admin

Every musical instrument in an orchestra is crucial in creating a symphony that the composer had envisaged, regardless of how faint or little its contribution. Without that particular instrument, the music would be incomplete and lacking. When google studied outstanding teams globally to understand what makes them great, the last thing that they would have expected is that it all boiled down to making every individual member of the team feel safe.

Safe to be themselves…
Safe to contribute freely…
and
Safe to experience a sense of ownership and worth…

In practice, as leaders of teams, we need to take care of two behaviours during meetings:

1. Give every member a chance to speak without judging them Some may speak too soon, some too late, some may speak too little and some may speak too much. Nurture members with patience; over time, everyone will be open and open up.
2. Be sensitive to their emotions The beauty of dealing with humans versus machines is that they can discern where to invest their energy and where not to. For a leader to tap into this discretionary effort, they need to care, share and inspire. There is enough research done in positive psychology and several business case studies to second this.

Knowledge is a process of piling up facts; wisdom lies in their simplification.
Simplifying things garners clarity and guarantees success.
If I were to attribute ‘Stress’ to a single word, that that word would be ‘Control’.

We could all, consciously or unconsciously, be control freaks, however we must be on the right side of the control continuum.
Perfectly okay to control your thoughts, responses, emotions and actions however NOT perfectly okay to control other people, their behavours, their opinions about you, their feelings. NOT perfectly okay to peg your joy and peace on specific outcomes.
You have maximum influence of your energy and spirit at this moment. perform at your peak, execute relentlessly, engage actively right NOW. Nevertheless, you must relinquish your need for control and you will relieve yourself instantly from stress. It would feel like a huge burden getting off your shoulders (back or chest), leaving your light and energised. Want evidence? Experiment with it today, over the next few interactions, open ourself to acceptance, let go of the illusion of control and experience the magic it carries.
Deeply contemplate on these words – Lord, grant me the serenity to accept the things I cannot change, courage to change the things I can and wisdom to know the difference.

It is interesting how I get many requests from corporates and MBA students to incorporate ‘yoga’ in my sessions. They find it relaxing, relieving, and it helps them concentrate with clarity. Since I help them experience ‘yogaofthemind” which does not necessarily include any physical postures, I help them see that yoga truly means ‘union’ or ‘connection’, versus ‘viyoga’ which means ‘disconnection’. To illustrate, if I am currently thirsty and am thinking about water, then, technically speaking, I am in yoga with water. Since we are always in yoga with something or another, each of us are ‘constantyogis’. Yoga is indeed powerful. If I hold a few elevated thoughts about the self, such as: ‘I am worthy’ or ‘I can do it’, then I am in yoga with that state, and as a result, I feel and become that. If I am constantly creating thoughts of doubt, misfortune, and regret then I cause a great deal of damage. This yoga is not very helpful; in fact, it is detrimental. Hence my fellow yogis, let us not wait for June 21, International Day of Yoga to do what is fashionably right, but begin from this very moment. Forge the right connections with your thoughts and be at your best right now!”

USD 125 billion was the estimated health and wellness food market size in 2023, reflecting a substantial investment in sustaining a healthy body. Wonder if we are paying equal attention to healthy food for the mind? An alert, active, and energetic mind that is calm and stable is an asset and must be fed appropriately. It is a no-brainer that thoughts make up the diet of the mind. I am reminded of a fable where the old Cherokee teaches his grandson about life. “Inside all of us are two wolves constantly fighting with each other,” he told the boy. “One is evil, full of lust, anger, greed, attachment, and arrogance.” He continued, “The other is good, filled with peace, love, positivity, truth, and happiness.” The grandson thought about it for a minute and then asked curiously, “Grandpa, which wolf will win?” The old Cherokee simply replied, “The one you feed.” We are served a variety of diets through our phones every moment. Firstly, we must avoid overeating and tame ourselves to consume information only when needed; additionally, we must refrain from junk, i.e. information that may seem exciting but takes away valuable time from performing important activities. The cost of losing valuable opportunities is immense, besides, there are plenty of dis-eases of the mind that creep in due to the consumption of information that is negative. A takeaway – to the extent that we look after our physical diet, let us pay equal attention to our mental diet and enjoy a healthy mind. The key word here is ‘attention’, and that will take care of the rest; where attention goes, energy flows, where energy flows, and life grows.

Timing of any change is a very essential thing. It can turn one’s organizational image upside down, and if valued and taken care of while making decisions, can help you skyrocket with the change of circumstances. While given a scenario of being the head supervisor of any organization, many of us even, being skilled enough, struggle with the execution of it at the wrong time. When you react spontaneously to the problem at hand, the results are very overwhelming.

While changes are an integral part of an organization, they tend to bring along the most disruption. They can put you through the scenario of reconstruction where you might question every decision you’ve ever made. The changes might spin the heads of the ones at higher power in such a way that they forget their staple patience, and instead of answering the questions at hand, they might try to escape the problem by weeding them out. But as their flight responds little do they know it is no one but themselves who’ll have to render the loss later.

An organization mainly goes through the following phases of change – reinforcement, mobilization, and sustenance. But the initial two phases take a lot of time for a company, and they’re usually unable to witness the last stage. This is very remorseful because the third stage is actually the stage where we try to conquer the change and ingrain it.

Although making the changes might come with a cliche. Employees might be disinterested in the beginning- but this is where the actual brainstorming lies. And when so many people ponder over-improving something, those efforts never go in vain. For all we know, is without bringing in every single member of the team the mission can’t be achieved.

So, here is a road map of all the stages and getting the entire work with the same zeal:

AWARENESS – This stage involves the process of creation of understanding by the superiors in making things understandable to them in the best way possible.

