Maximize Leadership impact using Feedback
It's so wonderful to be here in Ranchi after five years of gap I taught this course on competency mapping and also used it 360 degree feedback for the students but today I'm going to talk about my experiences with building leaders are you a good leader when I asked this question many people respond by saying yes I am I think I am quite often when I ask their juniors colleagues and others I don't get the same enthusiastic kind of response today we have leadership theory which says leaders are those good leaders are those who build others as leaders what a wonderful I think conceptualization that has about a world in the last 20 to 30 years you go to any company across the world people talk of leaders as those who build others as leaders are you building others as leaders,those who work with you are you crippling them from becoming leaders .
series of experiences
We who looks after finance who looks after collections
We who looks after finance who looks after collections who looks at a little bit after marketing and so on at the age of 35 years 20th year he joined and 15 years he got about six promotions every two years he was getting promotion now to describe him he would go to office if the office if the company starts at eight or nine o'clock he will be in office at 8 o clock if the company closes its office hours at 5:30 he'll be there till 8 o'clock very sincere very loyal very honest meticulous no mistake escaping his attention that is the way you use it to be a wonderful guy because he is contributing to profits of the company the chairman of the company and others thought that he's a wonderful guy to have so every two years unusual he got a promotion but there is one department which had lot of trouble with this guy and that department is the HR department every time the HR posted a few people in the commercial department within three to four months either they applied for transfer from the department or quit the company they were not motivated to work with him they were all the time feeling crippled but this person who is senior vice premier shell did not know while he is getting business he is destroying the morale of people and nobody could tell him because if somebody is good in a country in the eyes of the chief executive or nobody dares to touch this this happens in India.
Anonymous feedback from known people
I am sure this happens in any other country so one fine morning there is a methodology which I invented which is called as anonymous feedback from known people to build leadership skills there are different names I started this in I am Ahmedabad in the year 1986 by about 92 this particular methodology in the West was called as 360-degree feedback we never took time to in those days you know IPR and registering all these who are not common so we never thought of this in fact I mean there were many innovations from I am Amdavad which never got their way in terms of for branding commercialization and so on including my erstwhile colleague see Carolus core competence this theory was developed in Ahmedabad and later I think when he went to us .
psychometric tests
I think it became very popular so in this methodology which came again from a very interesting wave I use it to administer a lot of psychometric tests for executives who come to I am on the bath for training program and test their interpersonal competence locus of control tolerance for ambiguity and so many other kind of qualities you the test and give them feedback at the end and explain so if you are on this part of the continuum this is what is likely to happen if you are this part this is what it likely to happen at the end of the class they are full of appreciation for this but in some of the classes someone came and told me professor Rob this is wonderful you asked for me to answer a test I answered it you labeled me and this is a good conceptualization but Sir is it possible for you to get some feedback from those people who observe me and tell me whether what I think of myself is also the way other people perceive this gave me a idea and along with this I've had an observation in the year 1970.behavior of teachers
Impact on students
I walked with a group of primary school teachers when I was working with the National Institute of Health Administration education we had an Indian Council of medical research project where we wanted to study the classroom behavior of teachers and see their impact on children we use it to sit in back of the classroom and observe the teacher behavior every three seconds note down normally if you observe a teacher behavior it falls into seven or eight categories the teacher is lecturing teacher is encouraging building on the ideas of the student asking questions directing reprimanding and so on so directing reprimanding lecturing they are called as directive behaviour and encouraging building on the ideas are called as non directive or indirect behavior and we used to calculate ratios every three seconds we note down in a minute there are 20 observations in a half an hour period there are about 600 observations you can reconstruct in the classroom .Classification of Teachers directive
we classified the teachers into directive non-directive we studied the personality of the children primary school children who are normally single teacher classroom children and we discovered that directive teachers had children who didn't like to go to school who is not registered to the classmates who are not registered to the teachers took less initiative but they may have scored well they scored academically well but they have not had the kind of initiative that is required whereas non-directive teachers produce a children who are initiated taking who like to go to school who may not have learnt any extraordinary but they have learnt so boy after the observation we called a group of teachers and taught them this particular method of observation classification into directive non-directive teachers and asked them to guess whether they are directive are non directive and to our surprise we found 1/3 of the teachers were thinking that they were directive they were non directive or they were thinking they were non-directive they were actually directive that means at least in 1/3 of the cases you think you are autocratic but you may not be really maybe the opposite of it or do you think your participative you may the opposite of it so the teachers were not aware in another third they had absolutely no clue and so on but at the end of the training program when we presented them the data there it was a phenomenal amount of change six months later when we sat and observed in the classroom we found that the teacher or not anymore the same may be observer effect maybe there was an internal belief now this insight has changed so borrowing from this experiment and borrowing from what the people have said we came up in this feedback methodology called feedback from known people to build over leadership behavior and I started a series of programs and I am on the bus later in the small company which I started tea we're all learning systems TV are less which is based in Ahmedabad and Bangalore and by now we have covered about twenty five thousand senior executives and top level managers including most of the every alternate CEO in the country I think had been through our 360 degree programme so around the time and the senior vice-president commercial and the HR manager was struggling to get this senior vice-president