Over half of leaders regret replacing people with AI: Will you be next?

Photo by Vojtech Okenka: https://www.pexels.com/photo/photograph-of-chocolate-cupcake-with-red-strawberry-toppings-1055272/

There's a rush by organizations to incorporate AI in the workplace processes, and also a rush for candidates to gain AI skills through various courses.
However, there are timew when it's felt that they should have taken more time to consider factors, including the future before taking the decision.

For eg., I wonder if those rushing to learn MLL, have considered that one day, they might be made redundant by AI systems that they have created.

Here's a thought-provoking article on why there are regrets for replacing people with #AI.

From the article: "your competitors will buy AI technologies similar to, or better than, those you are using to replace your people. Any first-mover advantage will be quickly lost.".

Read the entire article here

Pics from Leadership Training - Managing for Effective Business

 Here are pics from this workshop of 2 days covering two separate groups of leaders of a manpower outsourcing organization.  In this particular workshop, the focus was on the topics of Risk Management, Decision Making, and their relation to delivering Customer Experience.  We also covered a few tools for innovation including SCAMPER.  

This was another workshop customized as part of the Leadership Learning Journey for this group of enthusiastic learners.  

Here are the pics from Batch One

Batch two pics:

I had a lot of fun and learning while designing these workshops ensuring that they positively and curiously engaged with the content and each other.

Contact me on +919820155778 if you want to conduct similar leadership journeys for your leaders.

Pics from Leadership Training - Stakeholder Management

Here are some captures from a recent workshop on stakeholder management for two batches of leaders held over two days.

We covered topics related to identifying and managing stakeholders, particularly on building trust, influencing and negotiating with them.  Role plays and exercises for reflection formed a critical part of this workshop.

Batch 1 pics

Identified and explored the skills of a successful negotiator

Batch 2 pics

A Performer's Reflections on the TED Talk - "The Tipping Point I got wrong"

I just saw this video today, and was struck by the candidness of the speaker Malcolm Gladwell.  He talks about what he got wrong in his book, The Tipping Point. 

Here are some of my reflections (in no order of importance) on this video:

• "This is what happened" - The way the world works is not as certain as it is in one's mind.
• An outstanding and thought-provoking line - "This is what I believe happened now".
• The ability to admit to yourself that you are or were wrong is critical for your growth.
• The ability to admit that you are are or were wrong to a public audience where you are being recorded for the world to see, is priceless.
• The willingness to be held accountable for errors in your work, make you an outstanding colleague or leader.
• While it's easier to say than do completely, we should do our best 
• What would the world be like if all influencers, particularly those in positions of power, would willingly admit their errors and work towards rectifying them? Wishful thinking, I know.
• Journalists and writers need to be more accountable for the content they put out.
• What would make a person (at any level) more accountable?
• As a coach, how can we encourage such authenticity in our clients?

What thoughts come up for you as you watched the video? What would you like to add to this list.

I'd love to have your points of view.

If you as a leader or influencer, have been sparring with some of these thoughts and questions for a while, and want to have a Strengths-coach as your sounding board, click this link to set up a pro-bono 30 minute Zoom call at a convenient time.  

If the time slots don't work for you, please write to me personally on ryanbbarretto@hotmail.com and we will decide on a mutually convenient time slot.

Should there be limits to being authentic?

How much honesty is enough / needed? = how much authenticity is required for different relationships?

If we are told that being authentic is essential to building trust with others, then how much do we reveal of ourselves while being authentic in our relationships with them.

Here's an interesting Ted Talk on authenticity and leadership from psychopaths.

While the similarities to leadership are intriguing, the speaker raises critical points about how much authenticity is required for us in our relationships.  

Practical Guide to Develop Ethical Leadership

Ethics and leadership are regularly discussed together, especially over the past decade or so.  Corporate scams that have led to C-suite leaders facing jail time are in the news often.  

One often wonders what if any ethics were considered and why ethics were not followed by those leaders.

Here's a superb and practical article on how to develop #ethicalleadership.

I love the questions for self-inquiry provided in it. 

From the article: "It’s important to remember that whatever we think, say or do has consequences on ourselves and others – however small our actions are."

Read the article here.

How You build Accountability as a Leader?

 First - you set an example by showing how you are accountable in your role. 

Next - you set expectations according to the capability of your team and the results you need. Applying the Situational Leadership Model is an excellent way to do this. (Ask me how)

Then - convey your willingness to listen to suggestions from them. Allow them this facility so that both they and you can learn, even if you already know a better way. If you have to reject their ideas, please do provide a clear explanation. This will allow the team to grow confidence & share ideas that will benefit the department & organization. 

pexels-rdne-stock-project-7821498

Finally - set up formal review dates and times, along with the option for your team to come to you anytime for clarifications / updates / emergencies.  Informally, talk to the team everyday (morning or evening as per their convenience) so that you and the team are on the same page.

This question came up on LinkedIn and I am one of the people who contributed to it.  You can view it here.   

Why I answered it like this? - because leaders get best results when they lead by example. 

What it means to lead by example? "QBQ - The Question Behind the Question" is the name of a great book by John G. Miller where he describes personal accountability in clear terms.  I have used his wisdom in workshops (with positive results) where Personal Accountability is part of the topics to be covered. Do check it out.  Disclaimer- I don't earn from endorsement of the book.  I am just recommending a great resource to those who want to improve their personal accountability. 

Want to improve leadership skills in your organization? Let's talk. Connect with me on +919820155778 

What leaders have to do thrive in uncertain, turbulent times.

Super article on what #leaders have to do to thrive in uncertain, turbulent times.  

From the article - "The best leaders and companies are ambidextrous: prudent about managing the downside while aggressively pursuing the upside."

