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BY
CHANDAN LAL PATARY
© 2017 Chandan Lal Patary
About the author:
I am doing Research on Organization Development
and Sustenance. I am a Practit...
Acknowledgements
This book has been shaped by the contributions of many people. I’d like
to wholeheartedly thank everyone ...
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11/12/2017 (2) What to do with the mid-level performer?How to help them? | LinkedIn
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11/12/2017 (2) What to do with the mid-level performer?How to help them? | LinkedIn
https://www.linkedin.com/pulse/what-do...
11/12/2017 (2) What to do with the mid-level performer?How to help them? | LinkedIn
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11/12/2017 (2) What to do with the mid-level performer?How to help them? | LinkedIn
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11/12/2017 (2) Building High Performance Team by using Pygmalion Effect | LinkedIn
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11/12/2017 (2) Building High Performance Team by using Pygmalion Effect | LinkedIn
https://www.linkedin.com/pulse/building...
11/12/2017 (2) Building High Performance Team by using Pygmalion Effect | LinkedIn
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11/12/2017 Attitude Defines our Altitude | LinkedIn
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11/12/2017 Attitude Defines our Altitude | LinkedIn
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11/12/2017 Attitude Defines our Altitude | LinkedIn
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11/12/2017 Attitude Defines our Altitude | LinkedIn
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Behavior Analysis and Behavior
Modification? Excellent Tool for an Agile
coach
Published on March 21, 2016 |
Let us have a...
"A couple who had been living together for 3 years began to fight frequently. The
issues of disagreement ranged from who w...
Behavior modification , a formalized technique for promoting the frequency of
desirable behaviors and decreasing the incid...
be necessary to experiment a bit to find out what is important to a particular
individual.
Implementing the program . Prob...
not interested , that is not working , those managers will always blame etc.
How do we change the world ?
________________...
Love the post? Hate the post? Have other ideas? Please leave a comment below!
Let us explore some discussion....
Report th...
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11/12/2017 Endure improved motivation through INTRINSIC motivation technique | LinkedIn
https://www.linkedin.com/pulse/end...
11/12/2017 Endure improved motivation through INTRINSIC motivation technique | LinkedIn
https://www.linkedin.com/pulse/end...
11/12/2017 Endure improved motivation through INTRINSIC motivation technique | LinkedIn
https://www.linkedin.com/pulse/end...
11/12/2017 Endure improved motivation through INTRINSIC motivation technique | LinkedIn
https://www.linkedin.com/pulse/end...
11/12/2017 Endure improved motivation through INTRINSIC motivation technique | LinkedIn
https://www.linkedin.com/pulse/end...
11/12/2017 Endure improved motivation through INTRINSIC motivation technique | LinkedIn
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11/12/2017 Endure improved motivation through INTRINSIC motivation technique | LinkedIn
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11/12/2017 Find and Recognize Those Toxic Handler | LinkedIn
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11/12/2017 Find and Recognize Those Toxic Handler | LinkedIn
https://www.linkedin.com/pulse/find-recognize-those-toxic-han...
Finding your Purpose through Game?
Published on October 8, 2017 |Edit article View stats
Chandan Lal Patary 152 13 2 29
Tr...
We played one game with the team, theme is "How can I inspire myself and help
others to achieve the same?"
Whole team is r...
Let us all spend 5 mins each to share whatever we have written down.( total 40 mins).
Listen carefully with EARS open.
Dis...
This exercise to help us to connect with the people and help us to connect with
organizational purpose and self.
Very powe...
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11/12/2017 Flow: Increase Engagement for Satisfaction | LinkedIn
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11/12/2017 Flow: Increase Engagement for Satisfaction | LinkedIn
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11/12/2017 Flow: Increase Engagement for Satisfaction | LinkedIn
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11/12/2017 Flow: Increase Engagement for Satisfaction | LinkedIn
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11/12/2017 Flow: Increase Engagement for Satisfaction | LinkedIn
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11/12/2017 Free-Rider Problem? Ringelmann Effect | LinkedIn
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11/12/2017 Free-Rider Problem? Ringelmann Effect | LinkedIn
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Hey Coach, Please guide me, How do I
motivate my team members?
Published on July 19, 2016 |Edit article View stats
Chandan...
Most of the time I get this question from my line managers.
I thought let me give it a thought and apply same to my coache...
realize the importance of their job to the company and to the people they were helping.
By showing them the value of their...
How can we encourage Happiness?
How can we stop punishing for failure?
How can we make a major effort to ensure that we of...
People don’t believe what you tell them. They rarely believe what you show them.
They often believe what their friends tel...
—Seth Godin
some points from south west airlines
Wikipedia mentions these three facts:
Southwest Airlines (SWA) is one of ...
Southwest Airlines. Above all, Employees will be provided the same concern,
respect, and caring attitude within the organi...
How Do You Want to Be Recognized?
Published on April 2, 2017 |Edit article View stats
Chandan Lal Patary 175 11 2 78
Try P...
Everyone wants to be recognized some way.
Agile Development is often based on the effective communication, collaboration, ...
have an accepted place in society.
For Agile team we need to build system where we continuously provide feedback and
recog...
c) Share the goal with the members and share the expectation, help them to set
stretch goal
d) Create appreciation platfor...
How I have created habit of providing
Positive Strokes to others
Published on April 22, 2016 |Edit article View stats
Chan...
I had decided to make it a habit , to give positive stroke while discussing with others
wherever possible. I have followed...
This phase of habit formation is characterized by the feeling of “this is easy.”
The honeymoon phase is usually the result...
Phase 2: THE FIGHT THRU
Inspiration fades and reality sets in.
A person finds himself struggling with the positive habit c...
Phase 3: SECOND NATURE
Once in SECOND NATURE, the following are 3 common interruptions that will send a
person back to THE...
How do you want to change your habit ?
Love the post? Hate the post? Have other ideas? Please leave a comment below!
Pleas...
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The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
The Complete Reference Book for Motivating Self and Others
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The Complete Reference Book for Motivating Self and Others

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The Complete Reference Book for Motivating Self and Others

  1. 1. BY CHANDAN LAL PATARY
  2. 2. © 2017 Chandan Lal Patary About the author: I am doing Research on Organization Development and Sustenance. I am a Practitioner and I am capturing my analysis and sharing my observation through my Writing. My focus areas are Operation Excellence, Innovation, Strategy, Execution excellence and correlation with People Leadership and impact of all these into Organizational growth. I am currently working as an agile coach. I have nearly two decades of deep experience in developing software products across various domains and has successfully executed many Projects. I have worked on product development for domain like Healthcare, Aerospace, Building automation, Power automation, Industrial Automaton under real time mission critical product development to large scale application development. I am having near to two decade of industry experience. I am a certified PMP from 2008, Green Belt certified holder from 2005. I am an agile practioner and Certified Scrum Master from 2011. I completed Bachelor’s from National Institute of Technology (National Institute of Technology –Agartala, Tripura) in Electrical Engineering-1998. I have completed one year Executive General Management program from Indian Institute of Management-Bangalore, Karnataka in 2007. All the stories related to motivating individual and motivating others are shared in this book. I can be reachable through email/LinkedIn: patarychandan@gmail.com
  3. 3. Acknowledgements This book has been shaped by the contributions of many people. I’d like to wholeheartedly thank everyone who reviewed chapters, shared stories, or provided advice. All my friends and colleagues from current and previous organization helped me to build this book.
