In till
date professional journey, I am blessed to have work with multinational, Indian
Conglomerate & Currently with growing Indian company. Though eco systems
are very different across 3 spheres, the amount of learning in terms of what
not to do is immense.


In case of
MNC set-up where there are 3 people for the work of 1 guy in name of amount of
complexity (instead of having the latest systems & processes along with
cutting edge technology platforms), the rampant show-off & projection of
work is the norm. The leadership should not encourage this behavior & have
focus on real value addition across levels. Mere jargons to be used to justify
own concepts/philosophy may not work other than similar set-ups outside
specific organization & will not send right signals to down the line team
members other than current set-up. There are instances where leaders have
tendency to drive herd mentality and keep their protégés along with them
wherever they go – In the same company with different assignment or in case
they are joining other company. Issue is not with right or wrong in this case
as there are few set-ups where the outcome expected is so stringent in terms of
deliverables and timelines, this arrangement is fine as far as person really
feeling the gap w.r.t. meritocracy and not by force position creation. The past
success or better experience has no guarantee to be replicated in new
circumstance. Just because to prove the point based on past success and
challenging status quo without syncing in system is detrimental for
organization. This might serve the vested interest of a leader, but not a
sustainable solution for organization in long term. The real task for a leader
is to have balance between short term & long term with larger purpose in
mind. Few things may work and few would not happen. By challenging each and
every events while taking the charge by person for his predecessor is a disease
in evolved system. This is not to blame the person as one has been compelled by
the precedent set by organization design where people start judging the new
person based on past accomplished tasks. Leader must assure the management in
terms of setting the right milestones with realistic timelines to avoid the
unnecessary process of keeping up with jones mentality and contribute in real
sense. Based on my limited till time experience is that “Keep it Simple &
straight” is not a sin but would be appreciated by teams on long term basis and
pass on the baton with right things in coming days will create a good legacy.

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Leadership is
not to do with mere title but living upto the expectations out of given role.
Unless & untill the impact is not resulting into either next level of
leadership from down the line or business results, it will be just an air in a
balloon which cannot help to fly. Impact starts from oneself where being
judgmental and having too much unconscious bias lead towards down the line
teams at receiving end. For example, type of assignments/projects to be given,
type of learning interventions, mentoring without any biases require lot of
courage without having pre-conceived notions. In case of Support functions,
there is a beautiful concept of “facilitation” to escape from taking
accountability for the outcomes. There are leaders who are creating the hype by
name of initiatives and projecting to have alignment with business however in
case of not resulting into meaningful outcomes, getting leeway to just making
line function as scapegoat for not executing the same. There are instances
where there is need of joint accountability and equal stakes are lying to have
an opportunity to be part of success in true sense.


In case of
Indian conglomerate set-up leadership is confined with “yesmanship” &
complying with bear minimum parameters. You are not displaying right example
for your teammates to cherish & sharing a reality which is hollow. There
are instances where taking quick decisions are not being appreciated or being
seen as skeptical. The pace to be balanced based on reciprocal way however one
cannot drag the things in such a way that it becomes non-repairable.


In nutshell, leadership
is not about proving a point or behaving like – “My way or Highway” philosophy.
The day one will be able to “Attach” and “Detach” with tangible &
intangible associations & deliver the value in real terms, there would not
be need to think on – What Leadership is Not?



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