning and does something about it.
When you go online, the Team has to become more Disciplined and more knowledgeable about everything around. The training discussed earlier will ensure this. The Online working will also highlight the absence of Knowledge and Skill of People much more.
Indian Companies have to shift to working Online earlier than what we think.
Are you getting ready?
We have been discussing about preparing for the advent of Industry 4.0 and how Indian Manufacturing Companies can prepare for the inevitable. We discussed how various Functions in a company can get ready for Ind 4.0 situation.
In this article, let us discuss about the Leader of the ‘Future Factory’. What are the Capabilities that a Leader of Future Factory needs to display?
A Future Factory will be characterized by the following:
- Definitely a Less Manpower environment.
- Highly Automated set up.
- Much higher Manufacturing Technology.
- Much higher Capacity in each Factory due to the automated set up.
What are the Competencies required for a Leader of this type of Factory?
I would say, he requires the following Six Competencies:
01. Analytical Capability: The Leader of Future Factory will have to be very comfortable with Data. He should be able to make sense of the Data and should be ready to use Data Analytics to make sense of the happenings around him/her and take actions. The typical situations that require him to show this capability can be as follows:
a. The Online Quality System in the Factory is throwing up a lot of Data about the Process status. The Analytics Software is showing a number of Patterns of Data. The Software is continuously learning (AI) and showing new meanings from the old Data. The Data analysis of last Six months just showed a Pattern that can be a Solution to the Biggest Customer Complaint that the company is having. The Quality Team has to be supported in understanding this data as it is the first time a new sense is being made from the old data.
b. The Zero Break down record in the Factory has to be maintained by managing the various Sub-systems in each of the Machines in the Factory. The Data from monitoring the Temperature, Vibration of various parts of the Machine has to be made sense of and Predictive Maintenance has to be improved.
c. The Software that the New Product Development team is using is throwing up lot of Analytics that can be used to Learn from the Development and apply learnings to the future products.
d. The Problem-Solving Software that is helping the Engineers to solve the Problems is capturing lot of interesting Data. This data has to be used to draw lessons for New Products.
e. Finally, SAP is being used more effectively. The Cost Data is getting generated as per each Activity. This data has to be analyzed to identify Wastes and eliminate them.
There can be myriad more ways in which the Data will be generated and will have to be interpreted.
The Factory Leader does not have to do all this job herself. But, She should be able to give Leadership to her Team to adapt this point of view.
02. System Builder: The Leader of the Future Factory has to be a great System Builder. Wherever he sees a Problem, he has to look at a System solution for it. If he Looks at solving the Problem for today, then the whole System can be short circuited by this problem and the Desired result will not be forthcoming.
Eg. In a Highly Automated Factory, the output from Dust Collector is Designed to be collected by a Pneumatic System and taken to a Dust Storage system. Now, when the Pneumatic System Breaks down due to Dust contaminating all the Seals / O rings in the system, the Factory has to look to alternative System that can withstand the Dust. If temporary solutions are looked at or if the Pneumatic system is kept idle and the factory goes back to manual collection of Dust, then very soon the Manpower will creep in and the inefficiencies will go up.
The Leader has to look at building a System around everything. He should be looking at Killing problems once and for all.
Eg. An Automated System is giving a problem handling some specific parts of the Company. While it is suitable to 75% of the parts of the Company, it is giving trouble handling 25% of the parts of the Company. The efficiency of the system is pulled down. Immediate Solution is needed for this problem. The Company set up a team to solve this problem while not reducing the efficiency of the whole System. Along with this, the Leader has to ensure that the Company learns from this experience and the next Factory has to take care of this problem from word go. The Design team also has to learn from this Process incident and ensure the future New Products are Designed to take care of this manufacturing aspect. The Leader has to ensure this at a total system level.
While these Qualities are required even in a less automated environment, the costs of not doing it are very high and can be lethal in an Automated / Ind 4.0 environment.
03. Avid Learner: The Leader of a future Factory has to Learn on her Feet. This can be a great challenge! The Learning is not just for her. She has to ensure the Learning is there at Organization level.
In the Future Factory, there will be a lot of Data just about everything. There will be Data Analytics team in the Factory and they will be throwing up a lot of Data and Interpretations.
The Leader has to encourage the Team to Learn from this Data. Otherwise there is no use of this Data.
Other than this Learning within the Factory, She also has to Learn from the outside world. She has to understand how the Customer is progressing in his Business and keep shaping up the factory to suit the Customer.
Eg. Customer’s Data Analytics may show that Demand for a particular product may be going up 3 months from now. The Factory Leader has to take this information, deal with it and also ensure that the Sales team is continuously picking up these cues from the Customer and help her shape the factory to suit it.
The Learning also has to cover the Ind 4.0 elements. The Factories across the World would be having new learnings from same elements almost on a daily basis. The Leader has to learn from the information available on the Public domain and she has to participate in suitable events like Technical Symposiums to keep learning from the environment.
Paid Factory Tours, Supplier Seminars, Industrial Exhibitions, Industry association events can be some sources for new Learnings.
Every Leader has to organize her own combination of events that will give her chance to pick up learnings from the relevant environment around her.
04. Integrator: This role can be part of ‘System Builder’ Role. But, as it is a very important function of a Future Leader, this is being discussed separately.
