INFRANGIBLE LAWS OF “EXPONENTIAL SUCCESS;

Have you ever wondered, how an architect turns a simple plain building into a palatial mansion and increases the profitability exponentially multifold??  Have you ever contemplated how a single sport’s person  transforms himself into a star sportsman of the millennium??? Have your eyes ever caught  up on someone who raised from your very own society and neighborhood and became the living legend of all the time???

I am sure you have had witnessed ample of these.

 But a million dollar question is, how did they do it?? What is the secret recipe behind? What exactly the magical  formula is??  Let me put it plain and simple; there is no such secret recipe or magical formula for it. The process is  very straight and commonplace , once we understand and conceive it in the deepest recess of our mind. It becomes fairy smooth to follow and achieve unparalleled success in personal and organizational life.

 Let us try to understand it together. We very well know there is nothing permanent in the world, BUT the change is. So, in-essence “Change is Eternal”. And Changing with the change is inevitable-for-Survival.

If we have a look at it Scientifically, it is in absolute resonance with the, Darwinian Theory ‘Survival of the Fittest’. And It is well proven, those who do not change with time do extinct very soon forever.  In corporate world there are plenty of examples available, where well established brands who once enjoyed major chunk of market share known worldwide, became extinct for unable to  foresee the requirements and could not make the pace with the fast changing world. The most classic one, which comes into my mind is NOKIA. Once Synonymous with Cell phone. All the required ingredients, i.e.  Best quality, sturdiness & durability, Absolute Value for money. Nonetheless, became extinct as could not anticipate the dynamic requirements of Phone-to-SMART PHONE market and unable to make a pace with the rapidly changing world.

 Hence, it is the truth beyond any doubt, Change is the universal principle and is infrangible, inflexible in absolute terms. What applies-to-life, applies to-the-every-single-entity existing on this planet earth!!!

We are operating in ever-so-dynamic, fast paced 21st Century.   So it is pretty evident, what might have had worked for our earlier peers might not be working today for us, in such a  cut-throat competitive age and with an untethering  quest to be on the TOP SLOT.

 Hence it is incumbent on organizations to adopt change management for the betterment. Adopt the best practice, get-out-of-the-clutches of the out-dated-20th-Century-conventional thinking pattern, willing to GROW & SUCCEED ^EXPONENTIALLY^ in near future.

 Here are few Vital “Dos & Don’ts” KEYs to help skyrocketing the Organizational growth.

•  Don’t be penny wise, pound foolish:

 Being economical is good but being the visionary envisaging multifold exponential growth and business expansion is incomparable. Hiring to fill the vacant position is a job to jeopardize your own growth and hampering the development.   Efficient managers and HR professionals know how to contribute to the organizational growth and hire the best-in-industry for the Key roles and top notch positions.

• Have the right-man-for-the-right-job. This is the first mantra of    organizational success.
•   Don’t put hierarchy-on-paper, make a sturdy ORGANOGRAM :

Organogram’ is not a flow-chart-on-the-face of a paper depicting the hierarchal structure starting with Top Executives/HODs kept in uppermost text-boxes followed by their first liners and respective teams in below residing text-boxes. Each arrow and box represents arteries, veins and organs of the body. It is the direct indicative of what sort of professional blood flows in your organizational structure. Make sure to have ‘Leaders’ (Not managers/ being a slacker) in the top notch boxes of the organization organogram. It is they, who shall be shaping the destiny of your organization and creating the history of exponential success to be captured in annals.

•  Don’t exert to hire, select ‘Expert’ to thrive:

 “Success is acquisitiveness only an EXPERT can master it.”

But, to successively implement this rule, there should not be any dilemma any further. So let’s understand first, who the expert is? What is the definition? Is it anybody who flashes fancy business cards?? flaunts attitude of superiority in nicely tied tie and grey or blue suite with golden cufflinks ?? To be honest, I do not know how others see or define it. But to me, the way I perceive it and the most relevant definition I could come up with is “ When Experience personifies itself, gives a birth to an Expert” .

 Further, it is equally important to understand what exactly Experience is in true sense? For not leaving remotest possibility of a leeway for any error to occur, while choosing an Expert. Please excuse me again as I am not having the slightest Idea how others’ look at the EXPERIENCE in totality. But one way I know they see EXPERIENCE is, in the form of numerical-number of years ( e.g. 10 , 15, or 20 years) written on somebody’s Resume or Curriculum Vitae.

 However, I do not agree with this concept of Numerical-Number-Dependent-Experience. Per my own understanding & perception, experience simply means; “EXPOSURE to the work i.e. the Quantum of exposure you have in your key functional area!” (Not the number of years Expired in the Industry written in Resume / or CVs as is the case in most of the cases).

 Thus, always gauge the depth of exposure of the candidate in his core functional domain. NOT the EXPIRED numeric-number of years, he or she might has depicted on the face of a sheet of paper in Resume or CV.

•  Don’t prefer IQ, defer it for EQ :

IQ and EQ are not OPPOSING competencies, BUT rather the SEPARATE ones. We always mix Intellect and  emotional acuity.

Have you ever wondered why, unlike earlier times,  now-a-days, this EQ (Emotional Quotient) thing has given more weightage over IQ (Intelligence Quotient)????  

 Why on earth, all the giant multinationals / Esteemed organizations are hiring candidates with the higher EQ (emotional intelligence)???

 The answer lies in psycho-analysis of human behavior and performance. In recent years, a growing group of psychologist, has drawn the similar conclusion and agreed with each other unanimously, that, IQ revolves around narrow band of Linguistic and Math skills. And doing well on IQ test is most directly predictor of success in classroom as a student or as a professor/ academician BUT LESS and LESS so as life’s path diverged from academe.

 However, Emotionally Intelligent people (i.e. with High EQ) being, Self-aware(can read themselves, know their emotions); Self-managed (control their emotions, don’t let their occasional bad moods seize the day); Self-motivated (marshal their emotions); Empathetic (recognize others’ emotions) and Managing-relations (Have an art of establishing and managing relationships), tend to be better Leader and organizer taking the organization to the summit of success.

 Make sure to have an EQ rich leader on board / in organizational organogram. For, the attitude of who, he works in corner-office / or behind closed doors on the upper floor, affects the moods of his direct reports, and a Domino-Effect, ripples throughout the company, percolating from Top to Bottom.