  4. 4. 11/12/2017 (2) What to do with the mid-level performer?How to help them? | LinkedIn https://www.linkedin.com/pulse/what-do-mid-level-performerhow-help-them-patary-pmp-csm-cssgb/?trk=mp-reader-card 1/6 What to do with the mid-level performer? How to help them? Published on July 26, 2015 | The intellect, character, and skill possessed by any man are the product of certain original tendencies and the training which they have received.-Edward Thorndike Edit article View stats Chandan Lal Patary 97 1 1 2 Try Premium for Free Search
  5. 5. 11/12/2017 (2) What to do with the mid-level performer?How to help them? | LinkedIn https://www.linkedin.com/pulse/what-do-mid-level-performerhow-help-them-patary-pmp-csm-cssgb/?trk=mp-reader-card 2/6 Most of the employees in the organization are not a star performer nor are they at the bottom 10% in the bell curve. They are the mid-level performer!! They are the challenge for the organization. Mid-level performers need assistance. Because of the various competency gaps they don’t get the attention which they deserve and because of those gaps they cannot contribute as expected level. How can manager motivate the mid-level performers? Managing them? Helping them to come out with as a best players? Most of the mid-level performer once in their life time had been performed as a star performer. Mid-level performer has ability to execute the tasks with superior quality but due certain priority mismatch they are not able to contribute in current cycle. Organization need to apply patience and understand their needs and analyze the situation. Chandan Lal Patary 97 1 1 2 Try Premium for Free Search
  6. 6. 11/12/2017 (2) What to do with the mid-level performer?How to help them? | LinkedIn https://www.linkedin.com/pulse/what-do-mid-level-performerhow-help-them-patary-pmp-csm-cssgb/?trk=mp-reader-card 3/6 Too many star performers in a team is not a healthy sign. All star performer has certain basic nature. They are demanding in nature, they are passionate, they want to achieve more, their expectation is high, they maintain high self-esteem and they have different priority in life. Most of the population in team with this mindset is not healthy for the team. For healthy workplace organization need mixture of people. Minor dissatisfaction causes attrition to the star performer and impact the organization and the running critical projects. Most of the mid-level performer are loyal to the organization. They stick with the organization for the long time. They build good network within the organization and they become glue for the organization. For organization sustenance, Organization need to focus those mid-level performer and come up with proper plan for those population. Career planning, training need, counseling, identification of the competency gap, personal and professional support is very much require to mid-level performer. Constant coaching, mentoring for work life balance without losing patience is require to bring them. Back from current level. Managing mid-level performer is always a challenge. Manager has to know the requirements, manager has to discuss with the employees to understand the priority in their life. Need to match the job requirement vs current expectation vs competency gap. Manager has to bridge the gap on behalf of them. Most of them are not good at communication, manager as to come down to certain level to help them and communicate them the current priorities of the organization. Most of the mid-level performer will not do what organization demand them to do at that time. They will have some other desire or priorities in their mind which they are not able to communicate or managers are not able to understand o managers do not have Chandan Lal Patary 97 1 1 2 Try Premium for Free Search
  7. 7. 11/12/2017 (2) What to do with the mid-level performer?How to help them? | LinkedIn https://www.linkedin.com/pulse/what-do-mid-level-performerhow-help-them-patary-pmp-csm-cssgb/?trk=mp-reader-card 4/6 any other options available other than current assignments if there is a job mismatch also. Managers has to look for opportunities where mid-level performer has done something worth of appreciation. Manager has to grab those opportunity to recognize them, motivate them as mid-level performer always badly need self-esteem booster recognition. It is very much require to maintain the motivation level for mid-level performer to bring them from current performance level to next level. If we compare star performer vs mid-level performer, all star performer are self- aware about how to execute the tasks efficiently and branding the same on time with perfection, communicate the results with all possible way so that they get the due recognition. Over a period of time those star performers build the high confidence level among team and with high self-esteem. Sometime peer guidance does not work out if organization try to attach mentor-ship model with different performers. Line management has to involve to resolve this kind of situation by driving into the exact scenarios. Line management organization need to understand the bigger picture, analyze the case and guide the team members. Constant motivation helps the situation to become better. Mid-level performer though they are less passionate and low in motivation level does not necessarily tells that they are not willing to perform. Managers need to know that organization need them and invest time and money on them to bring them into the expect level. Managers need to plan for them for long term career plan so that they get the vision and feel attach with the organization vision and work for it. Chandan Lal Patary 97 1 1 2 Try Premium for Free Search
  8. 8. 11/12/2017 (2) What to do with the mid-level performer?How to help them? | LinkedIn https://www.linkedin.com/pulse/what-do-mid-level-performerhow-help-them-patary-pmp-csm-cssgb/?trk=mp-reader-card 5/6 Mid-level performer are essential for the organization growth. Mentoring them, guiding them, train them will be helpful to the organization for long term. Managers need to provide continuous feedback to the team members, guide them and show the direction so that proper mitigation can be taken well ahead. To improve the performance continuous bidirectional interaction is a must. Organization need to show the confidence on them to increase their confidence, trust has to establish and build. Understanding how to get the most out of these middle performers requires both enabling them and motivating them with the right mix of rewards and recognition that is aligned with their personal drives and within reach through stretch goal. Following this process correctly will lead to unprecedented success and sustained competitive advantage. Report this 1 Like 1 Comment Add a comment… Mandar Deo Director Application Delivery Like Reply 2 Likes 2y Nice one very true Chandan Lal Patary 97 1 1 Edit article 2 Try Premium for Free Search
  9. 9. 11/12/2017 (2) Building High Performance Team by using Pygmalion Effect | LinkedIn https://www.linkedin.com/pulse/building-high-performance-team-using-pygmalion-effect-chandan-lal/?trk=mp-reader-card 1/7 Building High Performance Team by using Pygmalion Effect Published on August 19, 2015 | The crux of this psychological phenomenon is the concept of self-fulfilling prophecy: If you believe something is true of yourself, eventually it will be. Edit article View stats Chandan Lal Patary 348 10 5 23 2 Try Premium for Free Search
  10. 10. 11/12/2017 (2) Building High Performance Team by using Pygmalion Effect | LinkedIn https://www.linkedin.com/pulse/building-high-performance-team-using-pygmalion-effect-chandan-lal/?trk=mp-reader-card 2/7 Greater expectations drive greater performance: Building high performance team. Building high performance team is actually already believing that having a high performance team! We are all working for world class team, world class software solution! We are already with high performance team wherever we work, believing is bringing the reality. Research has confirmed that people tend to act in ways that are consistent with what others expect of them. The source of low expectations in the workplace is often a boss who sees an employee as a pathetic performer and then treats the employee differently than high performers. The employee who thinks he or she is a weak performer in the eyes of the boss will often perform down to expectations. Jeff Immelt, CEO and chairman of GE says, “The ability to demand high performance without being heartless has been part of GE for a long time.” When performance is measured against these high standards, productivity is likely to increase, since people tend to live up to the expectations of their superiors. As An agile coach we have to trust in this principle which is a proven concept to implement at the team level. Ensure that all the connected parties believe and practice this concept. If not, let us correct them. Pygmalion Effect: Chandan Lal Patary 348 10 5 23 2 Try Premium for Free Search
  11. 11. 11/12/2017 (2) Building High Performance Team by using Pygmalion Effect | LinkedIn https://www.linkedin.com/pulse/building-high-performance-team-using-pygmalion-effect-chandan-lal/?trk=mp-reader-card 3/7 The crux of this psychological phenomenon is the concept of self-fulfilling prophecy: If you believe something is true of yourself, eventually it will be. The first test of the Pygmalion Effect was performed by psychologist Robert Rosenthal and occurred in an elementary school classroom with first and second grade students. At the beginning of the year, all the students took an assessment test, and Rosenthal led the teachers to believe that certain students were capable of great academic achievement. Rosenthal chose these students at random, regardless of the actual results of the IQ tests. Chandan Lal Patary 348 10 5 23 2 Try Premium for Free Search
  12. 12. 11/12/2017 (2) Building High Performance Team by using Pygmalion Effect | LinkedIn https://www.linkedin.com/pulse/building-high-performance-team-using-pygmalion-effect-chandan-lal/?trk=mp-reader-card 4/7 At the end of the year, when the students were retested, the group of earmarked high achievers did indeed show improvement over their peers. Why was this? Later tests concluded that teachers subconsciously gave greater opportunities, attention, and feedback to the special group. Their expectations for this group were higher, and their expectations created the reality. Rosenthal summarized his finding: What one person expects of another can come to serve as a self- fulfilling prophecy Chandan Lal Patary 348 10 5 23 2 Try Premium for Free Search
