The Embarkation and the Journey


Come! Embark with the Chronicler on a journey through Time and Transformation.

Four Stories. Five Crucible experiences.

What could be behind you taking this trip today……. and me telling you this tale?

Which Pandemic is going to leave a more lasting impact, the one inside the head or the one outside, can we be sure?

Can a moan carry with it the realisation that friendship and harmony have lost out to communal mindset and greed?

What do you say when you go away……. only to come back and find that your life has irretrievably changed?

In Learning………

Shakti Ghosal

Environment, disruption and you….

How to be an effective leader during accelerating change and disruption


Change is the only Constant. Or is it?

In my previous post, ‘Heralding the Twenties’ I had spoken of the Change Trap. To cope with an ever accelerating pace of change, we need to become someone or something we were never before. Which in turn leads to a negative impact on our creativity, performance and engagement. I had outlined a practice to avoid this negative impact.

As a changing environment and disruption touches us, we need to have a flexible surface to engage. Which essentially means the need to jettison our past derived rigidity and mindset. With accelerating change, our surface is always in a state of flux. For many if not most of us, this surface flux permeates inwards and starts effecting our core consisting of our values, our passions and relationships. This is when we fall into the Change trap.

Effective leadership in the midst of accelerating change and disruption starts with that changeless core containing your values, passions and relationships. You hold an enhanced awareness of these aspects. You then use these as guiding posts in your language and relationships. This becomes the basis for your effective tango with change and disruption.

An un-fixed and possibility-based mindset allows you to use future-based (rather than past-based) language with others.

If you already know based on your past experience, there is no place to change.

Be willing to reach out to others even if they are not seeking you.

Be willing to speak about the uncomfortable elephant in the room even if it disturbs a cosy status quo.

I invite you to think of and answer these questions in your dealings within your organisation and with team members.

  • What gets in your way of helping others who have taken on new and unknown challenges?
  • What language might you use with others which would ignite transformation?
  • What did you do that encouraged others to perform?

…… and more importantly,

  • What did you do that drained the energy of others?

Care to discuss on the above aspects further?

In learning………

Shakti Ghosal

http://www.empathinko.in

Heralding the Twenties


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“To improve is to change; to be perfect is to change often.”

 —Winston Churchill

We remain days away from entering a brand new decade.

A hundred years back, it was called the roaring twenties. An era of economic boom. What kind of twenties are we going to have this time?

I invite you to ponder on the above as also these questions. How would work change? What would create wealth? How would the exponential growth in 24 X 7 human connectivity through social media impact us and our lives?

We are into a world which is changing at an ever increasing pace. We need to continually become someone or something we never were before.

So what happens when we continually become someone or something we never were before? We feel discomfort, fear, uncertainty; we are on edge. How we feel impacts how we act, how we work. So being on edge with negative feelings as above leads to loss of creativity, inability to take risks, loss of productivity and engagement. And herein lies the danger of becoming someone or something we never were before. I call this the Change Trap.

So what could we do to avoid the Change Trap? Since it is difficult to control our feelings, we need to see how we could shift its impact on how we act, how we perform. One way of doing this is to focus inwards – into the kind of changeless core that we are and what makes us tick. Our big vision about the world and our self, our competences, our passions and our relationships.   

In the New Year, I invite you to do this practice for just the first fortnight to empower yourself and avoid the Change Trap. Write down the following in your diary every day for 15 days before you go to bed.

  1. When you were at your best today, what were you doing?
  2. When you saw your energy going up, what were you involved in ?
  3. When you felt happy helping someone, what did you do?

Should you persevere with this practise for a fortnight, you will notice how its impact changes your life and the world around you!

I wish you Merry Christmas and a lovely 2020 ahead.

In Learning…….

Shakti Ghosal

http://www.empathinko.in

The Dynamics of Arrogance


Dear Reader,

I wish you an empowering and purposeful New Year.

As we get set to usher in a brand new 2019, I would like you to reflect on the following.

What could we do in a fast changing and complex world that would satisfy issues faced by our team?  How could we develop our relational intelligence to gain traction with stakeholders?  How could we construct a dynamic game plan to get our organisation shift from the present to the created future?

What if I told you that the key to each of the above questions lies in one specific aspect of our own personality? 

To understand this some more, let me tell you my own story.

As the business head, I was the top dog in the organisational hierarchy. I felt cocooned by the warm comfort of managers, supervisors and executives being there to do my bidding. Somewhere along the way, this ‘being there’ feeling changed into a ‘better than’ mindset. And this is when my leadership problems started.

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The being there mindset

I began to think of myself as superior. I thought that as a Leader I had to be! And this led to my being arrogant. Over time this became my garb. ‘I had to use every opportunity to make all these little people understand that I was simply better than they were!’ I could just not afford not to know everything there was to know. So the arrogance led to my being inauthentic. Worse, the decision making increasingly started bordering on ‘my way or highway’. For accepting an outside possibility would undermine me would it not! This of course led to my becoming isolated.

Dynamics of Arrogance

My inauthenticity and isolation started eating into the organisation’s openness and team work. And when this impacted overall performance, the blame game hit the roof. With me of course doing most of the blaming!

The turning point came with the plummeting organisational performance. It took the shape of the following.

  • The advent of Self Awareness in me that “I need to curb this feeling of superiority that rears its head every time I interact”.
  • Getting my hands dirty by adopting a ‘walking and talking’ leadership style and thereby becoming curious about people, not results.
  • Practicing the Attitude of Gratitude, realizing how fortunate I have been in receiving support of others inspite of my shortcomings.
  • Leading with Generosity by jettisoning the fear of being taken advantage of. Realizing that even though I would be taken advantage of,  that would be better than being closed to openness and possibilities.

So in the New Year, what could each one of us do as leaders to jettison our superiority mindset and arrogance?

In Learning……..

Shakti Ghosal