#insights #committment #execution #executionexcellence #leadershipstrategy #strengthsdecoder 

Click here to read the rest of the article.

How to get a quality answer

Getting answers that are useful means you have to frame the question appropriate to the topic you want to know more about.  Asking quality questions is a topic that doesn't get adequately covered in the education system, while there is an excessive focus on the 'right' answer.. 

Here's an intriguing topic - "Clean Language Interviewing". From the article - "As leaders have significant authority, this is compounded by the “acquiescence effect”, whereby people respond with what they believe the questioner wants to hear."

Read the article here

Participant Action and Feedback - Managerial Effectiveness for First Time Managers

I recently got to design and deliver one of my favourite workshop topics "Managerial Effectiveness for First Time Managers" for recently promoted employees for a financial institution.

This was a two day workshop, with a followup plan.  The participants were energetic and full of questions - as they agreed to as part of the Ways of Working they created at the start of the workshop.  I loved the way in which they participated in all the discussions and facilitation processes.

For me, I did my best to incorporate different facilitation processes (and an Improv exercise) into the design for both days, and didn't use a PowerPoint Presentation (much to participants surprise).  Here's some of the action from the two days.

The participant learning expectations which they wanted to apply immediately after the workshop

Sorting out the competencies of the leader

After a detailed discussion, the competencies of a leader, as they defined and understood it.

What they picked up from Day 1

And here's the overall learning from two days.

I'm thankful to Mr. Rajesh Almeida, Head - HR, for the opportunity to work on this assignment, design  the session and his team who supported me during the workshop.

I'm looking forward to more such assignments with those organizations that want to build their leadership pipeline.  Please connect with me on ryanbbbarretto@hotmail.com or +919820155778 to schedule a discussion.

Leadership Authenticity Starts With Knowing Yourself

Here's a must read article if you want to develop yourself as an "Authentic Leader".

From the article - "Authentic leaders are always investing in strengths -- their own strengths as well as those of their followers." 

When you think about it, you realize that trying to fix weaknesses wastes time, causes unhappiness, dissatisfaction and disengagement, and building on strengths can accelerate growth while having a positive energy experience.

Read the rest of the article here

Embrace a ‘systems perspective’ to move the needle on women’s leadership

A fascinating article on addressing the #gendergap gaps for #women in #leadership  

From the article - "Too frequently, in evaluating #leaders, we mistake confidence for competence. People often allow the most vocal and confident person — rather than the most competent person — to gain undeserved influence."

Read the article here

3 steps to confront your Boss

 https://fierceinc.com/blog/3-steps-to-help-you-confront-your-boss/?utm_campaign=22_Promotions&utm_medium=email&_hsmi=217781268&_hsenc=p2ANqtz-87Mv7qiMlTn0EgUBGif78JTIZeMKPXyWhidDQk8pFNoHp6Bq2a80q7QpN_tuKi1vZSRD21SJjColGjZBpBUI0aSbOIJPPT3xUj42jB1jMLdY1FOoE&utm_content=217782024&utm_source=hs_email

Super article on how to have #toughconversations with your #boss

From the article - "Confrontation conversations aren’t meant to be versations. The latin root word “con” means “with,” and this is not a one-sided speech. In other words, this is not an opportunity to go in and rail against your #leader and expect them to just sit there and listen."

Read the rest here

How to get the most out of your team.

Here's a super read with practical pointers about #teammanagement, particularly #motivation of the #team.

Click here for the article

Some of these are a part of a #managerialskills / #leadershipdevelopment #workshop that I run for organizations.

Inbox or call me on +919820155778 for a discussion to do this type of #intervention for your organization.

#strengthsdecoder #leadershipstrategy

Leadership expectations - 2022 and beyond

Here is another list of #expectations of #skills and capabilities that a #leader should have / develop. Read the article here.

I don't personally see anything new in this list (Read the book "How Did They Manage?" for more about leadership management). Here's what I know: The Strategically Smart leader knows that he cannot know and do it all, so he hires a team that complements his weaknesses with their #strengths and hires a Strengths coach to support them all.

Seven leadership development areas the C-Suite should not ignore

The job of the C-Suite folk just got tougher over the past 2 years.  Well-being is one of the many items at the forefront of the already numerous things they have to focus on in 2022 and beyond.  They have to really, really prepare themselves for all these challenges.

This article talks about 7 areas they can focus their self-development efforts on.

Read it here.

My thoughts - The C-suite has to work as a well-oiled team, simply because no one person has all the answers.  The need to hire people with #complimentingstrengths is stronger now than ever before. So there must also be focus on building this team of complementing talents through strengths based hiring.

Giving Feedback that Works

Interesting read on how #leaders can become a #confidencebuilder  for their #team members.

From the article: "Most managers dread giving feedback. Offering a blend of praise and criticism is supposed to help your team members do more of what they’re good at and improve in areas where they’ve missed the mark. But research shows it rarely works that way"

Read the article here

Poll: In my experience and opinion, a Leader must....

Please click the link and answer the short poll.

https://www.linkedin.com/posts/barrettoryan_leaders-leader-leadershipdevelopment-activity-6893456417576112128-rTed

Poll: I will be an even better leader by enhancing my formidable

Please click the link and answer the short poll.

 https://www.linkedin.com/posts/barrettoryan_strengthscoaching-leadershipdevelopment-leadershipskills-activity-6887305224344743936-n8rG

Session Feedback - Leadership and Teamwork

This is feedback from a session I was doing the Rotaract Group at SIES College, Mumbai last month.

I was given 2 hours to briefly cover the topics of leadership and teamwork.  I used a few facilitation techniques for this session and had them create a jamboard of the characteristics of a leader. 

Here's what they have got from the sessions - please click on the images to view the comments in detail: