This article is a lightly-edited summary of the key takeaways from our speakers’ appearance on our podcast, “The Shape of Work.” If you haven’t listened to our show yet, be sure to check it out here. These speakers have an incredible stable of startup experiences to draw from, the kind of stories that are unbelievably helpful for HR/people managers to hear.
Namrata Dhasmana is a versatile, influential, and dynamic thought leader and a public speaker. She is currently the Human Resources (CoE and Best Practices) at Genpact. She is also the Honorary President of WICCI-Telangana CSR Council and has led HR Function in prominent organizations like Medanta and Bills Fargo.
According to her, “she economy” has been hit drastically by the COVID-19 pandemic. She states that “ during the first month of the pandemic, the income of women fell by 60%”. In the deflated economy, women are being offered meager salaries. Women entrepreneurship is the ideal way to overcome such a negative situation. Women empowerment is a must so that they can also contribute significantly to the GDP of the economy.
‘Leadership’ is a mere buzzword. But people highly misunderstand it. Namrata Dhasmana believes, “ one does not become a leader in a day” or overnight. It has nothing to do with the position or title of a leader. Leadership is an inherent quality. People are born with leadership traits such as courage, selflessness, purpose in life, mindfulness, etc. Leadership is about leading yourself, your life, your team as well as your organization.
Guest at a Glance
Name of the Guest: Namrata Dhasmana
Designation: Global Speaker, Human Resources (CoE and Best Practices) at Genpact
Find her on LinkedIn
Get Smart: “Being a leader is a responsibility towards people, business, and yourself.”
- Common leadership myths
- Grow approach for team building
- Feedback v/s Feed-forward approach
- Team coaching
- Cultural inclusivity
Common Leadership Myths
- Leadership is attached with a position or a title
A position of a leader or a title of a leader is not necessary for making a person a leader. A leader will lead even if not in the designation of a leader.
If persons have leadership traits such as courage, versatility, ambition, etc., combined with selflessness, they will lead from any position. A leader has to invest his time and energy to help others.
- Experience and Intelligence are Indispensable for Leadership
People often believe that experience and intelligence are required to become a successful leader. This belief is not true.
According to Ms Namrata, “Experience gives us skills and not traits, whereas intelligence comes from books, studies, etc.” Young and dynamic individuals with less experience but capable of coping with the changes can be charismatic leaders.
- Leading Everyone in the Same Manner
Leaders should be versatile. They should be intuitive and be able to respond to changes with complementary skills and behavior. A leader should identify their people’s strengths as well as weaknesses and guide them accordingly.
GROW Approach for Team Building
Namrata Dhamsana’s GROW model of team building is immensely successful in organizations and has delivered outstanding results.
G stands for Goals.
It is of paramount importance to have a clearly defined goal. The team works to achieve that goal.
A leader should ensure that the team’s goal aligns with the team members’ personal aspirations. By developing a sense of ownership and belongingness among the employees, a leader should make sure employees achieve all personal and organizational goals.
R stands for Reality.
A good team leader should ensure a smooth ride for the team members.
Team leaders should carry out a reality check and find out the obstacles in their team’s path. They should pin down the hindrances and investigate the options for overcoming the problems on the road to success.
O stands for Options.
A team leader should explore all the alternatives and the resources that are available to achieve excellence. They should find out the ideal option that would embark the team on the road to success.
W stands for Way forward.
A leader should ask the questions such as what, where, when, and by whom to strategize the road ahead. They should fix the accountability of different team members.
Feedback V/S Feedforward Approach
Organizations should implement a feed-forward approach instead of a feedback approach. The feed-forward system is a positive strategy that values the employees and tells them what they have achieved and how to carry it forward.
In a feed-forward approach, a leader develops a sense of being valued in the employees and empowers them. The leader acknowledges how they have contributed to the organization’s growth and encourages them to perform better in the future.
Team Coaching – Dysfunctional Teams need Coaches more than Managers
A team becomes dysfunctional when it fails to accomplish its goals. Their performance is not satisfactory. Dysfunctional teams and their managers need coaching and mentoring.
Coaches understand the dysfunctionality by analyzing different team members’ strengths, weaknesses, and aspirations. They create complementary synergies among teammates.
For example, a person has strong analytical skills but is not good at relationship building. This individual can do data mining and data analysis. A strategic team member would be able to spot different patterns and create alternative ways to proceed.
A coach would mentor the team leader or the manager to use the skills and capabilities of the members to the best advantage of the organization.
Cultural Inclusivity in Organizations
People of different backgrounds, cultures, mindsets, etc., work together in an organization. A capable leader should develop a culture of inclusivity in an organization where the differences are respected.
Despite being from diverse backgrounds, there should be a unifying bond among the employees that would help them to enhance their performance. Ms. Namrata believes, “being a leader is a responsibility towards people, business, and yourself”.