A Future Leader should be able to look at a Quality Problem and link it to the Machine, Manufacturing Process, Maintenance Practices, Improvement required in Design of the Product, the improvement required in designing the next Machine and how the factory has to work in future to avoid this Problem.
This is a very critical ability and not easy to master. It is not required that the Leader should be expert across the Board in all Functions. But, he should be able to see the linkages clearly.
The Future Factory would be working as one unit. The differentiation between one Function and the Other will disappear to a large extent. An Engineer would be required to have expertise across Functional areas as they exist today.
A Leader should be able to mold such Engineers!!
05. Team Developer: Factory of Future will be such that it will work as a unit or fail as a unit. Working partially will be difficult due to its connected / automated nature. One system depends on the other. So, if one System is not working it will affect the other.
The Team work and working as a unit are required much more than the non-automated environment.
The information between the various areas of the Factory has to flow seamlessly and the whole team has to deliver the result together.
Eg. The Shop Engineer (Who will handle Production, Quality, Maintenance) at each stage of Manufacturing has to interact with the Engineers at other stages and also interact with the Data Analytics Engineers (Who will be the new breed in every Factory) to make sense of the Factory performance and take actions on a daily basis.
The Leader of the Factory should develop his Team for a smooth daily interaction and ensure they work as a team.
06. Frugal Engineer: In the environment of highly automated factories, the difference between your Company and a Company in USA/Europe can totally be blurred as both the Companies will be having equally automated factories (may be same supplier of equipment too).
What can be the key differentiator for an Indian Company? If the Leader is a Frugal Engineer, he can help the company not to throw Big money at the Machinery. Spend just as much as is needed. Design the Product with just enough meat and don’t give away more than needed (Russian Designs are clearly out of fashion). If your Company can either make do with 75% of the Automation as in USA and give same output or if you are able to take 25% more output from the same Machinery as in USA, then you can have a leverage over other world Manufacturers.
In Future Factories, your competitor is not just the company in NOIDA. You will have to compete with the one in Detroit too.
India is having a very high number of Engineers. Not many Countries can match us in this. The Leader of Future Factory should be able to use the capabilities of these Engineers to differentiate ourselves from the rest of the world in efficiency and money for each Rupee of investment.
These are some of the Capabilities for the Leader of a Future Factory! There can be more. Some or all of the above look like they are needed today too.
01. Many Leaders of Today Factories do not have these Capabilities. India is very big and we have too few Leaders with these Capabilities.
02. There is a subtle difference in the same Capability that is needed for tomorrow. I am sure you will notice in the above discussion.
Are you a Leader for the Future Factory?
John reached the office at 8 am itself. John is the ‘Manager – Marketing’ in the Automotive ancillary company. Normally he comes to office at 8.45 am as the office time is 9 am. But, he is very enthu about coming to office on every Monday as he has his Learning hour today. He can access the Learning programs from his home. But, he loves to sit at his desk and complete the Learning for the week undisturbed. His son has grown up. But, still there is some time to go to School. While at home, John loves to play with his son. He was worried his son will disturb him at his ‘most favorite work’.
John logged on to the ‘Learning Management System’ of the ‘Training and Certification Partner’ (whom the company of John appointed a few months back to manage all the learning of the employees). There were Two Micro Learning modules waiting for John. John also took out the Work book that reached him the Friday evening. The ‘Work book’ helps him to write down a few learnings and also do a few exercises.
John started going thru the E-Learning video about ‘Dos and Don’ts while designing the Social media promotion’. These are John’s company’s own Check list of what can be done and what cannot be done while designing the Social media campaigns. This week John has meeting with his vendor for Social media campaign. John is working out the agenda with them so that the Vendor company can go on for the Quarter.
John also has another Learning module about ‘Preparing Marketing Plan using 7Ps of Marketing’. This is slightly longer module. It goes on for 20 minutes. John has to initiate his team to prepare the Marketing plan for the next year. This is a refresher course for John. This module teaches John about ‘Their company’s way of preparing Market plan’. John goes thru this module every year before he starts the Market plan work. It helps him to refresh his knowledge about Market plan preparation. It helps him to guide his team very well.
John could see on his home screen of LMS that he has a few more modules coming up for the next week and the week after. Each week he has to spend about an hour on learning. This practice has started in his company three months back. The E-Learning videos given by the ‘Training and Certification Partner’ are quite interesting to go thru. They always build a situation around the learning and render the learning thru an animated video. It is quite fun to go thru the video and learn the concept.
At the same time, the Production Manager of the Company, Vijay was passing through Marketing department. He saw John and stopped for a chat. ‘Hey John I see that you are starting the week with your Learning agenda for the week. Great way to start the week’. John agreed with him ‘Yes Vijay this is my most favorite part of the week’. This month I am expecting to complete my Learning agenda for the Quarter and I will get a Certificate from our ‘Training and Certification Partner’’.
Vijay was happy to hear that ‘Yes John, that is great. I have completed two Micro Modules at home yesterday Sunday. It took me an hour to complete both of them and take the test too. Now I can peacefully attend to the Customer visit today’.
Vijay also has a Weekly learning agenda for himself. He can remember how they had some problem in getting used to this ‘Weekly Learning Agenda’ introduced by the ‘Training and Certification Partner’ along with the HR & Operations Head. But, those initial troubles settled down in the first month itself. The Learning was made fun and everyone waited to go thru the Learning modules.
