Leadership - Judgements v/s Trust

What is Leadership?

Leadership is a process of setting right examples with colleagues, peers, subordinates and higher-ups.

A leader should be a friend to the team. Someone who sets the team in a great mental state. 'Non-Judgemental' in true sense. No matter how critical the situation is, he should show a sense of assurance and calm.

As theory puts it, Management is comprised of Planning, Organizing, Staffing, Directing and Controlling. Control here should be within. The ability to hold the urge to demean, criticize and underestimate a colleague or a team member.

Leadership is all about trust. Trust is that thrust which employees are longing for in today's time of rat race. It takes a lot of courage for a leader to show that he can trust on his part and lot of courage and responsibility on the employees part to remain trustworthy thereafter.

But, this shouldn't be at the cost of performance. Hence, leading with trust takes care of 50% of performance. It gives a kick to go gung-ho about chasing the results in a meaningful way.

How do Leaders build the courage to trust?

Someone very important to me once said, "If I don't trust you first, why would you even think of trusting me back?" Trust is something that's either there or it isn't. It's like you cannot be slightly pregnant.

Courage comes to a leader once he has complete faith in his leadership abilities. Here the faith is that, he can get the best out of every team member on his team not because he wants it, but because they themselves want it.

Human Resources and Judgements

In general, there is a perception about the people in the field of Human Resources; that they feel entitled to have judgements about each and everyone they meet or make an impression about someone out of any situation. No, that's not how Human Resource works. Human Resource professionals are trained to make quick judgements during the interviewing processes, but I must affirm, again, once the selected candidate becomes an employee their judgemental mind should have 'self-control', it should 'trust' its own hiring decision. Having judgements are imperative to any manager and any company. But, trust, transparency and Human aspect should prevail. This is the foundation of a long lasting bond, the one which could go beyond the employment contracts and builds genuine respect.

Modern day and the use of Jargons

In today's 'Cut-throat' world of competition, (Jargons, Jargons, Jargons) ehm.. let's come back to making sense here. To create an impact it's very important to use Jargons in today's times. The lingo of the modern corporate world is a culmination of each individual trying to portray himself to be better than the others in the 'RR' (psst..rat race) and hence, not realizing that things could possibly be better if they (things) remained simple. No, no it's not that I don't understand Jargons but I am not quite fond of them yet. Yes, even after having been there over 9 years in Human Resources.

When you are asked something, the answer is all about how you take your car through the curvy Ghat roads rather than taking the express way and giving a straight answer. If something isn't done, it isn't done. Then do it. If something isn't going to work it's your opinion taking into account the Resources and the stringent deadlines. Yes there is always a work around. Then find it.

Oh wait. What? What am I calling the deadlines here? Stringent? Am I creating a perception of not being gung-ho about achieving them? This is how a judge-mental mind thinks. The mind which has become affected by a disorder. Sorry to put it that way, but imagine somebody making an impression out of you for skipping an after office dinner with colleagues. You can have a genuine reason, can't you? Yet, you may be perceived as someone just trying to seek attention or condemning something for sure.

Constructive thinking

I feel there are many bigger things outside our own narrow minds that need to be thought of. Few of those are - How do I create a culture where each person is treated with genuine respect? How do I ensure that the Human Resource function in my organization is many notches up, atleast within the industry? Or may be how can my organization be an employer of choice? Or is making these petty judgements really the best practice that I can offer to my employees?

To put this in perspective, best things can be created only with love, trust and deep mutual respect and not with hatred, doubt and superficial human connection.

- Prasad Gandre