BEING GENIUS IS NOT LEADERSHIP

TWO TYPES OF LEADERS

MULTIPLIER

DIMINISHER

Inquisitive condition and freedom to perform

Orders are barked with Aura of fear

A thought process of Multiplier

Amplification of Capability

Growing the Ideas

Surmounting Challenges

Creating Geniuse

s

THE MULTIPLIER

EFFECT

Resource LeverageG r o w t h w i t h o u t a d d i ti o n a l e q u i p m e n t

N o a d d i ti o n t o h e a d c o u n t

M u l ti p l i c a ti n g : - b e tt e r u ti l i z a ti o n o f r e s o u r c e s

Logic Behind AdditionPeople are overworked

Best people are maxed out

Therefore for bigger task need more people.

Actual scenario :- Overworked & Under utilized.

Logic Behind MultiplicationEfficiently extracting capability of people

Intelligence X Capability – Bigger investment = Growth

Better resource efficiency

DIMINISHER MULTIPLIER

MANAGE TALENT

APPROACH MISTAKES

SET DIRECTION

MAKE DECISIONS

GET THINGS DONE

USE

BLAME

TELL

DECIDE

CONTROL SUPPORT

CONSULT

CHALLENGE

EXPLORE

DEVELOP

Diminisher

GET FULLY UTILLISED & GROW

GET RECOGNISEDOFFERED NEW

OPPORTUNITY

ATTARACT

OTHER A PLAYERS

TALENT MAGNET

A PLAYER

A+ PLAYER

INCREASED MARKET VALUE

REPUTATION FOR PLACE TO GROW

GET BOXED & UN UTILLIZED

LOSE CONFIDENCE AND RECEDE

STAY AND WAIT

AVERTS ‘A’ PLAYER AND ATTARACT ‘B’ PLAYERS

EMPIRE BUILDER

A PLAYER

A- PLAYER

DECREASED MARKET VALUE

REPUTATION FOR PLACE

TO DIE

B PLAYER

HOW TO BE A TALENT MAGNETLOOK FOR TALENT EVERY WHERE

APPRICIATE ALL TYPES OF GENIUSIGNORE BOUNDRIES

FIND PEOPLE WITH NATIVE ABILITY

UTILLIZE PEOPLE TO THEIR FULLESTCONNECT PEOPLE WITH OPPORTUNITYSHINE A SPOT LIGHT

REMOVE BLOCKERSGET OUT OF THE WAY IF LEADER HIMSELF IS BLOCKER

THE LIBERATOR

L i b e r a t o rA N I N T E N S E L E A D E R

DEMANDS FOR PEOPLE’S BEST WORK

GENERATE RAPID LEARNING STYLE

CREATE SPACEGIVE SPACE BY RESTRAINING YOURSELFSHIFT RATIO OF LISTENING TO TALKINGCREATE PREDICTABLE PATTERN OF BEHAVIOURCREATE SAFETYLEVEL THE PLAYING FIELD

DEFEND THE STANDARDSDETECT THE BEST WORK NOT OUTCOME

ADMIT & SHARE MISTAKESINSIST ON LEARNING FROM MISTAKESLABEL YOUR OPINIONGIVE TIME TO LISTEN

Are you a MULTIPLIER or a DIMINISHER ?????

Test yourself

You are a PROTECTOR. You act as a buffer and focus on removing obstacles and barriers for Teammates.

YES NODIMINISHERMULTIPLIER

When you need to staff a new project, 1. You turn to the people directly

working with you. 2. The people with most smartness

and intelligence within the team.

1 2DIMINISHERMULTIPLIER

You believe that stress creates performance and drive people for hard work and results.

AGREEDISAGREEDIMINISHERMULTIPLIER

Do you consume lot of space in meeting?

YESNODIMINISHERMULTIPLIER

You always come up with new ideas and strategies for your team to work on.

AGREEDISAGREEDIMINISHERMULTIPLIER

On crucial matters you make the decision yourself.

AGREEDISAGREEDIMINISHERMULTIPLIER

When problems surface, you react quickly by making rapid decisions that keep the organization moving ahead.

AGREEDISAGREEDIMINISHERMULTIPLIER

When you see your team member failing, you jump to rescue them so that your team will not fail.

AGREE DISAGREEDIMINISHERMULTIPLIER

As the leader, you set the pace and the standard for delivering high-quality work, so others can learn from your example.

AGREE DISAGREEDIMINISHERMULTIPLIER

An introspection

Generally in meetings, do we listen more

or do we speak more ????

INTROSPECTION

Do we decide ourselves

the course of action to be followed,

or

we allow a debate and decision??

INTROSPECTION

When things get perplexed,

do we give them decisions

or

challenge them to set the direction and debate the decision??

INTROSPECTION

How we approached the mistakes of our team members ?

We only blame them, and make them weak

Or

Do we allow them to explore the reasons, think intensively and learn from the failures and correct it ??

INTROSPECTION

Are we utilizing the talent/ genius of our team fully? Have we ever asked this question

“ In what ways is this person smart” rather than asking

“ Is this person smart” ?

INTROSPECTION

We focused only on

using the talent of our team member

or

do we give them ample opportunities to develop it ??

INTROSPECTION

Do we control their actions or do we support

them ??

INTROSPECTION

Do we give a level playing field

for all the participants

or

do we keep prejudice ??

INTROSPECTION

Do we ever admit a mistake with our team and say I have done a mistake, I am sorry ??

INTROSPECTION

Feed Back Time

Do we hear WE

more in our team

than I and HE ??

Feedback

Do we feel that our team members are confident and daring to express their views and opinions in front of us with out fear or do they hold back ??

Feedback

Do we notice that

our team comes forward and openly admits that they have done a mistake and put that mistake on the table as a learning process for all ??

Feedback

When complexities arise,

The team is awaiting decision from you

or

they engage in intense thinking, serious debate and come out with solutions and proposals.

Feedback

Are we ready to give the team

the ownership and credit for their work

and

invest in their success ??

Feedback

How many times in a year we have discussion with our team members to access the performance with fact and figures and provoke them to think and improve it ??

Feedback