Learning @ the Speed of Business
Exwhyzed Limited, the company of John and Vijay adapted modern learning methods using technology 3 months back. They outsourced the whole Learning agenda in the Company to an outside Partner who are experts in Manufacturing and Learning Methods. This company consists of Manufacturing Professionals who are good at Learning methods. They understand all Business aspects unlike many IT companies who are only ‘techies’.
The new way of learning meant the following to the Company:
- The Training and Certification Company identified the Skills that are needed for every employee. This constituted Functional and Behavioral skills.
- On the basis of the Business agenda for the Year / Quarter / Month, they identified the Learning priorities of the Company’s employees in different functions for the year.
- These Learning Priorities were something that would help employees immediately in handling their Business agenda. They learn and they use the skills immediately.
- The Partner company developed Interesting E-Learning Videos on the specific topics.
- Wherever some very BIG topics are there like Lean Manufacturing, there was some face to face training was there too at the beginning of the year.
- The Partner company set up a ‘Learning Centre’ for the company that had physical facilities for training as well as a few Work stations for company’s employees to take E-Learning Lessons. Whoever wanted to use this facility could come to the Learning Centre. It is like ‘Library’ in the Company. Silent and inviting.
- The Partner company interacts with the HODs and HR every month to understand the Learning agenda for each employee in the Company. Then they populate those Videos in the Learning Management System. They give access to the employees as needed.
- The Partner company’s employees follow up with employees who are lagging on completing the Learning modules and motivate them to complete the courses. There are hardly any laggards as the Learning has become priority for everyone.
- HR has already announced that ‘Skills Certification’ will be mandatory from the next Quarter for every employee.
- The employees can access the Learning modules from their Smart phones too. This made it convenient for the employees to complete their weekly learning agenda. Usually the Weekly Learning agenda does not cross about an Hour.
- The Partner company along with Operations Head monitor the Target achievement of the employees on a monthly basis. The Learning agenda of employees is Fine-tuned on the basis of their performance.
This methodology started working very well in the last three months. This way each employee would Learn for 6-8 days in every year. This is quite healthy to start with. The best thing is, this learning is directly linked to the Results that the employees are producing.
Revolution in the Learning methods
The above scenario may very well exist in many Companies World Wide in next few years.
Today the technology that is available to all of us enables us to do this. The Learning has to become ‘Contextual’ and it has to be given at the ‘Point of need’. This would make the Learning very effective.
The Learning Modules that the company develops would be a one time investment. But, they would be available to the company forever. I suggest an external Partner as this would be a very big change that a company would be implementing, and a Partner initially can help in a big way.
Even today, when an employee is forced to learn about something because he does not know that topic, he takes to ‘Google’. He will try to learn that topic by hook or crook. So, the willingness to learn is there.
Unfortunately, there are somethings that he can not learn from Google. These are typically Company specific Product knowledge, Process knowledge etc.
We only have to create our own resource bank for the employee. Employees are willing to learn on the go using their smart phones or tablets and so on.
This is a very important aspect of Digitalization that a company has to go thru. If you are able to activate your employees and make them more effective at work, the results can surprise you!!
When are you starting off?
In many companies, the cost of White-Collar Staff is very significant. By international standards, the number of staff that Indian Companies hire is significantly high. The Productivity of the Staff in a company seems to be very low. We seem to be throwing ‘Warm Bodies’ at work and problems! More Problems, more ‘Warm Bodies’..
The Indian Companies have been waking up to the higher costs of employees in the past Decade or so. The profits are under pressure. Top line is not growing as aggressively as one may want.
In this situation too, many companies have been addressing the Blue-Collar cost. Companies have been trying to hire cheaper and cheaper labor. I know many companies who try to run the whole Manufacturing Plant with temporary and low-cost labor. Genuine attempts to improve Productivity have not been many. Indian Companies have a long way to go in improving the Blue Collar Productivity.
By Comparison, the White Collar Productivity had been an unexplored area for most of the Companies.
No Standards for work!!
Most of the Companies do not have a Standard for the work of the White Collar Employees. What is the work each Position should be doing and what is the Standard time and effort that each of the work is supposed to take?
Resultantly there is no measure for the work of the White-Collar Employees. When something is not getting done, more employees are recruited. Sometimes having more people will result in more confusion and more inefficiency.
The other side of this continuum is that some companies simply refuse to recruit White Collar Employees or fire who is there. Even this act will not have any rationale. Usually it is the ‘feel’ of the Boss who may just ‘feel’ there are too many people and they are ‘wasting’ their time!
Direct and Indirect Cost of White-Collar Employees and their work
The White-Collar employees are tasked in every company with very important tasks. They decide what Raw Materials have to be purchased, at what cost, how much inventory to keep, what price to sell a product, how to market the products and many other crucial decisions.
So, the money that the Companies spend on the Salaries of the White-Collar employees is only a small proportion of the Total cost. The Cost that this group of Employees can inflict on a Company is huge. They and the work that they do can either make or break the Profits of a Company.
Hence, this category of employees deserve a much higher Quality attention! It is not enough to just focus on Blue collar and drive their productivity !
What needs to be addressed?
Companies need to consider addressing two elements of this category of employees.
01. The numbers in this category. How many people you have and how you can optimize this number? This ensures you spend as little as possible on this category of costly employees. This addresses the Direct cost of White-collar employees.
