If you want to be the best, let others be…

Everyone wants to be the best – no doubt about this. And, everyone has a way of being or becoming the best, be it at the work place or life in general. Now, it is said that people are at their best when they are happy performing a given task – when they enjoy the task. Am forced to believe that workplaces should hence be nurturing happiness so as to ensure sustained productivity. Personal experience also tells me that happiness is directly linked to freedom.

Back in school based in Munnar, then famous for its wildlife, we were barred from cycling, especially in the tea estates. We were warned about tuskers, wild buffaloes and other possible elements that could hinder our cycling experience. When questioned about the freedom to do what one enjoyed, my dad would say that the feeling was mutual - cyclists would encroach upon the freedom of animals. As kids, we would in any case enforce our freedom – cycling to the elephant lake and trekking to the boondocks. Age brought along with it the necessary freedom and parents would just extend ‘advisories.’ “Heard there is a rogue elephant on Maduppaty Estate – be careful.” None of us would go anywhere close to that estate as we had seen and heard enough about the consequence of bumping into a rogue elephant. The ‘advisory’ or ‘direction’ worked well for us. We could extend our freedom to a vast expanse and be happy.

Going by the attitude of today’s youngsters at work, organizations better apply the same logic. This is especially true in a people-centric business where business is awarded to best consultants and not the best-known ones, where clients seek talent, not firm names and where competition for new projects is not between firms, but between people and their ideas. We all know ideas can flow from anywhere in the organization. Remember the success of Post-it? The point is everyone in an organization is capable and can contribute significantly to the growth of it. It is just that everyone in an organization should believe in others; be tolerant of the way others accomplish a specific task. Be kind and helpful. Above all, proactively try and nurture an ecosystem for happiness. According to leadership expert, Dee Hock, “There is never a time when our knowledge, judgment and wisdom are not more useful and applicable than that of another. There is never a time when the knowledge, judgment and wisdom of another are not more useful and applicable than ours. At any time that "other" may be superior, subordinate, or peer.”

Every employee is a leader in one way or the other and hence it is important to note what Dee Hock says, “a true leader cannot be bound to lead, a true follower cannot be bound to follow.” The moment they are bound they are no longer leader or follower. If the behavior of either is compelled, whether by force, economic necessity, or contractual arrangement, the relationship is altered to one of superior/subordinate, manager/employee, master/servant, or owner/slave. All such relationships are materially different from leader/follower.”

The blind spot

Ever wondered about ‘blind spot’ in your career? It dawned upon me during a Sunday evening drive with a cousin of mine. He remarked that the ‘blind spot’ (part of the car that blocks vision) in my car was posing enormous challenge especially while anticipating turns on the long winding road from Lonawala to Pune. Having driven the car for over 2 years, ‘blind spot’ was something that I chose to neglect. After all, it was just a fraction of a second experience and nothing unusual can happen in that period. It wasn’t a very convincing response as I could make out from his face and he reeled out accident cases that occurred as a result of a millisecond of negligence. While leaving he asked me to be careful about the blind spot.

The next morning newspapers had unusual photographs on the front page – airhostesses. While most of them displayed a toned-down disposition, there were a few antagonized ones up in arms. None of the flight attendants had anticipated a drastic step of this nature from their employer. One of them was quoted saying she was asked not to report to duty when she reached the airport. Couple of others were featured in a box on the front page, highlighting their focus to be a flight attendant, move to Mumbai and the expenses incurred to secure a job with the leading airline and finally how their dream was shattered in a day. Nobody anticipated this despite the mounting losses airlines were reporting at that time. The airline’s case was one that hogged limelight in India. World over, the year 2009 saw millions of people losing jobs and then blaming their organizations and economy for being cold-blooded.

I’d like to believe that people know the possibility of a job loss but become enamored with what they are pursuing that they choose to neglect that remotest possibility. Just like how I chose to neglect the blind spot in my car. Most of the my friends intellectually understand that the industry is transforming but stick to the tried and tested skill sets and knowledge, which very clearly will not be a differentiator. “We will see when the change gets onto us,” is the customary response. Should we get into trouble and then run paranoid seeking to re-build ourselves?

Not that one has to reflect insecurity but it is important to understand from the network of friends what is happening in one’s office and industry. More importantly, be ready for the distant opportunity by continuously attempting to grab it. Remember, companies aren’t chasing market share but opportunity share so as to build a secure future. Why not us?