MOTIVATE OTHERS TO REALISE THEIR POTENTIAL

MOTIVATE OTHERS TO REALISE THEIR POTENTIAL
Leaders realise that setting high expectations can lead to self-fulfilling prophecies, where those expectations magically come true and people start playing at higher performance levels. However, unleashing high expectation prophecies are not that easy. Following a few ground rules can be prepared the ground.
POTENTIALS IS WAITING TO BE DISCOVERED
The first rule in unleashing self-fulfilling high expectations is the realisation that everyone is already that everyone is really blessed with high potential and they are waiting to be discovered by a good leader. Unleashing this potential like prospecting or drilling for oil. The expert knows that the oil is there and the challenge is to figure out how to get to it and get it out of the ground. You might not get there in first go, bit finally you get to it. The same is true with people. They are all gifted. Once you recognise this, you just have to unwrap it and put it to use.
TREAT EVERYONE IS EQUAL, BUT SPECIAL
Second ground rule is that everyone, irrespective of birth, living conditions or the designations that are beautify, and is equally blessed. It does not matter whether they are from a premier institute or whether they are from a premier institute or whether they are the CEO’s relations.
Everybody is considered equal from the point of potential. At the same time, a leader should make efforts to discover the potential behind individuals and their special interests to unleash self-fulfilling prophecies in the life of each individual. So every leader who wants his people to realize their potential faces the challenge of treating everyone equal, at the same time special.
FIRST IMPRESSIONS SHOULD NOT BE DECEPTION POINTS
First impressions need not to be true, since it is easier to be deceived by them. People could seem as if not fitting with already defined social expectations because of their external appearances. The real challenge of leader is declaring his high expectations even when they are against the conventional norms. Expecting high irrespective of appearance would mean that leaders are putting extra faith in those people, and hence adding pressure on them to live up to it.
IT’S NOT ABOUT THE LEADER, BUT EVERYONE ELSE
Self-fulfilling high expectations are all about motivating others to their finest efforts. Leaders must believe they can count on other people to come through. If the people in charge rely only on themselves as heroes who can rescue any situation, while focussing on other people’s inadequacies, they undermine confidence and break the flow of the prophecy. In contrast, when leaders believe in other people and reinforce through self-fulfilling high expectations, confidence grows, and winning becomes more attainable.

CHANGE THE CHANGE

Organisations face lot of difficulties to bring changes in process, structure and systems. Most of the firms face stiff resistance from employees and peers. Change is bilateral process, in terms of both are benefited. Once people understood the urge or need for change it is relaxed change. Role of a leader starts from make others to understand the urge for change.

LEADERS ROLE IN CHANGE

People will try to pull down the change, since they may feel fear of unknown, social status, peer pressure. In order to counter that, good leaders have to have

· Need to face loyalty to legacy practices

· Crisp decision making

· Have analytical problem solving

· Articulation of clear direction

· Adaptable

DUAL GOALS

It does not stop with focus on future or change. There is ultimate prerequisite in making people comfort with present process. In this situation a leader should maintain dual goals.

GOAL 1	GOAL 2
Harnessing present Situation/Change	Building Adaptability

TACKILIN ISSUES

Leaders need to be more dynamic in case of dealing with people. It requires orchestrating of conflicts, chaos & confusion of change. So that disturbance is productive rather than destructive.

RESCUE FROM TUSSLE

· Create a discomfort, change Status Quo

· Keep in mind, “Stability is liability not an asset”

· Distribute leadership responsibility

Leader need to mobilize everyone to generate solutions by increasing the information flow that allows people across the organisations to make independent decisions and share lesions they learn from innovative efforts.

With Warm Regards

Vinodh..

INNOVATORS DNA

{this article is publisher at Harvard Business Review and this article is Best Article published in Year 2009. I publish what I understood from the article}

Innovation is muscle power of all firms. Unless the firms innovate, they will be no more in industry. Underlying theme in present scenario among the companies are “Innovate or Evaporate”.

INNOVATORS DNA

1. Associating

2. Questioning

3. Observing

4. Experimenting

5. Networking

Associating: It is ability to connect unrelated questions, problems, ideas etc.

Steve Jobs said, “Creativity is connecting things”

Questioning: It is make use of Sixth sense. Ask “Why is?” & “Why not?” & “What if?”

As Ratan Tata’s Words, “Question the unquestionable”

Experimenting: Relentlessly try on new experiences and explore the world.

Networking: Build network with individuals from diverse backgrounds they gain radically different perspectives.

Ingrain In You:

Spend 15 to 30 minutes a day writing down questions that challenge the status quo in your company and try to understand and change things.

Cheers

Vinodh