02. The Quality of the work and decisions of this category of employees. Companies need to pay attention to this as they can inflict a very high cost on the company due to the quality of the decisions that they may take.
Let us address these issues in two or three articles.
Addressing the Direct Cost of the White-Collar Employees
This again can be addressed at two levels. You can improve the Productivity of White-collar Employees in two phases.
a) Multiply the Productivity by applying the Lean Principles.
b) Go to a new level of Productivity and way of working by adapting Technology tools that are available today.
Multiply the Productivity using Lean Principles
I would suggest a methodology to address this area.
While many companies may have KPIs for their Employees and may be some of them are using them well, the Productivity at Task level may still be suffering.
Have a Target: When you start improving the White-Collar Productivity, it is important to have a CLEAR target. I would suggest the target as ‘Avoid recruitment for next one/two years’. Do not start with a target of ‘Cutting 25% of Staff’. This would be like cutting the foot to fit the shoe. While this is so basic and everyone should be knowing, I see many companies just firing Staff to reduce costs!! A Good team is what the Management should be looking to build. They would reduce costs and improve profits!
Log your time: Encourage the employees to log their time and find out what are they actually spending their time on. You can give them Log sheets and ask them to capture what they are doing and to what KPI is it really related to. This effort may give you a long list of activities. Pick the Pareto items for improvement. You need to do this for each Position in the company.
Time Study: Study the specific Tasks on which you are spending significant part of your time. By capturing the micro details of the Task, you can examine the various losses that you have in doing that particular task. Usually you would have very BIG losses.
Identify Kaizens: Identify the improvements that you can do to reduce the time that the task takes. The improvements may involve changing the Work flows, changing the authorizations, improving the ERP features and many other activities.
Carry out the Kaizens: Here, the company has to move with some great purpose. One should not be stuck with some Kaizens that are difficult to implement. It may involve modifying your ERP and modifying your methods. Good amount of ‘Change Management’ is needed here.
Multiply the Productivity
One should aim at improving Productivity by 2-3 times with this methodology. A lesser target will not justify the effort and possibilities that are there in every organization.
Wherever IMA handled this type of Project, the improvement in Productivity was at least twice.
What is critical: Try out in one model area. Take the help of outsiders in this project. An outsider can bring a fresh perspective for this work. But, you should develop an internal team that would focus on Productivity of People forever.
Next Article: We will examine how an Organization can transit in to a New Way of working at the next level of improvement.
In my interactions with about 100+ Companies as part of my Consultancy and Job experience, I have seen many problems related to Lack of Knowledge on the part of Employees in companies. Every company struggles with this problem. Some have identified that this is the problem. Some struggle the consequences without understanding the Root cause. Let us examine a few of them.
Customer facing teams not having the knowledge of Product and Company: Today, we are all losing the people in Sales, Service and Marketing teams quite often. New people keep coming in almost every month! But, my observation is that Companies do not have any tool for teaching these new people or some companies have very ineffective tools. Very few companies (may be 2%) have good systems for teaching them in a systematic manner. Result is that we have loose Cannons going to Customers and promising the sky, moon and the Galaxy whereas the company is here on earth! This is perhaps the most dangerous of all the problems related to knowledge.
R&D Teams working with low / no knowledge of product: The R&D teams also are losing many people every month in most of the companies. Again when the new people come, companies do not teach them about their product or they say they don’t have time to teach them !! Result is that the R&D Engineers are designing the products / parts without understanding the Big picture. This creates more iterations at the best and companies lose big opportunities for optimization of their new products at the worst.
Operators on the Shop floor manufacturing the product without knowing the process: I am sure all of you are suffering with the problem of losing Operators on the Shop floor every month in a big number. Still, very few companies have good teaching methods for the new operators. Some companies have Training schools. But, use very ineffective processes to teach them about the Manufacturing Processes. Result is that the Company loses a lot of People Productivity as new people do not produce at standard rate for quite some time. The Company also loses in a big way in Quality. I have seen many companies who are living with this problem for years without addressing it !! They not only lose money, they lose customer confidence and they lose Top Line !
Manufacturing Team not exposed to Lean: Most of the Indian Companies have Manufacturing Teams who are not conversant with Lean Principles. This problem is there at senior levels as well as junior levels. This results in companies working in a very inefficient way. They use resources at least 2X than what is required. Many companies feel very happy if they can meet 100% of the Customer Schedule. They are not focusing on working efficiently and saving some big money.
The same type of problems are there in Procurement where the teams do not have knowledge of Best Procurement practices, Engineering teams not conversant with Value Engineering principles, HR Teams not knowing about better Training practices, Stores teams not having knowledge of Kanban, Inventory Management.. the list can be long.
Indian Companies are working with lot of inefficiency! We can improve our Bottom line and Top line in a big way if only we can address this problem of Employee Knowledge in respective areas.
Today we have Technology Solutions
Today there is enough technology available for companies to leverage and develop Learning Solutions for the employees.
E-Learning: Using E-Learning, the Knowledge required can be taught to the employees in a systematic and uniform manner. The advantages of this technology are as follows:
a) Make the learning interesting.
b) Make it uniform for all employees.
c) Test the knowledge and certify the employees.
d) Repeat all this at no extra cost throughout the year and beyond.
