ME 2 WE

There’s an evolution going on.... "When I was young and free and my imagination had no limits, I dreamed of changing the world. As I grew older and wiser, I discovered the world would not change so I shortened my sights and decided to change only my country. But it too seemed immovable. As I grew into my twilight years, in one last desperate attempt, I settled for changing my family — those closest to me — but alas they would have none of it. And now as I lie on my deathbed I suddenly realize if I had only changed myself first then by example, I would have changed my family. From their inspiration and encouragement, I would have been able to better my country and who knows I may have even changed the world. — Words found written on the tomb of an Anglican Bishop in Westminster Abbey"

Imagine a different world.

One where:

o  we are inspired and encouraged to openly share thoughts, opinions and knowledge

o  working environments respect the needs of the ‘whole’ employee

o  individuals can thrive on the freedom to create, to explore, to be curious about new possibilities

o  workers can add value and contribute to the big‐picture goals

o  leaders are authentic and honest

o  we are constantly learning and evolving as a result of embracing diversity of position, thought, gender and age

o  we embrace uniqueness From Me to We

o  we respect each other’s visions and dreams

o  we create actions that drive continued success for each other

o  we create space for people to share their amazingness

o  we have the courage to lead, to share and equally to ask for help

o  we appreciate the human in people as much as the financial return and the big‐picture vision

o  there is no political game‐playing, no saying one thing and doing another, no abuse of power that protects position, self, ego

o  collaboration is valued strategically and aligned positively to continued growth, evolution, creative thinking and future‐proofing for all.

So what to do?

The answer is simple.

Collaborate.

Talk.

Engage.

And, most importantly, find a way to stop being all about ‘me, me, me’ and looking inward for answers that simply aren’t there. Find a way to turn with confidence and openness from Me to We, to working collaboratively. The barriers between genders, between generations, between cultures, between the inventors and the investors, between the change-makers, the visionaries and those that make it happen — these all have to be broken down. This is all a part of the evolution of Me to We. This is all a part of collaborative business. To collaborate is to lead. To lead with inspiration, and gusto, and innovation and heart.

We need to adopt the Seven Re-Connect Principles. Leaders and Businesses will need to adopt to collaboratively reconnect and do what they do best: survive, thrive and future‐proof their success.

 The Re-Connect Principles are:

o  Be brave

o  Build a diverse network

o  Full disclosure

o  Disrupt

o  Exchange value

o  Think bigger

o  Sponsor others.

Anybody who believes that the business landscape is the same as it was in the ‘old days’ has their head well and truly buried in the 20th‐century sand.  There is an evolution going on that is affecting the business world and how we lead and manage within it. We are all being forced to rethink how we behave and what we do.

 The changes of greater society

— changes in generations, gender dynamics and technology

— are leading to a shift in business from large, highly structured corporate entities to agile, innovative entrepreneurial enterprises.

 This evolution isn’t about to stop any time soon

— if anything, the pace of change is only going to increase exponentially

— and it is challenging us to rethink what we do, how we communicate with each other and how we will operate as leaders and businesses into the future.

It is challenging us to develop new operating systems to future‐proof success.

It is challenging us, From Me to We as managers, to learn to lead movements in a way that makes our teams secure enough to think and act collaboratively.

As leaders, business owners and individuals, we are caught between two worlds: one that thrives on volatility and one that craves stability.  There is an ongoing tug of war between the pursuit of growth on one side and a desire for control and constancy on the other. In the pursuit of growth, we actively seek knowledge and experience, looking to others for inspiration and ideas, creating big‐picture visions for our future self. On the opposite side of the tug of war is the need for control: our existing work streams and structures prefer predictability, productivity and control.

 The evolution is making:

o  leadership styles change from ‘tell’ to ‘engage’, with leadership now about inspiring and becoming truly authentic

o  traditional business structures far more fluid and blended

o  innovation and invention essential business tools as consumers want better products and services delivered more quickly than ever before

o  agility and decisiveness prerequisites in our teams and in our leadership.

We will have to explore the current business landscape, and how a collaborative approach is integral to surviving and thriving into the future.

Experience into the Future

 What has Emerged as Qualities in the last one year :

My observations after lockdowns commenced.

 Ability to collaborate with others - even virtually - WFH - Zoom Calls, SKPE Calls.

 Self-assured confidence - Can work from anywhere remotely.

 Consistent and constant learning and self-improvement - Re-booting, Up-skilling, Up-grading.

 A propensity for fostering growth in others - Step back and make others conduct the on-line meetings, so as to groom them for higher responsibilities.

 A strong capacity for clear communication - Most people during this time have become more expressive, more communicative, looking to network, attend webinars, learn not just more, but also improve their own communication skills.

 Skills for the future - Behavioral science tells us that identifying others’ new beliefs, habits, and “peak moments” is central to driving behavioral change. Five actions can help us influence others behavior for the longer-term gains:

Reinforce positive new beliefs - Whatever we see happening around us is an unprecedented reality which will take a while to get clear. We need to believe that we need to take care of ourselves and change our behaviors to adapt to living - indoors, work from home, networking, socializing, entertaining ourselves, virtually. This is to be practiced religiously in a disciplined manner and continuously till everything becomes a habit more than a ritual.

 Shape emerging habits with new offerings - Like schools have adapted to on-line classes, organizations have adapted to meetings, training and workshops on-line. Sustain new habits, using contextual cues. Keep the habits on and adding more and make them relevant by sharing them contextually.

 Align messages to other's mindsets - Let's understand everyone gains a certain knowledge in a certain environment and culture. They grow with them and tend to believe in them.

 Fixed vs Growth Mindsets - While some remain with a fixed mind, thereby creating a comfort zone for themselves and be happy, there are others who believe in going beyond their limiting beliefs, invite more thoughts from the world and allow them to build new sets of beliefs. That's called being with a growth mindset. A strength which all of us have to develop.

 Analyze beliefs and behaviors of others at a granular level - This can come only with deep listening. This can come only after we become highly self-aware and are able to feel what the others feel.