INTEREST – Along with understanding, it is important to note how they perceive the idea. If they don’t do it nicely, hear from them what possible modifications can be made, and lend an ear to hear their take on it.

And lastly, the stage of :

Trying – Trying out the changes and accepting them mindfully. It is important to note that no member should be denied of their right to go through these steps because, in the end, all of them are an asset.

Ecube Training & Consulting has been at the forefront in guiding, sharing, and training individuals and corporates to perform their better. Want to know more about us or are you looking for capable guidance for the process further? Drop us a message. We will connect with you soonest.

Bringing new changes in any organization can unleash a very tough time, mainly for the one who decided to do so. The problems discussed so far might just be the tip of an iceberg for the decision-making members of any company. Where the game is all about watching details, it can teach an organization some things that’ll be beneficial for it in the long run. Let us now have a sneak-peek into the heads of a major influence for an organization.

When we talk about the state of a CEO’s mind or any other significant figure’s mind through the process, we initially sense that there is an existence of an objective, but it is a fact that a plan might always stay a plan if not executed right. Thus, a change can come out to be a true test of how they cater to the responsibilities they own. But, they might have a lot of pressure and tension upon their heads, for they need to bring along as many followers and agreement givers as they can. And deciding how to go about it becomes tough.

Secondly, it is observed that scenarios take some major tolls on a person’s mental health. They can have a lot of confusion regarding plenty of things. The reason being obvious, it is their first time too with the alteration they’re trying to make. The confusion is mainly regarding the scenarios that involve careful decision-making. Deciding between the credibility of the change versus the modification insisted by their adopters becomes tough.

Trying to comprehend someone’s already existing beliefs is something that requires some conventional psychological techniques, the ones that are just apt for the incoming change. Also known as ‘levers’ these are nothing but ways of trying to communicate the qualities that one wants to trigger in others. Hence, choosing which lever to pull first, or selecting that one optimum lever that’ll influence the resistors in the way possible is simply a game of applying common sense. Moreover, it is about analyzing which of the most we’ll have to make.

While change management is a staircase of procedures like bringing in awareness, building networks, coalition, and communication, it is also a time taking process. Nevertheless, one can make it to the final step of acceptance, they’ve achieved their end goal.

An organization is nothing without its leader, especially the one who is the bedrock of its decisions. The leader’s course of action determines the future of a company, as he or she is indeed, a facet or an ambassador of the goods or services the company might provide, and being a leader can come at the cost of sacrificing your entire self for the brand image, here are a few essentials that mark the true aura of a good leader.

HUMBLENESS

A good leader is always a very down to earth person, as they are the people who are looked upon and can even be frowned upon by others if turn out to be boastful or egoistic. Hence, a progressive company requires a leader who’s humble enough to be accessible by all.

CONFIDENCE

Imagine if the tables are turned around, and it isn’t you but the ones below you being hesitant. In such a scenario, it is nothing but your negotiation skills that can pull the strings together, and these come with nothing but sheer confidence.

Remarkably, a trait that determines one’s entire picture of life, confidence is something that complements one’s field of knowledge or expertise and is the key to attaining wellness in almost every field of life. Hence, taking note of the respect and responsibility that comes along the name of a good leader, a lack of confidence can fiddle with your entire image.

JUDGEMENTS

A good leader must always be unbiased towards their employees and must be observant enough to be able to pin-point the focus areas of any project their organization might be a part of and must be well-put, enough to give the required guidance too. These qualities not only help in their sales acceleration but also help them develop a sense of trust and credibility with and within their employees, thereby ensuring workplace wellness. Hence, a good leader can turn the setbacks into comebacks for an organization, and with the right qualities and skill-set, they’ll not only be able to do so but will indeed be a face full of resilience to remember even in the future.

E-cube Training & Consulting has always been at the forefront of guiding, sharing, and educating individuals and businesses to do better. Do you want to know more about us or are you looking for competent guidance to guide you through the process? Please send us a message. We will contact you soon.

There’s no doubt that the phase of change is a time of pressure and lack of motivation for any organization. However, if we dissect the change as it comes along our way by asking why and what comes along with it, the rest that we will witness will not seem so distressing. Hence now let us try to look at the WHY of a change through the dimension of our harbingers of change, the superlatives of any organization.

So, if looked from the viewpoint of change-makers, they try to see it happening in two different attitudes:

Reactive attitude :

Being reactive to change highlights the effects from the world around the organization, all the external worries like the sliding share prices, missing market predictions, and scattered priorities might take one into the fire- flight mode, and hence through this attitude, the urgency to become a part of the fuss of the world becomes important for the organization. Hence, with such an attitude changes happen as the need of the hour, a need which is already understood by every employee. As a result, such an attitude, although might be helpful in emergencies or inter-personal crisis, they take a toll on workplace wellness, as any worry outside might force and not motivate the employees to work for it.

Such an attitude is highly inefficient, and unhealthy to have on a regular basis.

Proactive attitude :

On the other hand, a proactive attitude towards change is all about the motivation and need to change that comes from within, it is a self-driven mode of urgency that stays unaffected by the external factors, and as a matter of fact comes along with all the three- an initiative, a plan to execute in the present and another plan of similar potential for the organization’s future endeavors. And in this case, the motivation to do all of these comes from within, as in a way of the constant hustle towards outshining the rest of the world ahead. In a way, this mode is more cost efficient as everything here is already sketched out.

As a result, the employees are less stressed, more efficient, and the expenditure is less. Additionally, the turnover risk of the organization is reduced, the return on investment is high and adoption ease is increased because your staff understands why and how the change will affect them.

E-cube Training & Consulting has always been at the forefront of guiding, sharing, and educating individuals and businesses to become better people. Would you like to know more about us or are you looking for competent guidance to help you through the process? Please send us a message.