Virtual Reality: Using 3D and VR, one can teach about Product and Technology. The 3D Videos can help you to give a unique experience to the employees to look at the Products In a Virtual manner, look at them from all angles and understand the small details very well. This technology can be applied using the VR Goggles. This technology can be used in Product technology and it can also be used to convey an Induction program that will take a remote employee right in to the Factory using 360 Degree Video. There can be many more applications to this technology. Augmented Reality is another related technology that is available in this area.
Gaming:Gaming has multiple approaches in Companies. Especially in Manufacturing. Using this, the knowledge can be conveyed in an innovative manner. Gaming can also be used to expose the Employees to different Business Problems in a fun or serious manner. Serious Gaming can be quite useful to companies to enhance Learning.
How can you apply these Technologies?
Develop Solutions: A Company needs to get the Learning Solutions developed as a one-time affair. This is going to take some time for companies to do it. All the Knowledge that is needed for a company may not be available in a documented manner. The Knowledge has to be documented and it has to be used along with the Technology to develop innovative solutions.
Proficiency Levels: The Proficiency levels have to be defined in a Company for Employees at various levels in each type of Knowledge. Product knowledge is needed for an R&D Engineer at the highest level. But, for a HR Executive this may be required at a much lower level.
Learning Management: The Courses to convey the knowledge have to be made available to the employees for learning and certification. This data base has to be maintained using a Learning Management System.
Learning Centers: Learning Centers can be developed with a combination of Physical work benches and E-Learning Videos that help the employees to learn the process theoretically and then apply it on the work bench. One can aim at bringing the new employees to the required Productivity and Quality in the Learning Centers before allowing them to the Shop floors.
Organizational push: While all this can be done, the Employees also have to take responsibility to learn. To ensure this, the Companies can think of making Learning and Certification of employees a mandatory affair. Unless the Employees are Certified, they may not be eligible for participating in the Annual Performance evaluation. This will ensure there is a Pull from Employees for the Learning and Certification.
A Company can revolutionize learning and get tangible results with this approach. I believe Companies should take help from outside to do this. I personally would prefer People with good application knowledge than those who are expert IT People. In this area what is required is the innovative application ability.
Are you ready to take your Learning to a new level ?
What is Critical: To understand the Technology and applying it in a Model area is important to realize the power of this approach.
Today, India is becoming more and more prominent on the world stage. Whether it is the Business arena or Political arena or Health, Art & Culture, the world is looking at India with higher expectations. Indian Leaders are playing a prominent role on the World Stage. Whether it is the Sundar Pichaiah (Google), Sathya Nadella (Microsoft), Shantanu Narayen (Adobe) or Dr.Soumya Swamnithan (WHO), many more Indians are in prominent roles world wide. Indian Businesses are going out to the World. Acquisitions by Indian Companies are increasing.
Indian Leaders to prepare themselves !
There are several Leadership Models that are available in the world including several with the Corporates. Many of these models are having ‘Self-Management’ as one element of the Leadership. But, they are all predominantly ‘outgoing’. They talk about what the Leader has to do out in the world. In Sanskrit these are called ‘Paraak’ (Outgoing). But, for a Leader to be effective, he has to be a master of his ‘self’. He has to undertake a journey in to his ‘self’. This is called ‘Pratyak’ (Inward).
India is having more than 5000 years of History in this Science as recorded in the Vedanta and Upanishads. This is the Science of ‘Self’. While I have read some of the Upanishads as explained by Swami Ranganathananda ji (EX-President of Ramakrishna Mutt), I am not an expert on this subject by any yard stick.
But, I strongly feel we as Indians can adapt a Leadership Model that is focused on ‘Self’. Whatever the Leader may want to get done in the outside world, whoever he may be dreaming of influencing, he has to start with himself. He has to manage his ‘self’ and develop his ‘self’ to inspire others.
A well evolved Leader can project a New and Dynamic world around him/her.
The Indian philosophy of Leadership is that you have all that takes to become a fantastic leader in your ‘self’. It is already there. You have to only unlearn your old habits and take off the dust on the ‘mirror’. Once you take the ‘dust’ (old habits), your ‘self’ will shine through.
On the basis of this philosophy:
We can adapt a Leadership model that centers around ‘Wellness of the Leader’ through maximizing the Four Energies that all of us have and Inspiring a Wonderful Change all around us.
If a Leader can Manage and Maximize his four Energies and use them well, he can have a wonderful effect on the world around him. He / She will be able to inspire the people around them and help them achieve something Superlative.
Physical Energy: A Leader has to manage his Physical energy very well. My observation is that only a small proportion of the Leaders who are actively managing high responsibilities take care of their Physical energies. A Leader may maximize his/her Physical energy by Physical exercises / Walking / Zumba/ Yoga or any other means. Those of you who regularly exercise will agree with me that a good Work out actually lifts your energy and not consume it.
Emotional Energy: A Leader has to manage his/her emotions and maximize Positive emotional energy and minimize Negative Emotional Energy. You would have noticed that Positive Emotions would propel you to do more than what you would have thought possible and Negative Emotions would kill your day on an otherwise wonderful day at office. A Leader can use the energy from the Positive Emotions while avoid becoming an Emotional Person.
Mental Energy: A Mind that is focused can work like a Laser beam. Today, we have several threats to our Focus in the shape of several Electronic Instruments around us. ‘Multitasking’ is becoming the order of the day. Multitasking simply does not work. You cannot be efficient while handling several things at a time. You would have experienced a wonderful efficiency when you simply shut out everything and focused on one task. You would have also experienced a situation where you were trying to do several things and not able to do anything properly.
