In today’s competitive world, leaders are always tempted to take the short cut to achieve results. Leaders are evaluated quarter to quarter and hence claim that they do not have the time to trust their people. Imagine if a mother told her kid that she did not have time and hence did not trust her children. Or the patient telling the doctor that she did not trust the doctor and hence took her own treatment. It could be disastrous.

Similarly, in real life, there can be no debate between trust and mistrust. In my view, leadership is built around Trust, Personal credibility and Values. I call this the Triangle of Leadership. Trust leads to Personal credibility and Personal credibility helps you live your values in life. Similarly Personal credibility leads to Trust and Trust helps you live your values. There is no way Mistrust can make you a sustainable leader.

Trust is the essence of life. Imagine a family where the spouses do not trust each other and the parents do not trust the children and vice versa. It would be hell in real life. Every day there will be conflicts and acrimonious exchanges even within members of the same family.

On the other hand, if we trust each other as spouses and trust our children, the returns are to be experienced to be believed. I can cite a personal experience. I have been married for thirty eight years now. I have never counted the money in my purse and left it open always at home. Neither my spouse nor my children have ever betrayed my trust. Trust begets trust and not the other way around.

 

It is equally true in communities, societies and nations. The best organisations of the world have lived and grown based on trust. The world’s oldest organisations have always promoted trust amongst all their stakeholders. Similarly, the best governments in the world survive and prosper only when they instil trust in their citizens. The day trust is lost, everything is lost.

It is high time leaders realise the best of talent will thrive only in an environment of trust. The day they realise that they are not trusted by their leaders, they will leave for better places to work. So, organisations and leaders have to realise that only a culture of trust attracts the best of talent to organisations.

There is always a thin line between trust and mistrust like the red barrier in the photo above.

I always wonder why leaders do not realise this simple formula in life. We have to lead by trust and swear by trust both in our personal and work lives. However, if anyone breaches your trust, then the consequences should also be vey clear. While accidental and unintentional breach of trust can be forgiven, people should realise that intentional and repeated breach of trust will have dire consequences for them. This will also promote a culture of trust.

It is time to lead by trust always.

 

S Ramesh Shankar

 

24th Jan 2020

I have the habit of calling and wishing people on their birthdays when I come to know of them either through family, friends or through the social media. This month I called a dear friend to wish him on his birthday. We have known each other for more than three and a half decades. He was happy to receive my call and said he was waiting for it.

Then he shared an interesting insight. He asked why don’t we write obituaries for each other. When I told him that Obituaries are written and shared only on death of people, he said he was aware of that. But his suggestion was why speak about all the good qualities of someone after her or his death. Why not we write obituaries and share with them when they are alive.

I thought it was a great insight. It is true that we realise the goodness in others only when they are not around. It could be parents, siblings, friends or colleagues. How many of us take the time out to write and share about the good ness of others when they are alive ?

I not only thought it was a great idea but decided that I will implement it. I will start by writing about my friend who gave this idea. I told him that I will not call it an obituary. He responded stating he does not care what I call it as long as I am willing to appreciate the goodness and share with them when they are alive.

This friend of mine worked in the steel plant in the eighties and nineties. He is man with a golden heart. He will never say no to anything anytime. He has always been around to help people when they need him the most. He has taken care of his family and brought up his two wonderful daughters as value based human beings. He is not one of those who will call you often to formally enquire about your well being. But he will be the first to respond in a moment of distress for help. He finds ways and means to give back to society in ways only he can.

I felt good in writing this para and sharing with him. I would urge all my friends and readers to consider this idea. You may not call it an obituary but write about the good things of your parents, siblings, friends and relatives and share with them when they are around. They may just adore you for that. I loved the idea and hence I am sharing it with all of you.

Am grateful to Dilip in the photo above for giving me this new insight in life.

I would like to call it “Ephiphany” meaning insight, which I got from this interaction with my friend. You may call it the way you want to but try it. It is energising and does not cost you anything. On the other hand, you may be showered with love and blessings from all.

Why not make it your new year resolution for this year ? Please write the positive qualities of a friend or relative and share it with them. I am sure you will love the magic in your relationship after that share. Will wait for your feedback when you write back to me.

Lets try it from today.

S Ramesh Shankar

13th November 2021

I have been asked multiple times by managers as to how to know if their team members are fully engaged at the workplace. The answer is simple for me. Ask your employees if they are excited to come to work on a Monday morning. If the answer is yes, you have created an enviable work place. If the answer is no, you can ask them what they would like at the workplace so that they feel enthused and look forward to a Monday morning to come to work.

This may be true for kids as much it is for adults. I remember even twenty years back when my kids were in primary school, they were restless on Sundays since they were looking forward to go back to school on a Monday morning . When I asked them why, the answer was invariably that they enjoyed the company of their friends and the freedom and encouragement of their teachers.

I find it intriguing that managers find it difficult to unravel this simple truth. It could be because I have always been privileged to work with great teams and wonderful managers. I always eagerly looked forward to a Monday morning to get back to work. My work environment was always energising. It was not because of the physical comforts of the office. It was rather the emotional environment of the team with energy infused by my manager and other colleagues at the workplace.

I find most managers and leaders not even communicating with their team members. They find it difficult to walk around and have some fun with their colleagues. Even wishing back looks like a burden to them when their team members greet them in the morning. We do not lose any of our power or prestige by wishing people back when they greet us. Even the security guard at the office entrance is a human being and feels good when you politely wish him or her back in the morning.

Another interesting dimension is that managers are not able to understand that every individual in their team is unique. Some like public recognition while others may like it private. Some are more sensitive than others. We need to spend time with each of our team members to understand what energises them and accordingly mould our leadership style.

We also need to learn to break traditions. Why not have a party on a Monday morning at work rather than always on a weekend ? We need to spend time to create excitement at work for each member of our team. Every individual wants to excel and may do so if we provide the right impetus for them to do so. We cannot cut, copy and paste ways of dealing with people on everyone in our team. It is like every child at home is different, so it is at work. Everyone is a talent and may need to be harnessed to excel.

One of the simplest ways to communicate with your team is to share joy and sorrow. How often are we willing to share our lunch and spend time with them ? Are we at the hospital if a colleague falls sick ? Do we support a colleague to get over a crisis by being an emotional anchor ? These are small and simple ways of earning respect from our team members. It is neither too difficult to start nor to sustain.

Last but not the least is our fairness and authenticity with our colleagues at work. Do all our team members experience us as transparent and genuine leaders ? Authenticity has to be experienced through our actions every day. We cannot pretend to be so. It has to come naturally through our behaviour and actions.

Let us learn to lead by example.

S Ramesh Shankar

1st November 2018