commercial to be better leader he came across an announcement by me saying that this is a program to build leadership skills through feedback from known people he went apparently and asked her the senior vice president commercial serve this is one professor Rao who over used to work with .I am on the path he started this program he twig you're already a great leader but I think it may be nice idea to get to know what others think about you go through this program and it would be nice you become much more effective kind of a leader and so on so this senior vice president commercial look at this person I will give a fictitious name to this person I will not reveal the actual name moorthi he said Murthy in the last three years how many people did you posts in my department he counted and he said that 13 people how many of them are still here only five eight people have left what time do I come to office eight o'clock when does office begin nine o'clock what time do I leave 8:30 when does office closed 5:30 how many proportions did I get in the last what do we think the management thinks of me now I think our GM HR is already quite quite nervous in terms what is this he's interviewing me I was want to send him for a program which is being held in a nice cool little place and then he says all these kind of things and then affect the senior vice president commercial told Moorthy Murthy you posted 13 people only five remain I come and work hard none of these people have the commitment that I have so do you think I should go for this 360 or this particular program of feedback from known people or you should go I think you should go for this particular program so that you can improve your leadership skills that make the more they calls me aprendiz for Arau you are the only hope but I think that hope is also gone now this person our senior Western and commercial who is delivers results but he's not willing to go for this it so happened at the time the chairman of this conglomerate was discussing with me the possibility of doing this known people feedback anonymous feedback or 360 feedback across his company and all the units I told more theme what they tell him that the Chairman is thinking of that so - and wise the Chairman whether it is worth investing this money or not let him go through this experience himself and then suggest to the Chairman this work riding north he went back to him and this work like a Wanda because sincere people want to benefit the company even if they are not aware whether they are helping other people to grow or not so our senior vice president company shell jumped on it and he said if that is
so I will go I will provide advice so the moment he agreed we sent out a questionnaire normally this four particular feedback or 360 feedback on feedback through non people starts with a tool the tool is the one which measures your style whether you are autocratic or paternalistic or you're critical or you're a development or leadership style what are your leadership activities and things like that so this questionnaire was sent to the current employees former employees who left the company his colleagues his seniors and all that is why it is called as 360 in the West.
leadership development programs
We think of much more than this will also give it to family members customers we go beyond 360 degree feedback all known people so we collected this data and two months later he came for the program normally when we run leadership development programs the first day is meant to give the same tools to the individual and have self-reflection it is only the second day we give feedback on the second day and this gentleman was given the feedback of what people who work today with him thought of him he was quite annoyed angry and came to the first day came to the second day in the morning he came to the classes that Professor Rao I told Murthy I am not the one to come for this program look at the kind of feedback these fellows have written to me they say that they don't like working with me I am a person with short fuse I am not sincere in reality I think I have delivered so many of these results actually there is something wrong with these set of people who have rated this I am fine I am wonderful so I was quite quite disappointed thinking that after all the propagation he is not even thinking about on the third day when he left he said that look I started feeling I have interacted with people from other companies everyone seems to be wonderful but I don't think they are wonderful they got excellent ratings from their juniors maybe somewhere I am making a mistake I have not done my job well this is what gave me hope six months later I was invited by him and his team to go to that particular place and do a 360-degree for the entire team .
When I went there they gave me a big party in the evening and I was very surprised so I asked it what happened he said we don't know what you have done we have a senior vice president commercial who is he had totally changed person he's different it's it's it seems to be working like magic I said what happened what exactly is the behavior change that you observed he says the most important thing we observed is he smiles he smiles he was not doing earlier and if we wished him good morning he would only think it is his right and he will say good morning and walk away now he stops wishes good morning asks about our welfare and wonderful I think he even has a cup of tea with us and discusses a whole lot of things with us so he is a totally change kind of a guy and out of curiosity I asked him one question is that anything which he has not changed they said one thing we still find he has not changed and that is he's a temper sometimes in now he invites us has a cup of tea and after a little while he throws papers at us .
smiling and it cost only 10,000 rupees
so I said don't worry I think it will also change three years later he became the managing director of that particular unit and he's unit to top it in the employee satisfaction survey across the 60 70 units and became he became the most wonderful leader of that particular organization because he started smiling and it cost only 10,000 rupees for that particular company to organise this particular kind of a program so this is just one illustration I have had many illustrations in terms of using this particular feedback to help people to become conscious of their own leadership styles and the impact of the leadership styles friends I want to conclude this is a great illustration think of we have done this for headmasters of schools principals of schools colleges and so on think of a headmaster who smiles who doesn't was not smiling earlier because he has all kinds of troubles who smiles it changes entire school climate bureaucrat who learns to smile changes entire atmosphere a politician who learns to smile and takes other people along.Anonymous feedback
I think this entire country so this is the barrier that we have for change we don't often realize the impact that we are making on other people so I would strongly recommend to anyone who is listening to me to do think of getting feedback anonymous feedback this is anonymous feedback by known people who work with you get the feedback stimulate yourself and become a great leader and build others as leaders and you can bring a lot of change in the entire country in entire organizations wherever you're working and so on thank you very much and all the best for you
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