Spiritual Energy: This perhaps is the most powerful energy that all of us have. But, many of us would not have tapped in to it as yet. This is the energy that we can access when we keep a higher goal for ourselves that is beyond our selfish interests. One of my friend participated in helping the Chennai Flood victims a few years back. He worked for 20 days every day about 16-18 hours travelling all around Chennai. He says he was totally drained of his physical energy. But, was able to carry on as he felt he is doing something wonderful to the fellow human beings. After this experience, he has become a Believer in working for something higher ! Now, he has a higher goal in his life to help people around him while he is working and earning for his family which is a basic need.
If a Leader is having a higher goal of doing something beyond his selfish requirements, he will tap in to this energy. He will do a larger good and he will also achieve his/her own personal goals too.
An Entrepreneur may have the goal of achieving Rs 1000 Crores , he may also redefine the goal as ‘Giving employment to 2000 employees’. If he redefines it as the second one, he may go beyond his own selfish requirements. By defining it in the second way, he need not sacrifice his first goal.
You would have noticed that Big companies like Toyota, Mitsubishi, Tata Steel have their Goal that look beyond themselves. The Social Goal becomes the bigger goal. Their own Financial goals become a sub set of the larger goal.
How to Develop ourselves as per this model?
India has the resources to help us develop ourselves as per this Leadership Model. We have several Spiritual Leaders who are propagating these methods. These are Yoga, Meditation and several other tools. I am not sitting in judgement of how good the Spiritual Leaders are individually. But, the methodology that all of them are using is something that can work for us. Take what is good from them.
As I know, this Leadership Model and this methodology to develop ourselves has nothing to do with any Religion. It has got everything to do with Human Beings. As such all Human Beings can use it!
What is Critical: One needs to learn about the ‘Indian methods’ that are available in India. We need to explore more in to the concepts to decide how it can help us!!
For those of you who have been on your own for some time, I do not have to convince you about the fact that your Energy levels may be much higher when you are on your own as compared to the time when you worked in a Job. This is not to blame the job or Boss or anyone else. This is just a fact.
One can realise the highest level of Energy if you are not just chasing higher money and you are chasing your dream in terms of the higher achievement in your life / Career. When you are on your own, there is no difference between your life and your career.
I have been on my own for the past 6 years and more. I could clarify to myself that the higher goal for my life is to ‘Help others to grow’. I need to earn money to take care of basics for life. But, my philosophy is to ‘Help others to grow’. So, I am not looking for money in everything. I am able to enjoy my work more when I free myself from this necessity to ‘look for money in everything’. If you are progressing towards your higher goal, then your lower goals would be met. Have no doubt!
What are the Energy Blockers in Job?
There are certain Energy Blockers when you are in Job. These Energy Blockers may not be there in equal proportions in all companies. There may be some companies who may be able to enable the energies of the Stake holders to flow freely and achieve higher goals. These companies typically have their Mission also in the higher terms. For example, the Mission of Mitsubishi is to ‘Move the World Forward’ with its’ prime movers Engines / Motors and so on. The mission of Toyota is to ‘Further the Mobility on the Planet’.
Tata Steel’s tag line is ‘We also make tomorrow’ highlighting their intention to contribute to the tomorrow of everyone. I remember a few years back Tata Steel used to talk about ‘We also make Steel’ to highlight the fact that they are ready to contribute to much more than just Steel.
These companies do not look at furthering their own agenda and ignore the people involved. If the companies are guided only by the Annual / Quarterly results, then these companies will not be good places to work. The companies that I spoke about earlier do take care of the Annual / Quarterly results by not being obsessed by it.
Let us look at couple of Energy Blockersthat may be there in a Job:
01. You may not be doing the work that you like: A higher percentage of today’s youngsters are trying to do what they like and are trying not to get in to whatever is available. But, still majority of the Job seekers at all ages are just getting in to whatever is available. So, you may not be doing what you really like. But, you need to reflect whether you know ‘What you really like’. My observation is that many of us need to ‘unearth’ our Passion. It may not be very apparent. Whatever you may think is your ‘Passion’ may not live long. Try ‘unearthing’ what your Passion is..You need to really reflect to do this.
02. Your Organization and you may not be aligning: You may think you like what you are doing. Infact, some people may think they are ‘really enjoying’ what they are doing. One agenda is to ‘unearth’ what your real passion is. But, your Energy may not be flowing fully as it is very difficult for everything in your organization to align with your thinking. You may not agree on the Ends or Means to achieve the Ends.There can be several reasons for the non-alignment.
What are the Perks of being on your own?
01. You can create your story: When you are on your own, you can be the creator of your Story. You can plan your Career / Business and ensure progress on it. This is the most obvious perk that you can have.
02. You can build up your Story as you like: While you may start with what you like, you can develop it and make it flower the way you want. You may build several steps towards your Life / Career Mission.
03. You can do what you always wanted to do in addition to your Business: For example, If you always wanted to contribute to a Social cause in addition to your work, now you have a wonderful chance to just do that.
01. You can be in touch with your ‘Real You’: When you are an Entrepreneur, the need to be in harmony with the world around you will ensure that you keep your ego aside and deal with everyone around you. This is a huge opportunity for you to be in touch with your ‘Real You’. Of course once you are successful, you may go back to your ‘old being’. But, you have the opportunity to choose the ‘Real you’.
02. You may earn much more than what you would earn in a job: You normally start off with this goal. But, you may have to wait for some time before you can achieve this. You may earn much more than what you would earn in a job over a period of time.
03. You may create something that is lasting: Every Entrepreneur has this chance to create something that is lasting beyond himself. You have a chance to create a great value for the Society.
There are so many benefits that if you use this opportunity well, you can learn much more in life than what you would do if you work in a Job!
Critical factor: If you are on your own, I feel the most important thing is to have higher Goal and really enjoy what you are doing. All other Commercial Goals will be achieved if you are progressing towards this higher Goal. All the Very Best !!
In the last few years, we can see a very good Start up culture across the Country. We can see Youngsters and Older people alike getting in to some Business or the other. Industries across India are in a ‘Correction mode’ where they have stopped recruiting as they used to and are in the phase of improving People Productivity. So, the Jobs are not available in plenty. This is also pushing some people to go on their own.
I consider this as a highly positive development. People of India have the choice of going on their own. Many Professions are gaining the respectability that they deserve. Some years back, selling food on the Road side may not have been preferred by Educated youngsters. But, now the Food Trucks are well respected and you can see well educated youngsters getting in to it. This is how a Society develops. More Capable people enter in to every area and generally there will be an upliftment of the work concerned with Customers getting better Quality for lesser price.
You can see this happening in Politics too. More Educated people are getting in to Politics. You can see some good examples like Nandan Nilekani who are prepared to throw their hat in to serve in a field. I am sure this will lift the arena of Politics and Politicians. We need more to happen in this area.
Job or Business ?
I notice that there are atleast Four types of People around us.
01. Early adapters: These people may be second Generation in a Business Family or they may be first generation Businessmen / Women who chose to go on their own immediately after Education. I personally like this category very much as I feel they have chosen their Mission early on.
02. Planned adapters: I see a lot of people coming in to Business this way. They earn some money and experience before they make up their mind to do what they want to.
03. Better Late than never adapters: These are the Professionals who would have put in 15-25 years in the Industry and then decided to leverage their long experience to do something on their own.
04. Second Innings: These are perhaps people who start doing something after gaining lot of experience and saving some money.
I belong to the third category above. I personally feel there is nothing wrong with any of the above categories. We are all what we are ! Each of us have our own Priorities and Compulsions in our lives.
Why do we want to go on our own ?
It is perfectly okay to Work in a Job or Be on your own. We need to understand what drives us as individuals.
Some of us are quite happy working in a 9 – 5 Job. We get adjusted to the demands of the Job. We find our peace in it. We build our lives around the Companies that we are working for. Some of us may not be working in a single company. We may shift our jobs. But, we are quite fine with working in a job. We build our homes, educate our children and we keep progressing in our lives. This is perfect as long as you enjoy what you are doing.
There are some of us who are not happy doing the 9-5 job. You always have this burning desire to do something more and something what you always wanted to. This person also has the same needs as the person discussed in the previous para. But, this person is motivated by something more. Initially, this person may not have his Goal clearly spelt out. This person may be unhappy many times at the job. There may be nothing wrong with the job. But, what is causing the struggle in his/her mind is his/her own ‘nature’. He wants to do something on his own and Create something in a different manner.
Put your finger on it..
I request those ‘Own Types’ to recognize this desire in them. It requires some amount of reflection and soul searching to find this. There is no point in blaming the job you are in or your colleagues and your Boss. What is causing the discomfort is ‘your own nature’. Recognize this and take steps to fulfill this in a nice manner. For all you know, you may be able to do something for the Company that you have been working for.
What to look out for?
Having been on my own for the past 6 years, I have gone through the metamorphosis of being in ‘Senior Positions’ to being ‘on my own’. I would like to share my experiences on being on my own and what you can look out for:
01. Leave your ‘I am Boss’ feeling in your last job: When you work in a fairly Senior Position in your Company, you would have gotten used to being pampered by your team. You get a lot of respect whether you deserve it or not. That comes with the Position you were working for. When you come on your own, you have to EARN this with every single person that you meet. Your ‘Past’ can get you somewhere. But, not everywhere. So, clearly ‘What got you here, won’t get you there’ !
02. Learn to do small things on your own: When you work in a Company, you would have gotten used to getting things done by your Team. There would be a Battery of people to do several small things like booking an air ticket, booking a taxi, preparing a presentation and so on. When you come on your own, you need to learn to do these things very quickly.
03. That ‘Secure’ feeling: When you are in a Job, without you realizing it you feel very secure in several situations. You know the Company would take care if you fall sick or if any of your family members fall sick. You may have a Mediclaim when you get on your own. But, still the ‘Secure’ feeling will be missing. You would have been getting the support of the Company in several areas without you realizing it. Like a quick word from the MD for admission of your Kid in to a good school / college or the help of your Colleague to get appointment in a Busy hospital and so on. These are all small things. But, your family would have gotten used to all these. Now, you will not have this ‘warm blanket’ around you when you get on to your own.
04. Have you really ‘been there and done that’: Many of us may not realise that the Big wins that we had in our career would have been contributed largely by the team that was working with us. You would have been a good aggregator working at the top end ! If you did not get in to the Shop floor and implemented the practices yourself, then suddenly you may find that you cannot really help a client or yourself when you get in to the Shop floor to repeat it when you are on your own!! This is a serious problem. You have to measure yourself on this scale even before quitting your job !
05. Can you Slow down and empathize with others: When you are trying to help others as a Consultant or trying to get something done with your team in your own Venture, you have to be able to Slow down and get down to the speed of others. You should be able to measure progress on their scale and not on your scale. This ability decides how far you can help your own team or your clients.
06. Can you Cross Pollinate: You would have experience in certain industries and certain situations. You would not have covered the whole gambit. If you have selected to do something in a field you have been working all your life, then you are relatively safe. But, if you have to get in to other Industries and help them, then your ability to transfer your learnings in to another set up and make them work is very important. For example, Can you bring your learnings from dealing with a Dealer network in Capital Equipment industry, modify them to dealing with Dealer Network in an FMCG environment?
07. Do you like Bungy Jumping: When you leave your job and go on your own, you may not know whether you would be successful. You may not know whether you can be successful consistently. If you are consulting like I have been doing, you would not be sure of ‘Good billing’ every month consistently. If you have set up a Restaurant, you would not know when you would get pushed off the perch by a competitor across the road. So, there is more adrenalin involved in being on your own. You will get used to it over a period of time and you may start enjoying it. I equate it to Bungy Jumping. Only difference is you do not know whether the rope is tied properly or not!!
08. Can you really build a team: Those of us who worked for a longer time in a job have to be aware of one more basic skill that we need. We need to attract a team and retain them for a reasonable period. When you were in job, you would have done it day in and day out. But, at that time the BIG COMPANY was behind you. Now, you are the BIG COMPANY. You need to change yourself to succeed here. You can’t be saying ‘IF this guy leaves, HR will get one more’ !! You are the HR !!
These are some of the ‘Look outs’ for those of you wanting to get on to your own. I will share more on the perks of being on your own in next article.
Critical: If you are continuously being unhappy at job, recognize that it is not about your Job/Boss/Colleagues. It is about you wanting to do something more!! Respect that feeling. Analyze it. See if you are ready to take that plunge! Otherwise, it may explode in your face sometime!!
I can help you if you need help. What are friends for?? JJ
I have seen many Leaders who thrive only on their Authority and not really display Leadership Qualities. These Leaders typically want to be the author of every success around them. Somehow they would feel insecure when someone from their team comes up with a suggestion that is not thought out by themselves.
The characteristics of these Leaders are:
- They have a misconception that as Leaders they have to bear the responsibility for every success of their team and only they have to do it.
- These Leaders feel they are losing out when their team members are actually stepping up and starting to flower.
- As they feel they have to come up with the Best ideas, they do not think any idea of their team member is a good one.
- They try to look for ways to appropriate the credit for the good work of their team members as they feel as Leaders, only they should be coming up with all great ideas.
- They would like to get rid of all those who are not ‘falling in line’ with their thinking as they feel these team members are disturbing the ‘team work’.
- These Leaders typically complain that their Team members are not stepping up and they are passing on everything to the Leader..
The effects of this type of Leadership are:
- Team members will be endorsing every idea of the Leader.
- Those Team members who feel uncomfortable will leave the team.
- The progress of this company gets limited by its’ y leader. Over a period of time, only those who are better than the Leader, leave the Company. Even those who stay ‘learn’ how to not mess with the Leader.
A good proportion of the Leaders that I see fall in to this category. This is generally a ‘Disabling Leadership’. There are very few leaders who can scale up / scale down their own Leadership based on the situation on the ground.
I heard one definition of Leadership from my ex- Boss which stuck to my mind. ‘A Leader should be like a missing piece in a puzzle. Any piece can be missing at a given point of time. A Leader has to constantly modify himself to become that missing piece of puzzle’. So that the team always succeeds.
A Leader needs guts to adapt this Leadership Style.
This Leadership Style is defined by the following:
01. Longer Term Objectives: This Leader is not worried about the short-term results and he is always looking to achieve the longer-term objective. This Leader is not worried about his own contribution. He wants whatever is required to achieve the longer- term objectives to be done. He looks at himself as an enabler of these actions and not necessarily as a person who has to do everything. This is a higher point of view.
02. Tolerance to Diversity: This Leader is tolerant to diverse opinions. His only Objective is to ensure progress towards goals. He is so Goal focused that he can ignore himself in the process. He gets alerted when he hears drastically different ideas. He looks at them as opportunities to find new ways to the goals of the organisation.
03. Confidence in own abilities: This Leader is absolutely confident of his own abilities. He knows he can raise over anything to give a good direction to his team. He knows he can transform himself in to that missing puzzle piece to complete the puzzle.
04. Ability to learn on his feet: One very important quality of this type of Leader is that he can learn very actively on his feet. He is capable of Learning continuously towards the Goals of the Company.
05. Basic trust in Human ability: This type of Leader adapts a Growth Mindset. He believes that People around him are capable and if they do not know something they can learn. He enables them to learn and succeed. As he believes in their abilities, they deliver with their abilities.
I call this an ‘Enabling Leadership’ style. Leaders need to raise up to this Leadership Style. Leaders normally evolve in to this type of Leadership Style over a period of time.
For the journey to begin, one has to know and accept that this higher plane of Leadership that exists. Then the creative tension may set in.