  13. 13. 11/12/2017 (2) Building High Performance Team by using Pygmalion Effect | LinkedIn https://www.linkedin.com/pulse/building-high-performance-team-using-pygmalion-effect-chandan-lal/?trk=mp-reader-card 5/7 The effect is named after Pygmalion, a Cypriot sculptor in a narrative by Ovid in Greek mythology, who fell in love with a female statue named Galatea he had carved out of ivory. People rise and fall to meet your level of expectations for them. If you express skepticism and doubt in others, they will return your lack of confidence with mediocrity. But if you believe in them and expect them to do well, they will go the extra mile trying to do their best. —JOHN C. MAXWELL The applications for the Pygmalion Effect can have benefits for both personal development and leadership. Individually, we can challenge ourselves with more difficult goals and tasks in an effort to rise to meet the challenge. As a leader, when we expect great things from our team, we may see improved performance in return. Positive attention and caring improved individual performance. Given this finding, any coach or team member can use caring and outflowing concern at work to improve the performance of the organization or work group. Humans crave attention and want to be seen positively, which is why “saving face” is so important in many cultures. As a coach how we are perceived is vital to our standing in the team and in the organization. It feels good when management cares about you and it is motivating, as reflected in various studies. Let us treat your team members positively, and reap real bottom line benefits. Chandan Lal Patary 348 10 5 23 2 Try Premium for Free Search
  14. 14. 11/12/2017 Achieving High Acceptability from a Team | LinkedIn https://www.linkedin.com/pulse/achieving-high-acceptability-from-team-patary-pmp-csm-cssgb/?trk=mp-reader-card 1/4 Achieving High Acceptability from a Team Published on November 7, 2015 | If a group or an individual is given the freedom to arrive at a decision themselves, it will increase the probability that they will accept the decision. Edit article View stats Chandan Lal Patary 117 3 1 Try Premium for Free Search
  15. 15. 11/12/2017 Achieving High Acceptability from a Team | LinkedIn https://www.linkedin.com/pulse/achieving-high-acceptability-from-team-patary-pmp-csm-cssgb/?trk=mp-reader-card 2/4 However, the trouble with this proposal is the uncertainty that they will make poor decisions. One such system of using participation in leadership situations has been proposed by Norman Maier, a psychologist from the University of Michigan, based on considerable research. Maier suggests that when a leader is making a decision of whether to allow a group to participate in decision making, s/he must first decide whether the issue being addressed is one that relates to the followers’ needs or impacts them in some significant way. Maier’s research indicates that achieving high acceptability will primarily occur (1) when each person involved participates in the discussion; (2) when each person gets to talk and present their own ideas; (3) when each person involved feels they received a benefit from the choice; (4) when each person feels respected by the others; (5) when each person involved feels a high-quality choice was made Maier’s research suggests that obtaining a high-quality decision (a good choice) will most likely occur: (1) when there is agreement on what the problem or issue is; (2) when the discussion moves from issue, to possible solutions, and THEN to choice; (3) when a conflict of ideas is encouraged; (4) when all available facts are considered; (5) when sufficient time is given to the deliberations; Chandan Lal Patary 117 3 1 Try Premium for Free Search
  16. 16. 11/12/2017 Achieving High Acceptability from a Team | LinkedIn https://www.linkedin.com/pulse/achieving-high-acceptability-from-team-patary-pmp-csm-cssgb/?trk=mp-reader-card 3/4 (6) when solutions from other different situations are not allowed; (7) when the problem or issue is discussed at two time intervals not just one; (8) when the group making the decision is not too large. Reference:Maier, N.R.F. (1963) Problem Solving Discussions and Conferences: Leadership Methods and Skills. New York: McGraw-Hill Report this 3 Likes 1 Comment Add a comment… Jim Sywilok Agile Coach at Indev, LLC Like Reply 1 Like 2y Thank you for sharing. I can see this being very helpful scrum masters & agile coaches during their team's retrospective. Chandan Lal Patary Enterprise Agile Coach at Société Générale More from Chandan Lal Patary See all 306 articles Chandan Lal Patary 117 3 1 Edit article Try Premium for Free Search
  17. 17. 11/12/2017 Attitude Defines our Altitude | LinkedIn https://www.linkedin.com/pulse/attitude-defines-our-altitude-chandan-lal-patary-pmp-csm-cssgb/?trk=mp-reader-card 1/7 Attitude Defines our Altitude Published on August 31, 2015 | Attitude!! Attitude!! Attitude defines our Altitude not our Aptitude…which directly link to employees high Productivity.Spread this type thoughts to our team members. Somebody quotes: “Ability is what we’re capable of doing. Motivation determines what we do. Attitude determines how well we do it.” Edit article View stats Chandan Lal Patary 99 5 1 Try Premium for Free Search
  18. 18. 11/12/2017 Attitude Defines our Altitude | LinkedIn https://www.linkedin.com/pulse/attitude-defines-our-altitude-chandan-lal-patary-pmp-csm-cssgb/?trk=mp-reader-card 2/7 Attitudes are thoughts that we have accepted as true and that lead us to think, feel, or act positively or negatively toward a person, idea, or event. They represent an emotional readiness to behave in a particular manner. Our values, those beliefs, and preferences we feel are important serve as a foundation for our attitudes. Attitude is often synonyms with self-esteem. People formulate a powerful first impression of our within fist 12-30 seconds.Judgement is happening from physical posture, appearance. Each of us lives our life according to a unique set of core values. One of the most significant differences between high and low achievers is choice of attitude. Chandan Lal Patary 99 5 1 Try Premium for Free Search
  19. 19. 11/12/2017 Attitude Defines our Altitude | LinkedIn https://www.linkedin.com/pulse/attitude-defines-our-altitude-chandan-lal-patary-pmp-csm-cssgb/?trk=mp-reader-card 3/7 People who go through life with a positive attitude are more likely to achieve their personal and professional goals. People who filter their daily experiences through a negative attitude find it difficult to achieve contentment or satisfaction in any aspect of their lives. Jack Welch, the former chairman and CEO of General Electric, believes that an organization needs people with “positive energy” and needs to get rid of those people who inject the workforce with “negative energy”—even if they are high performers. Many organizations have discovered the link between workers’ attitudes and profitability. This discovery has led to major changes in the hiring process. Employers today are less likely to assume that applicants’ technical abilities are the best indicators of their future performance. They have discovered that the lack of technical skills is not the primary reason why most new hires fail to meet expectations. It is their lack of interpersonal skills that counts. Happy employees are productive employees. People who are self-motivated are inclined to set their own goals and monitor their own progress toward those goals.Agile team !! Self Driven Team members. Their attitude is “I am responsible for this job.” They do not need a supervisor hovering around them making sure they are on task and accomplishing what they are supposed to be doing.Micro managers will force to resign! Chandan Lal Patary 99 5 1 Try Premium for Free Search
  20. 20. 11/12/2017 Attitude Defines our Altitude | LinkedIn https://www.linkedin.com/pulse/attitude-defines-our-altitude-chandan-lal-patary-pmp-csm-cssgb/?trk=mp-reader-card 4/7 Many find ways to administer their own rewards after they achieve their goals. Employers often retain and promote those employees who take the initiative to make their own decisions, find better ways of doing their jobs, read professional publications to learn new things, and monitor the media for advances in technology. Optimistic thoughts give rise to positive attitudes and effective interpersonal relationships. When we are an optimist, our coworkers, managers, and—perhaps most important—our customers feel our energy and vitality and tend to mirror your behavior. If we feel the need to become a more optimistic person, we can spend more time visualizing ourself succeeding. Let us monitor our self-talk and discover whether or not we are focusing on the negative aspects of the problems and disappointments in our life, or if we are looking at them as learning experiences that will eventually lead us toward our personal and professional goals. Let us try to avoid having too much contact with pessimists, and refuse to be drawn into a group of negative thinkers who see only problems, not solutions. Attitudes can be contagious. An attitude is nothing more than a personal thought process. We cannot control the thinking that takes place in someone else’s mind, but we can sometimes influence it. And sometimes we can’t do that either, so we have to set certain rules of behavior. Some organizations have come to the conclusion that behavior that offends or threatens others must stop. Chandan Lal Patary 99 5 1 Try Premium for Free Search
  21. 21. 11/12/2017 Attitude Defines our Altitude | LinkedIn https://www.linkedin.com/pulse/attitude-defines-our-altitude-chandan-lal-patary-pmp-csm-cssgb/?trk=mp-reader-card 5/7 When employees have positive attitudes, job performance and productivity are likely to improve. We are constantly placed in new situations with people from different backgrounds and cultures. Each time we go to a new school, take a new job, get a promotion, or move to a different neighborhood, we may need to alter our attitudes to cope effectively with the change when events, such as a layoff, are beyond our control, we can accept this fact and move on. It is often said that life is 10 percent what happens to us and 90 percent how we react to it. Most companies realize that an employee’s attitude and performance cannot be separated. When employees have negative attitudes about their work, their job performance and productivity suffer. Excellent work + Poor Attitude = Poor Productivity Excellent IQ+ Excellent Work + Poor Attitude = Poor Productivity When employees work with right mindset output increase. “Excellence is not a skill. It is an attitude. “ do we have friends,colleagues,team members with such mindset? How can we build such mindset? Agile team .......part of journey to build world class place to live in .... Chandan Lal Patary 99 5 1 Try Premium for Free Search
  22. 22. 11/12/2017 Basic Counseling Skills? for Leaders/Managers | LinkedIn https://www.linkedin.com/pulse/basic-counseling-skills-leadersmanagers-patary-pmp-csm-cssgb/?trk=mp-reader-card 1/7 Basic Counseling Skills? for Leaders/Managers Published on October 24, 2015 | Counseling is a process by means of which the helper expresses care and concern towards the person with a problem, and facilitates that person's personal growth and brings about change through self-knowledge. Edit article View stats Chandan Lal Patary 233 2 1 2 Try Premium for Free Search
  23. 23. 11/12/2017 Basic Counseling Skills? for Leaders/Managers | LinkedIn https://www.linkedin.com/pulse/basic-counseling-skills-leadersmanagers-patary-pmp-csm-cssgb/?trk=mp-reader-card 2/7 –According to the American Counseling Association, counseling is: “The application of mental health, psychological or human development principles, through cognitive, affective, behavioral or systemic interventions, strategies that address wellness, personal growth, or career development, as well as pathology.” Basic Counseling Skills Whether working with couples or individuals, the following skills help counselors to establish a positive environment, clarify what the client is saying, gather information, and offer support and encouragement: (Source: Gladding 2000) Attending: Attending is the use of physical behaviors such as smiling, leaning forward, making eye contact, gesturing, and nodding to convey to clients that the counselor is interested in and open to them. Open-ended and probing questions: Open-ended and probing questions invite more than one or two word responses. These can be used to gather information, increase clarity, stimulate thinking, or create discussion. Chandan Lal Patary 233 2 1 2 Try Premium for Free Search
  24. 24. 11/12/2017 Basic Counseling Skills? for Leaders/Managers | LinkedIn https://www.linkedin.com/pulse/basic-counseling-skills-leadersmanagers-patary-pmp-csm-cssgb/?trk=mp-reader-card 3/7 Empathizing: Empathy means placing yourself in the client’s situation while remaining objective. Empathizing requires the counselor to not be judgmental and to be sensitive and understanding. Paraphrasing: Paraphrasing means the counselor uses different words to restate in a nonjudgmental way what the client has said. This is intended to help the client to know that the counselor is aware of the client’s perspective and has heard what he or she has said. Paraphrasing and restating also allows the client to correct any misunderstanding on the part of the counselor. Reflective listening: Reflective listening involves repeating what a client has said, paraphrasing, displaying empathy, and reflecting back verbal and nonverbal feelings. For example, saying, “So you feel…” or “It sounds like you…” ensures the counselor understands what the client has said. What is Reflection? Carl Rogers is famous for using this technique. • It is also known as ‘echoing’. • Reflection is the mirroring of emotional communication. • This is done not only to show the client that the counselor is listening and Chandan Lal Patary 233 2 1 2 Try Premium for Free Search
  25. 25. 11/12/2017 Basic Counseling Skills? for Leaders/Managers | LinkedIn https://www.linkedin.com/pulse/basic-counseling-skills-leadersmanagers-patary-pmp-csm-cssgb/?trk=mp-reader-card 4/7 empathizing/understanding but is mainly used to encourage the client to say more. • Its aim is to prompt the client to continue communicating or ‘carry on’ by echoing the thoughts of the client. Empathy • According to Rogers (1961)… – This is the ability to enter the client’s phenomenological world, to experience the client’s world as if it were your own without ever losing the ‘as if’ quality. • It involves two specific skills: – Perception/understanding of what is taking place emotionally. – The ability to communicate your understanding of that to your client. Blurring the boundaries between managerial and counseling role, Redman (1995) sees managers as on-going counselors who regard counseling as part of a manager’s everyday life, “We all have been counseled at some time. We all have been counseled by somebody else. It probably hasn’t been called that, it was just something that happened as part of two people talking.... you have probably realized that you do some counseling” Both Coaching and Counseling are “talking” therapies. There are similarities between Coaching and Counseling in as much that the process relies heavily on the relationship between the counselor/coach and client and the need for the Counselor or Coach to be Chandan Lal Patary 233 2 1 2 Try Premium for Free Search
  26. 26. 11/12/2017 Basic Counseling Skills? for Leaders/Managers | LinkedIn https://www.linkedin.com/pulse/basic-counseling-skills-leadersmanagers-patary-pmp-csm-cssgb/?trk=mp-reader-card 5/7 empathic, congruent and non-judgmental in their work with clients. Both require enhanced listening skills, an ability to reflect, provide feedback, demonstrate honesty and gain trust.Chandan Lal Patary 233 2 1 2 Try Premium for Free Search
  27. 27. 11/12/2017 Basic Counseling Skills? for Leaders/Managers | LinkedIn https://www.linkedin.com/pulse/basic-counseling-skills-leadersmanagers-patary-pmp-csm-cssgb/?trk=mp-reader-card 6/7 Let us focus both Coaching and Counseling in a context wherever applicable. Report this 2 Likes 1 Comment Add a comment… Jenny Gwilliam Scrum Master Chapter Lead at Sky Like Reply 2 Likes 2y I feel every adult could benefit from developing and fine tuning these skills & not just Leaders and Managers. Chandan Lal Patary Enterprise Agile Coach at Société Générale Chandan Lal Patary 233 2 1 2 Edit article Try Premium for Free Search
  28. 28. Behavior Analysis and Behavior Modification? Excellent Tool for an Agile coach Published on March 21, 2016 | Let us have a look at this common story .... Edit article View stats Chandan Lal Patary 211 9 1 14 Try Premium for Free Search
  29. 29. "A couple who had been living together for 3 years began to fight frequently. The issues of disagreement ranged from who was going to do the dishes to the quality of their love life. Disturbed, the couple went to a behavior analyst, a psychologist who specialized in behavior-modification techniques. He asked them to keep a detailed written record of their interactions over the next 2 weeks. When they returned with the data, he carefully reviewed the records with them. In doing so, he noticed a pattern: Each of their arguments had occurred just after one or the other had left a household chore undone, such as leaving dirty dishes in the sink or draping clothes on the only chair in the bedroom. Using the data the couple had collected, the behavior analyst asked them to list all the chores that could possibly arise and assign each one a point value depending on how long it took to complete. Then he had them divide the chores equally and agree in a written contract to fulfill the ones assigned to them. If either failed to carry out one of the assigned chores, he or she would have to place $1 per point in a fund for the other to spend. They also agreed to a program of verbal praise, promising to reward each other verbally for completing a chore. The couple agreed to try it for a month and to keep careful records of the number of arguments they had during that period. To their surprise, the number declined rapidly." Chandan Lal Patary 211 9 1 14 Try Premium for Free Search
  30. 30. Behavior modification , a formalized technique for promoting the frequency of desirable behaviors and decreasing the incidence of unwanted ones. The techniques used by behavior analysts are as varied as the list of processes that modify behavior. Identifying goals and target behaviors . The first step is to define desired behavior . Is it an increase in time spent studying? A decrease in weight? An increase in the use of language? A reduction in the amount of aggression displayed by a child? The goals must be stated in observable terms and must lead to specific targets. For instance, a goal might be “to increase study time,” whereas the target behavior would be “to study at least 2 hours per day on weekdays and an hour on Saturdays.” Designing a data-recording system and recording preliminary data . To determine whether behavior has changed, it is necessary to collect data before any changes are made in the situation. This information provides a baseline against which future changes can be measured. Selecting a behavior-change strategy . The crucial step is to select an appropriate strategy. Because all the principles of learning can be employed to bring about behavior change, a “package” of treatments is normally used. This might include the systematic use of positive reinforcement for desired behavior (verbal praise or something more tangible, such as food), as well as a program of extinction for undesirable behavior (ignoring a child who throws a tantrum). Selecting the right reinforces is critical, and it may Chandan Lal Patary 211 9 1 14 Try Premium for Free Search
  31. 31. be necessary to experiment a bit to find out what is important to a particular individual. Implementing the program . Probably the most important aspect of program implementation is consistency. It is also important to reinforce the intended behavior. For example, suppose a mother wants her son to spend more time on his homework, but as soon as he sits down to study, he asks for a snack. If the mother gets a snack for him, she is likely to be reinforcing her son’s delaying tactic, not his studying. Keeping careful records after the program is implemented . Another crucial task is record keeping. If the target behaviors are not monitored, there is no way of knowing whether the program has actually been successful. Evaluating and altering the ongoing program . Finally, the results of the program should be compared with baseline, pre-implementation data to determine its effectiveness. If the program has been successful, the procedures employed can be phased out gradually. For instance, if the program called for reinforcing every instance of picking up one’s clothes from the bedroom floor, the reinforcement schedule could be modified to a fixed-ratio schedule in which every third instance was reinforced. However, if the program has not been successful in bringing about the desired behavior change, consideration of other approaches might be advisable. where can we use these? e.g My scrum master is not doing the ceremonies, My PO is not attending demo meeting, My team members are not writing user stories, my this is Chandan Lal Patary 211 9 1 14 Try Premium for Free Search
  32. 32. not interested , that is not working , those managers will always blame etc. How do we change the world ? __________________________________________________ Chandan Lal Patary 211 9 1 14 Try Premium for Free Search
  33. 33. Love the post? Hate the post? Have other ideas? Please leave a comment below! Let us explore some discussion.... Report this 9 Likes 1 Comment Add a comment… Narayann Swaami Agile Coach and Technology Leader 2y The example of the couple is an example of resolving a behavior by the simple act of tracking it. The "art of changing the world" has not changed in itself, it is in being the change that the change happens. Chandan Lal Patary 211 9 1 14 Edit article Try Premium for Free Search
  34. 34. 11/12/2017 Endure improved motivation through INTRINSIC motivation technique | LinkedIn https://www.linkedin.com/pulse/endure-improved-motivation-through-intrinsic-patary-pmp-csm-cssgb/?trk=mp-reader-card 1/10 Endure improved motivation through INTRINSIC motivation technique Published on August 23, 2015 | My son is not at all playing piano. I have consulted with “BABA/GURU” for his advice. BABA has shared with me below practices to try. I am practicing these to improve the situation at home and office. Edit article View stats Chandan Lal Patary 122 4 1 1 Try Premium for Free Search
  35. 35. 11/12/2017 Endure improved motivation through INTRINSIC motivation technique | LinkedIn https://www.linkedin.com/pulse/endure-improved-motivation-through-intrinsic-patary-pmp-csm-cssgb/?trk=mp-reader-card 2/10 I feel as a leader(Agile coach/Program manager/Development Manager etc.) we need to know this theory very well so that our action to achieve something become permanent. We do not have to push much! Things become automatic. How as Leader I will engage my team members? How I will motivate them? How I will energize them ? How ? The principles behind the Agile Manifesto include “build projects around motivated individuals. Give them the environment and support they need, and trust them to get the job done.” But why is motivation so important? Let us explore intrinsic motivation through various research. Intrinsic motivation is the sustainable way of driving something. Let us hear from Horse’s mouth. "Intrinsic motivation occurs when we act without any obvious external rewards. We simply enjoy an activity or see it as an opportunity to explore, learn, and actualize our potentials."(Coon & Mitterer, 2010) "Intrinsic motivation refers to the reason why we perform certain activities for inherent satisfaction or pleasure; you might say performing one of these activities in reinforcing in-and-of itself."(Brown, 2007) According to (Ryan and Deci, 2000) (pp. 56), Intrinsic motivation is defined as the doing of an activity for its inherent satisfaction rather than for some separable consequence. When intrinsically motivated, a person is moved to act for the fun or challenge entailed rather than because of external products, pressures or reward. Chandan Lal Patary 122 4 1 1 Try Premium for Free Search
  36. 36. 11/12/2017 Endure improved motivation through INTRINSIC motivation technique | LinkedIn https://www.linkedin.com/pulse/endure-improved-motivation-through-intrinsic-patary-pmp-csm-cssgb/?trk=mp-reader-card 3/10 Intrinsic motivation can be a powerful “engine of learning and development” (Larson & Rusk, 2011, p. 91). Intrinsic motivation is shaped by many factors (Eccles & Roeser, 2009) and is subject to ups and downs, as these factors change from day to day (Ryan & Deci, 2000; Urdan, 2003). Even in effective organized programs, the leaders report times when individual youth or the group are unmotivated and difficult to motivate (Larson & Walker, 2010). I also face the same with my kids. An important conclusion of motivational researchers in recent years is that intrinsic motivation is influenced by a wide array of factors at many levels of analysis (Eccles & Roeser, 2009; Shernoff & Bempechat, in press). I am also facing same situation. Chandan Lal Patary 122 4 1 1 Try Premium for Free Search
  37. 37. 11/12/2017 Endure improved motivation through INTRINSIC motivation technique | LinkedIn https://www.linkedin.com/pulse/endure-improved-motivation-through-intrinsic-patary-pmp-csm-cssgb/?trk=mp-reader-card 4/10 One important level is a person’s immediate experience in an activity. Csikszentmihalyi’s(1984; Csikszentmihalyi & Larson, 1990) theory of “flow” identifies factors in a person’s immediate interactions that influence intrinsic motivation. These include experiencing clear goals in the activity, challenges that are matched to your skills, and accurate feedback on your progress toward those goals. When people experience these elements, they are more likely to experience a state of intrinsic motivation that Csikszentmihalyi calls “flow.” At another level, psychological research identifies individual dispositions that influence intrinsic motivation. Ryan and Deci’s (2000) self-determination theory posits that humans share three basic psychological needs (autonomy, relatedness, and competence) and that people are most motivated when an activity serves one or more of these needs. Chandan Lal Patary 122 4 1 1 Try Premium for Free Search
  38. 38. 11/12/2017 Endure improved motivation through INTRINSIC motivation technique | LinkedIn https://www.linkedin.com/pulse/endure-improved-motivation-through-intrinsic-patary-pmp-csm-cssgb/?trk=mp-reader-card 5/10 Additional disposition-like factors that contribute to motivation include a person’s sense of efficacy in the activity (Bandura, 1997) and whether the activity is congruent with the person’s values, expectations, and goals (Eccles & Roesner, 2009). Too hard to try with my kids! but tried to convert this theory into practice. At another level, people’s interpersonal experiences in the setting are critical to motivation (Shernoff, 2013). Do youth feel like they belong? Do they feel the people can be trusted and care about them? Intrinsic motivation is shaped by ongoing relationship, including the relationships that develop in working together on an activity in the setting (Meyer & Smithenry, 2014). Research also indicates that culture influences motivation: Many of the factors just mentioned—such as needs, expectations, goals, and the dynamics of relationships— are mediated by cultural norms and ways of thinking (Markus & Kitayama, 2003). Ryan and Deci (2000) have identified autonomy—which they define as experience of agency and ownership—as a universal psychological need and a primary contributor to intrinsic motivation (although, as noted above, individual agency is more highly valued in Western culture; Markus & Kitayama, 2003). In Ryan and Deci’s (2000) motivational theory, what these leaders were doing was providing youth with “autonomy support.” Leaders provided some degree of initial structure for youth’s projects— general goals, models of how the work might unfold, and sometimes deadlines— so there was a track for youth to follow. This kind of “appropriate structure” is Chandan Lal Patary 122 4 1 1 Try Premium for Free Search
  39. 39. 11/12/2017 Endure improved motivation through INTRINSIC motivation technique | LinkedIn https://www.linkedin.com/pulse/endure-improved-motivation-through-intrinsic-patary-pmp-csm-cssgb/?trk=mp-reader-card 6/10 important to motivation in many theories; in situations without any structure, motivation is often short-lived (Eccles & Gootman, 2002). Youth got in over their heads, got stuck, lost motivation, or were headed in a direction that was unlikely to succeed. Leaders’ input helped youth get back on track, move forward, and get remotivated (Larson & Angus, 2011a,2011b). Across the programs we studied, this input improved youth’s motivation because it helped them regain a sense of agency and control over their work (Larson& Angus, 2011a). am I doing ? if I am doing , all these enough? Research on school motivation has often concluded, put comically: “It’s the relationships, stupid!” School motivation is influenced by students’ experiences of interpersonal safety, belonging, and emotional closeness to teachers and peers (Wentzel, 2009). Likewise, research in programs shows that positive relationships are important to youth’s engagement (Hirsch, 2005). Theory and research on intrinsic motivation often focus on the individual as the unit of analysis, yet motivation can be a group experience (Markus & Kitayama, 2003). In Ryan and Deci’s (2000) self-determination theory, “relatedness” is a basic psychological need that contributes to intrinsic motivation. Collaborative work is found to promote learning, partly because it increases motivation (Rogoff, 1998). They balanced relating to youth in personal ways that created conditions of social connection, trust, and friendship—which is important to intrinsic motivation (Ryan & Deci, 2000) Chandan Lal Patary 122 4 1 1 Try Premium for Free Search
  40. 40. 11/12/2017 Endure improved motivation through INTRINSIC motivation technique | LinkedIn https://www.linkedin.com/pulse/endure-improved-motivation-through-intrinsic-patary-pmp-csm-cssgb/?trk=mp-reader-card 7/10 Motivation is influenced by many factors at multiple levels, including in the activity, in relationships, and in the dispositions and goals that team members bring to a setting. Team members to develop knowledge and skill to sustain the motivation. Team member’s experiences ownership matters. Help the team members to connect with big picture and help them to achieve the same. Positive and caring relationship Work and fun balance. At the end BABA/Guru was correct , it really worked like magic. when my son will play at concert ! Chandan Lal Patary 122 4 1 1 Try Premium for Free Search
  41. 41. 11/12/2017 Endure improved motivation through INTRINSIC motivation technique | LinkedIn https://www.linkedin.com/pulse/endure-improved-motivation-through-intrinsic-patary-pmp-csm-cssgb/?trk=mp-reader-card 8/10 Reference: Csikszentmihalyi, M. (1997). Finding flow: The psychology of engagement with everyday life.New York, NY: Basic Books. Deci, E. L., & Ryan, R. M. (1995). Human autonomy: The basis for true self- esteem. InM. Kernis (Ed.), Efficacy, agency, and self-esteem (pp. 31–49). New York, NY: Plenum Press. Deci, E. L., & Ryan, R. M. (2000). The “what” and “why” of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11, 227–268. Chandan Lal Patary 122 4 1 1 Edit article Try Premium for Free Search
  42. 42. 11/12/2017 Find and Recognize Those Toxic Handler | LinkedIn https://www.linkedin.com/pulse/find-recognize-those-toxic-handler-chandan-lal-patary-pmp-csm-cssgb/?trk=mp-reader-card 1/5 Find and Recognize Those Toxic Handler Published on October 28, 2015 | A great Harvard Business Review article titled “The Toxic Handler: Organizational Hero—and Casualty” reveals the scientific basis for the importance of this role and how it should be rewarded and encouraged. For this article, the authors interviewed and observed 70 executives who were either toxic handlers themselves or who had one working for them. The Edit article View stats Chandan Lal Patary 146 7 0 Try Premium for Free Search
  43. 43. 11/12/2017 Find and Recognize Those Toxic Handler | LinkedIn https://www.linkedin.com/pulse/find-recognize-those-toxic-handler-chandan-lal-patary-pmp-csm-cssgb/?trk=mp-reader-card 2/5 authors defined a toxic handler as “a manager who voluntarily shoulders the sadness, frustration, bitterness, and anger that are endemic to organizational life.” In the article, the authors provide further insight into how beneficial these unsung heroes are. “[Great] ideas dry up when people are hurting or when they are focused on organizational dysfunction. It is toxic handlers who frequently step in and absorb others’ pain so that high-quality work continues to get done.” The work of the toxic handler is absolutely vital to success when large teams have to collaborate and overcome every obstacle, even those erected unintentionally by the organization. Toxicity is frequent, and deadly to productivity. Peter Frost, author of Toxic Emotions at Work, notes that many organizations and their leaders generate emotional pain, which is a form of toxicity. Some toxicity can demoralize employees, damage performances, and ultimately contaminate the health of the organization. Toxicity often creates the kind of pain that shows up in worker’s diminished sense of self-worth. One or more workers who are depressed or angry can poison team or department morale. Research identifies five specific ways in which the impact of toxic handlers is felt: 1. They listen empathetically . In essence, they always have time for people who need to talk. In fact, I always told people my door was open, and I meant it. As a result, team members stopped by to chat. Sometimes they needed reassurance, and others just wanted face time. Either way, I was a very good listener. Most important, I would never judge why they came, what was bothering them, or how important it was. All that Chandan Lal Patary 146 7 0 Try Premium for Free Search
  44. 44. 11/12/2017 Find and Recognize Those Toxic Handler | LinkedIn https://www.linkedin.com/pulse/find-recognize-those-toxic-handler-chandan-lal-patary-pmp-csm-cssgb/?trk=mp-reader-card 3/5 mattered was it was important enough for them to stop by. Research confirms that being nonjudgmental is critical. 2. They suggest solutions . Compassion is all about helping. Alleviate the pain if you can by listening, but help directly by intervening if that is what it takes. Every minute a professional is cognitively off the air, you are losing partial or full productivity. As a leader, you must address this for the welfare of the team. 3.They work behind the scenes to prevent pain . If you know someone is going to face a situation that is very unpleasant, intervene if doing so makes sense. Preventing a painful situation is better than dealing with the aftermath, so be alert, and be proactive. 4. They carry the confidence of others . To be in this role, you must be absolutely trustworthy. If not, who will ever come to you? And, rest assured, if you violate an individual ’s trust, it will spread. Humans have tremendous survival skills, and one such skill is group members alerting others to danger. Sometimes this is referred to as gossip, but it is how we are wired, and bad news travels fast. Be a confidant. 5. They reframe difficult messages . As just noted, reframing difficult messages is valuable—especially if you work in an organization where a senior leader or the chief executive doesn’t understand the feelings of others. It can keep you busy, but the dividends are high. As an Agile coach and leader we need to recognize those team members who create positive work place, we need to produce such team members more and more. Reference: P. Frost and S. Robinson, “The Toxic Handler: Organizational Hero— and Casualty,” Harvard Business Review (July-August 1999, 97–106 Chandan Lal Patary 146 7 0 Edit article Try Premium for Free Search
  45. 45. Finding your Purpose through Game? Published on October 8, 2017 |Edit article View stats Chandan Lal Patary 152 13 2 29 Try Premium for Free Search
  46. 46. We played one game with the team, theme is "How can I inspire myself and help others to achieve the same?" Whole team is require. It will take 180 mins for 8 team members. 15 mins for each team members in isolation to write down( 8 nos A4 size paper, Large size room for all the team members to sit comfortably, blocked for 2-3 hrs , no disturbance or interrupt). Start listing books, events, films, poems, people, quotes, places, paintings, experiences and whatever you find uplifting and exceptionally exciting( 15 mins each). As we recall these, or even read or see them again, we become aware of why they inspire us and the feelings they generate.Why they build our purpose? All the team members have to do this exercise and share. Note: Rule of the game: No body criticize and tell any comments about others, We take the input as it is. Complete respect and we create the environment Safe to share. Now consider what could produce similar feelings about the performance in your own company. What would need to be happening for you to feel inspired? Chandan Lal Patary 152 13 2 29 Try Premium for Free Search
  47. 47. Let us all spend 5 mins each to share whatever we have written down.( total 40 mins). Listen carefully with EARS open. Disclosing personal information in this way helps build better working relationships. Suddenly people seem human and capable of being affected emotionally, and indeed inspired. Starting a conversation about inspiration puts your collective attention on the subject. Then, by extending it to focus on workplace performance, you start a new dialogue that could identify routes to truly exceptional results. You can create a stream of productive ideas for transforming how you serve customers, present products and deal with staff. Talk about inspiration as an essential component of high-level performance. Inspiration alters people inwardly so that they think and act differently, often performing beyond their own and other people’s expectations. They feel the difference. We need to discover each other's purpose and inspiration triggers. Chandan Lal Patary 152 13 2 29 Try Premium for Free Search
  48. 48. This exercise to help us to connect with the people and help us to connect with organizational purpose and self. Very powerful exercise ....Experience it.. Love this POST? NOT liked this POST? Please leave your comments. Chandan Lal Patary 152 13 2 29 Try Premium for Free Search
  49. 49. 11/12/2017 Flow: Increase Engagement for Satisfaction | LinkedIn https://www.linkedin.com/pulse/flow-increase-engagement-satisfaction-patary-pmp-csm-cssgb/?trk=mp-reader-card 1/7 Flow: Increase Engagement for Satisfaction Published on October 26, 2015 | In a New York Times article, “Do Happier People Work Harder?” the authors make reference to a Gallup poll that shows our workers are more disengaged than ever. According to the article, Gallup ’s Healthways Well-Being Index is based on Edit article View stats Chandan Lal Patary 162 8 0 Try Premium for Free Search
  50. 50. 11/12/2017 Flow: Increase Engagement for Satisfaction | LinkedIn https://www.linkedin.com/pulse/flow-increase-engagement-satisfaction-patary-pmp-csm-cssgb/?trk=mp-reader-card 2/7 a daily poll of 1,000 adults since 2008. Americans feel worse about their jobs and work environments than they ever have before. It is estimated by Gallup that this disengagement crisis is costing the economy over $300 billion a year. In his book Finding Flow, Csíkszentmihályi explains that flow is likely to occur when an individual is faced with a task that has clear goals that require specific responses. A game of chess is a good example of when a flow state might occur. For the duration of a game, the player has very specific goals and responses, allowing attention to be focused entirely on the game during the period of play. "Flow also happens when a person's skills are fully involved in overcoming a challenge that is just about manageable, so it acts as a magnet for learning new skills and increasing challenges," Csíkszentmihályi explains. "If challenges are too low, one gets back to flow by increasing them. If challenges are too great, one can return to the flow state by learning new skills." The best moments usually occur when a person’s body or mind is stretched to its limits in a voluntary effort to accomplish something difficult and worthwhile. Optimal experience is thus something we make happen. (Csikszentmihalyi, 1990, p.3) Chandan Lal Patary 162 8 0 Try Premium for Free Search
  51. 51. 11/12/2017 Flow: Increase Engagement for Satisfaction | LinkedIn https://www.linkedin.com/pulse/flow-increase-engagement-satisfaction-patary-pmp-csm-cssgb/?trk=mp-reader-card 3/7 Conditions of flow, defined as a state in which challenges and skills are equally matched, play an extremely important role in the workplace. Chandan Lal Patary 162 8 0 Try Premium for Free Search
  52. 52. 11/12/2017 Flow: Increase Engagement for Satisfaction | LinkedIn https://www.linkedin.com/pulse/flow-increase-engagement-satisfaction-patary-pmp-csm-cssgb/?trk=mp-reader-card 4/7 Cziksentmihalyi defines flow as “a state in which people are so involved in an activity that nothing else seems to matter; the experience is so enjoyable that people will continue to do it even at great cost, for the sheer sake of doing it.” (Cskikszentmihalyi, 1990, p.4) One cannot force oneself to enter flow. It just happens. A flow state can be entered while performing any activity, although it is most likely to occur when one is Chandan Lal Patary 162 8 0 Try Premium for Free Search
  53. 53. 11/12/2017 Flow: Increase Engagement for Satisfaction | LinkedIn https://www.linkedin.com/pulse/flow-increase-engagement-satisfaction-patary-pmp-csm-cssgb/?trk=mp-reader-card 5/7 wholeheartedly performing a task or activity for intrinsic purposes Csíkszentmihályi identifies the following ten factors as accompanying an experience of flow 1. Clear goals (expectations and rules are discernible and goals are attainable and align appropriately with one's skill set and abilities). Moreover, the challenge level and skill level should both be high.[5] 2. Concentrating, a high degree of concentration on a limited field of attention (a person engaged in the activity will have the opportunity to focus and to delve deeply into it). 3. A loss of the feeling of self-consciousness, the merging of action and awareness. 4. Distorted sense of time, one's subjective experience of time is altered. 5. Direct and immediate feedback (successes and failures in the course of the activity are apparent, so that behavior can be adjusted as needed). 6. Balance between ability level and challenge (the activity is neither too easy nor too difficult). 7. A sense of personal control over the situation or activity. 8. The activity is intrinsically rewarding, so there is an effortlessness of action. 9. A lack of awareness of bodily needs (to the extent that one can reach a point of great hunger or fatigue without realizing it) 10. Absorption into the activity, narrowing of the focus of awareness down to the activity itself, action awareness merging Csikszentmihalyi argues that with increased experiences of flow, people experience “growth towards complexity,” in which people flourish as their achievements grow and Chandan Lal Patary 162 8 0 Try Premium for Free Search
  54. 54. 11/12/2017 Flow: Increase Engagement for Satisfaction | LinkedIn https://www.linkedin.com/pulse/flow-increase-engagement-satisfaction-patary-pmp-csm-cssgb/?trk=mp-reader-card 6/7 with that comes development of increasing “emotional, cognitive, and social complexity” (Vissar). Employees are completely engaged when they are in flow zone.To be in flow zone , we have to encourage them into High skill and high challenge level. Reference:Csikszentmihalyi, Mihaly (1990). Flow: The Psychology of Optimal Experience. New York, NY: Harper and Row. Report this 8 Likes 0 Comments Add a comment… Chandan Lal Patary Enterprise Agile Coach at Société Générale More from Chandan Lal Patary See all 306 articles Chandan Lal Patary 162 8 0 Edit article Try Premium for Free Search
  55. 55. 11/12/2017 Free-Rider Problem? Ringelmann Effect | LinkedIn https://www.linkedin.com/pulse/free-rider-problem-ringelmann-effect-chandan-lal-patary-pmp-csm-cssgb/?trk=mp-reader-card 1/5 Free-Rider Problem? Ringelmann Effect Published on November 15, 2015 | In 1913, Max Ringelmann, a French agricultural engineer, conducted what many believe was the first recorded social psychology experiment. He carefully measured how much force people exerted when they pulled a rope alone, and when they pulled it with up to thirteen additional people. Edit article View stats Chandan Lal Patary 208 5 3 1 Try Premium for Free Search
  56. 56. 11/12/2017 Free-Rider Problem? Ringelmann Effect | LinkedIn https://www.linkedin.com/pulse/free-rider-problem-ringelmann-effect-chandan-lal-patary-pmp-csm-cssgb/?trk=mp-reader-card 2/5 He conducted additional studies in the lab and in the field and summarized all these results together. His results were mind-boggling. Applying his findings back to the rope experiment, Ringelmann found that when a person was added to the rope, everyone pulled with less strength. When two people were on the line, they each pulled with 93 percent of the force of a person working alone. Three people each pulled with 85 percent of the force, and so on. By the time eight people joined the rope, they were each pulling with half the force of a single person. As a result, a team of eight pulled the rope with no more total force than a team of seven. In a set of simple rope pulling experiments he discovered that, in what is now known as the Ringelmann Effect, people’s efforts quickly diminish as team size increases. Eight people, he found, didn’t even pull as hard as four individuals. He rationalized the decay in effort by suggesting it was difficult for team members to coordinate effort, and left it at that. The Ringelmann Effect is another name for the dreaded free-rider problem. Free riders are people who try to hide in a crowd and let others do the work. Chandan Lal Patary 208 5 3 1 Try Premium for Free Search
  57. 57. 11/12/2017 Free-Rider Problem? Ringelmann Effect | LinkedIn https://www.linkedin.com/pulse/free-rider-problem-ringelmann-effect-chandan-lal-patary-pmp-csm-cssgb/?trk=mp-reader-card 3/5 A summary of seventy-eight free-rider experiments published in the Journal of Personality and Social Psychology validated Ringelmann’s finding—that increasing the size of a group causes a decrease in individual effort. But the study went a step further and examined the structural elements of cultures that cause free-rider behavior. According to Ringelmann (1913), groups fail to reach their full potential because various interpersonal processes detracts from the group’s overall proficiency. Namely, two distinct processes have been identified as potential sources for the reduced productivity of groups: loss of motivation, and coordination problems. Part of Amazon.com’s behavioral code is the “two-pizza rule”: if a project team can’t be fed by two pizzas, it’s too big. The rule exemplifies Bezos’s belief that real work should be managed by the smallest teams possible. It is also a perfect illustration of a hunting party. Less is more for team !! No body can hide ! Report this 5 Likes Chandan Lal Patary 208 5 3 1 Edit article Try Premium for Free Search
  58. 58. Hey Coach, Please guide me, How do I motivate my team members? Published on July 19, 2016 |Edit article View stats Chandan Lal Patary 608 25 3 51 Try Premium for Free Search
  59. 59. Most of the time I get this question from my line managers. I thought let me give it a thought and apply same to my coaches. This table is a snapshot most of the famous motivational theories. Chip Conley, founder of the Joie de Vivre hotel chain and Head of Hospitality at Airbnb, used the Hierarchy of Needs pyramid to transform his business. According to Chip, many managers struggle with the abstract concept of self actualization and so focus on lower levels of the pyramid instead. Conley found one way of helping with higher levels was to help his employees understand the meaning of their roles during a staff retreat…Conley’s team were able to Chandan Lal Patary 608 25 3 51 Try Premium for Free Search
  60. 60. realize the importance of their job to the company and to the people they were helping. By showing them the value of their roles, the team were able to feel respected and motivated to work harder. We all have all these drivers, if we first satisfy lower order needs and focus more with higher order needs, employees will become self driven.As a leader how can we do below ? How can we provide sensory, intellectual and emotional stimulation? How can we provide team members status to be acknowledged and also belonging to something? How can we create a strong, motivating work environment where high performance is standard? How can we creates a sense of connectedness and comfort? How can we create enjoyment of passion about anything, from sports to supporting international causes? How can we encourage people to perform better at work by having and communicating high expectations of them? Chandan Lal Patary 608 25 3 51 Try Premium for Free Search
  61. 61. How can we encourage Happiness? How can we stop punishing for failure? How can we make a major effort to ensure that we offer competitive wages and other forms of compensation? How can we grow team members by providing challenging new tasks which are reachable and according to their interest? How can we give team members freedom to find their own unique solution which is out of the box? through which they achieve personal and professional achievement? How can we create good support system and guidance for the team members so that they got inspire to do the assignment? How can to rotate team members job so that they do not do the routine work, let them discover new interesting work? How can I set stretch goal for the team members and recognized on achievement the same in public? Chandan Lal Patary 608 25 3 51 Try Premium for Free Search
  62. 62. People don’t believe what you tell them. They rarely believe what you show them. They often believe what their friends tell them. They always believe what they tell themselves. Chandan Lal Patary 608 25 3 51 Try Premium for Free Search
  63. 63. —Seth Godin some points from south west airlines Wikipedia mentions these three facts: Southwest Airlines (SWA) is one of the world's most profitable airlines, posting a profit for the 36th consecutive year in January 2009. SWA is the largest airline in the United States by number of passengers carried domestically per year (as of December 31, 2007) SWA has carried more customers than any other U.S. airline since August 2006 for combined domestic and international passengers according to the U.S. Department of Transportation's Bureau of Transportation Statistics. SWA mission statement – on the SWA web site – it reads: “To our employees: We are committed to provide our Employees a stable work environment with equal opportunity for learning and personal growth. Creativity and innovation are encouraged for improving the effectiveness of Chandan Lal Patary 608 25 3 51 Try Premium for Free Search
  64. 64. Southwest Airlines. Above all, Employees will be provided the same concern, respect, and caring attitude within the organization that they are expected to share externally with every Southwest Customer.”  Zig Ziglar said that “people o en say motivation does not last. Well, neither does bathing. That’s why we recommend it on daily basis.” Can we take care all these aspects ? Love the post? Hate the post? Have other ideas? Please leave a comment below! Please find more posts here Report this 25 Likes Chandan Lal Patary 608 25 3 51 Try Premium for Free Search
  65. 65. How Do You Want to Be Recognized? Published on April 2, 2017 |Edit article View stats Chandan Lal Patary 175 11 2 78 Try Premium for Free Search
  66. 66. Everyone wants to be recognized some way. Agile Development is often based on the effective communication, collaboration, and coordination. How can we increase engagement? How can we increase self motivation? How can we increase sharing - caring culture? How can we encourage increased competence and growth? Agile discourage to build Hero culture. How do we build team culture and encourage individual to contribute their best and doesn't recognize! Eric Berne, the originator of Transactional Analysis, identified what he called 'six hungers' that act as fundamental drivers that push us into action. One of the hunger is Recognition hunger.When others recognize and acknowledge us, our sense of identity is reinforced as we know ourselves to exist as individuals and to Chandan Lal Patary 175 11 2 78 Try Premium for Free Search
  67. 67. have an accepted place in society. For Agile team we need to build system where we continuously provide feedback and recognize each individual as an when we find there is something can be appreciate. Harvard Business School professor and international change expert John Kotter’s work spotlighting the need to “celebrate small wins” in any change effort.Without such acknowledgement, teams often begin to lose direction, motivation, and enthusiasm. what are the various Recolonization we can enable? Examples of external rewards include pay, bonuses, plaques, notes, publicity in newspapers, commendations at a company party, certificates, gifts, trips, and dinners. Examples of internal rewards include satisfaction from accomplishing the team goal and a sense of well-being deriving from strong work relationships, creative challenges, increased responsibility, and learning opportunities. What we can do to build such culture a) Look for opportunity where you can appreciate others b) Help individuals where he/she can perform better and You can appreciate Chandan Lal Patary 175 11 2 78 Try Premium for Free Search
  68. 68. c) Share the goal with the members and share the expectation, help them to set stretch goal d) Create appreciation platform.Make it shorter and frequent e) Crate many ways for appreciation, e.g Writing best code, share best stories, Helping others in crises situation, Best support team members, Creative team members etc f) Celebrate the achievements g) Make it Visual, in the board where all of the team members can see h) Recognize best ideas , Best solutions, Best knowledge shared etc Recognize the skills, knowledge, behaviors, and demeanor that support agile performance to reinforce them at all levels of the organization. A culture of recognition engages, energizes, and empowers employees. Let us not recognize activities , recognize outcomes. Chandan Lal Patary 175 11 2 78 Try Premium for Free Search
  69. 69. How I have created habit of providing Positive Strokes to others Published on April 22, 2016 |Edit article View stats Chandan Lal Patary 74 6 0 Try Premium for Free Search
  70. 70. I had decided to make it a habit , to give positive stroke while discussing with others wherever possible. I have followed a process to make it a habit.Let us find how? Tom Bartow, considered by many to be the top business coach in the country, developed the following model of what habit formation looks like: Phase 1: THE HONEYMOON Chandan Lal Patary 74 6 0 Try Premium for Free Search
  71. 71. This phase of habit formation is characterized by the feeling of “this is easy.” The honeymoon phase is usually the result of something inspiring. It will end in 2nd or 3rd week.Though I was consciously trying to maintain provide positive stroke, but I was forgetting this habit at initial days. Chandan Lal Patary 74 6 0 Try Premium for Free Search
  72. 72. Phase 2: THE FIGHT THRU Inspiration fades and reality sets in. A person finds himself struggling with the positive habit completion and old habits seem to be right around the corner. The key to moving to the third phase of habit formation is to win 2 or 3 “fight thru’s.” This is critical. To win the fight thru, use the following techniques: 1. RECOGNIZE: Recognition is essential for winning the fight thru. When you have entered the fight through, simply say to yourself, “I have entered the fight thru, and I need to win a few to move past this.” Winning each fight thru will make it easier to win the next. Conversely, when you choose to lose a fight thru, you make it easier to lose the next one. 2. ASK 2 QUESTIONS: “How will I feel if I do this?” and “How will I feel if I don’t do this?” Bring EMOTION into the equation. Let yourself feel the positive in winning the fight thru and the negative in losing. 3. LIFE PROJECTION: If the above 2 techniques haven’t moved you to action, then imagine in great detail how your life will be in 5 years if you do not begin making changes. Be totally honest with yourself, and allow yourself to feel what life will be like if the changes are not made. Chandan Lal Patary 74 6 0 Try Premium for Free Search
  73. 73. Phase 3: SECOND NATURE Once in SECOND NATURE, the following are 3 common interruptions that will send a person back to THE FIGHT THRU: THE DISCOURAGEMENT MONSTER: An individual allows negative results discourage him or her into thinking, “This isn’t working, and there is nothing I can do.” DISRUPTIONS: An individual experiences significant change to his or her current pattern (e.g., vacations, holidays, illness, weekends). SEDUCTION OF SUCCESS: An individual begins to focus on positive results and begins to think, “I’m the special one. I have finally figured out how to have great results with not so great process.” If a person experiences an interruption that sends him or her back to the fight thru, winning 2 or 3 fight thru’s will bring him or her back to second nature. Chandan Lal Patary 74 6 0 Try Premium for Free Search
  74. 74. How do you want to change your habit ? Love the post? Hate the post? Have other ideas? Please leave a comment below! Please find more posts here. Report this 6 Likes Chandan Lal Patary 74 6 0 Try Premium for Free Search
  75. 75. 11/12/2017 Influence !! How to master this skill? | LinkedIn https://www.linkedin.com/pulse/influence-how-master-skill-chandan-lal-patary-pmp-csm-cssgb/?trk=mp-reader-card 1/6 Influence !! How to master this skill? Published on September 8, 2015 |Edit article View stats Chandan Lal Patary 70 0 0 Try Premium for Free Search
  76. 76. 11/12/2017 Influence !! How to master this skill? | LinkedIn https://www.linkedin.com/pulse/influence-how-master-skill-chandan-lal-patary-pmp-csm-cssgb/?trk=mp-reader-card 2/6 Influence , influence , influence to our boss, influence to our peers, influence to our spouse, influence to our girlfriends/boy friends what not! Most of the time we are influencing others all the time, knowing or unknowingly. But how to do it effectively….? which can help us to build a relationship with all the connected team members. Chandan Lal Patary 70 0 0 Try Premium for Free Search
  77. 77. 11/12/2017 Influence !! How to master this skill? | LinkedIn https://www.linkedin.com/pulse/influence-how-master-skill-chandan-lal-patary-pmp-csm-cssgb/?trk=mp-reader-card 3/6 Influence is not some magic power only a few people have. Every person on the planet exercises influence all the time. Most of our energy are spends to influence. Influence is part of nearly every communication. It occurs in virtually every human interaction, every moment, everywhere. It is so fundamental to leadership that there could be no leadership without it. If we have power we are influencing if we don’t have we are influencing max.Before anything else, getting ready is the secret to success. —HENRY FORD We need to do good amount of homework, Preparation Is the Key to Influence. We need to read others mind and help them with what they want to get the buy- in from others. “Some people may be uncooperative because they are too busy elsewhere, and some because they are not really capable of helping. Others may well have goals, values, and beliefs that are quite different and in conflict with the manager’s and may therefore have no desire whatsoever to help or cooperate.” So we need to know exactly what it is and act on it to help each other. Interests, which play critical role, ask whether your request is aligned with the person’s interests and values. If not, then the person’s interests would not be well served by going along with you and, in this situation, most people most of the time will not willingly consent to be influenced. Chandan Lal Patary 70 0 0 Try Premium for Free Search
  78. 78. 11/12/2017 Influence !! How to master this skill? | LinkedIn https://www.linkedin.com/pulse/influence-how-master-skill-chandan-lal-patary-pmp-csm-cssgb/?trk=mp-reader-card 4/6 You may not be able to influence people the first time and in the first way you approach them. Influence is often a process rather than an event. Sometimes, the influence technique we are using is not one they respond well to. If we keep trying the same approach, we may create greater and greater resistance. If the influence technique we are using is not working, don't keep doing the same thing. Try something else. Culture play significant role when we are influencing people. What works in Mexico may not work as well in Malaysia, just as the openness and informality typical in Australia, even in business settings, may not be as acceptable in Germany or the Netherlands (in fact, it could cause suspicion). Influence effectiveness depends in part on the conventions, values, and beliefs prevalent in every culture. People tend to assume that what they like, everyone else will like; that what works well for them will also work for others. This is the case because, by and large, most people believe that they are normal and that most other people share their view of reality. If we are observant, if we listen to other people and observe their behavior and the environments they create for themselves, we can discover how best to influence most people. It will build capability over period of time and soon it will become second nature. So consciously we need to make it a habit to build those observation skill. Chandan Lal Patary 70 0 0 Try Premium for Free Search
  79. 79. 11/12/2017 Influence !! How to master this skill? | LinkedIn https://www.linkedin.com/pulse/influence-how-master-skill-chandan-lal-patary-pmp-csm-cssgb/?trk=mp-reader-card 5/6 Our business has to have mutual benefit to get the effective influence with others. Prepare our mind, know who is our audience, know their code, and structure a winning persuasive argument accordingly. Let us know who, what, when, where, and why about our message and our audience. Master Persuaders know that information and structure are the seeds for perfect persuasion. Report this Chandan Lal Patary 70 0 0 Try Premium for Free Search
  80. 80. 11/12/2017 Influence and Win the people ? | LinkedIn https://www.linkedin.com/pulse/influence-win-people-chandan-lal-patary-pmp-csm-cssgb/?trk=mp-reader-card 1/10 Influence and Win the people ? Published on December 25, 2015 | How to Influence and win the people through certain mechanism. Each Person has Unique Personality Traits. Dr. William Marston wrote “The Emotions of Normal People” in 1928 after earning his doctorate from Harvard University. Marston theorized that people are motivated by Edit article View stats Chandan Lal Patary 94 4 1 1 Try Premium for Free Search
  81. 81. 11/12/2017 Influence and Win the people ? | LinkedIn https://www.linkedin.com/pulse/influence-win-people-chandan-lal-patary-pmp-csm-cssgb/?trk=mp-reader-card 2/10 four intrinsic drives that direct behavioral patterns. He used four descriptive characteristics for behavioral tendencies which are represented by four letters of the alphabet: D, I, S and C. Thus the concept of “DISC” was introduced. The DiSC model provides a common language that people can use to better understand themselves and to adapt their behaviors with others. Developed in 1950, DISC is one of the world's most widely utilized and adapted models of behaviour. DiSC profiles help us and our team: Increase your self-knowledge: how you respond to conflict, what motivates you, what causes you stress and how you solve problems Facilitate better teamwork and minimize team conflict Develop stronger sales skills by identifying and responding to customer styles Manage more effectively by understanding the dispositions and priorities of employees and team members Become more self-knowledgeable, well-rounded and effective leaders DiSC stand for Chandan Lal Patary 94 4 1 1 Try Premium for Free Search
  82. 82. 11/12/2017 Influence and Win the people ? | LinkedIn https://www.linkedin.com/pulse/influence-win-people-chandan-lal-patary-pmp-csm-cssgb/?trk=mp-reader-card 3/10 D Dominance: Person places emphasis on accomplishing results, the bottom line, confidence Behaviors - Sees the big picture - Can be blunt - Accepts challenges - Gets straight to the point I Influence Person places emphasis on influencing or persuading others, openness, relationships Behaviors - Shows enthusiasm - Is optimistic - Likes to collaborate - Dislikes being ignored S Steadiness Person places emphasis on cooperation, sincerity, dependability Behaviors - Doesn't like to be rushed - Calm manner - Calm approach Chandan Lal Patary 94 4 1 1 Try Premium for Free Search
  83. 83. 11/12/2017 Influence and Win the people ? | LinkedIn https://www.linkedin.com/pulse/influence-win-people-chandan-lal-patary-pmp-csm-cssgb/?trk=mp-reader-card 4/10 - Supportive actions - Humility C Conscientiousness Person places emphasis on quality and accuracy, expertise, competency Behaviors - Enjoys independence - Objective reasoning - Wants the details - Fears being wrong Chandan Lal Patary 94 4 1 1 Try Premium for Free Search
  84. 84. 11/12/2017 Influence and Win the people ? | LinkedIn https://www.linkedin.com/pulse/influence-win-people-chandan-lal-patary-pmp-csm-cssgb/?trk=mp-reader-card 5/10 Chandan Lal Patary 94 4 1 1 Try Premium for Free Search
  85. 85. 11/12/2017 Influence and Win the people ? | LinkedIn https://www.linkedin.com/pulse/influence-win-people-chandan-lal-patary-pmp-csm-cssgb/?trk=mp-reader-card 6/10 whom you are interacting with ? D/I/S/C? or apply Johari Window A simple and useful tool for understanding and training selfawareness, personal development, improving communications, interpersonal relationships, group dynamics, team development and intergroup relationships. Developed by American psychologists Joseph Luft and Harry Ingham in the 1950's, calling it 'Johari' after combining their first names, Joe and Harry Chandan Lal Patary 94 4 1 1 Try Premium for Free Search
  86. 86. 11/12/2017 Influence and Win the people ? | LinkedIn https://www.linkedin.com/pulse/influence-win-people-chandan-lal-patary-pmp-csm-cssgb/?trk=mp-reader-card 7/10 Johari window four regions 1. Open area, open self, free area, free self, or 'the arena‘: what is known by the person about him/herself and is also known by others - 2. Blind area, blind self, or 'blindspot‘: what is unknown by the person about him/herself but which others know 3. Hidden area, hidden self, avoided area, avoided self or 'façade’: what the person knows about him/herself that others do not know Chandan Lal Patary 94 4 1 1 Try Premium for Free Search
  87. 87. 11/12/2017 Influence and Win the people ? | LinkedIn https://www.linkedin.com/pulse/influence-win-people-chandan-lal-patary-pmp-csm-cssgb/?trk=mp-reader-card 8/10 4. Unknown area or unknown self: what is unknown by the person about him/herself and is also unknown by others Fig 1 is for a new team member, Fig 2 is for a established/old team member. For Fig 1 : The open free is small because others know little about the new person „ Similarly the blind area is small because others know little about the new person „ The hidden or avoided issues and feelings are a relatively large area „ The unknown area is the largest, which might be because the person is lacking in self-knowledge or belief For Fig 2 : The open free region is large because others know a lot about the person that the person also knows. Through disclosure and receiving feedback the open area has expanded and at the same time reduced the sizes of the hidden, blind and unknown areas let us do some home work before we start the assignment. Chandan Lal Patary 94 4 1 1 Try Premium for Free Search
  88. 88. 11/12/2017 Influence and Win the people ? | LinkedIn https://www.linkedin.com/pulse/influence-win-people-chandan-lal-patary-pmp-csm-cssgb/?trk=mp-reader-card 9/10 Tom, Jerry and Spike also has become friend!!! Report this 4 Likes 1 Comment Add a comment… Venkatesh Rajamani Learner & Enterprise Agile Coach |Freelance Agility Trainer Scrum Alliance -CTC®|Scrum.org - PSM III® Like Reply 2y Hi is this article complete? Chandan Lal Patary 94 4 1 1 Edit article Try Premium for Free Search
  89. 89. 11/12/2017 Killing Toxic Culture by Praise and Appreciation | LinkedIn https://www.linkedin.com/pulse/killing-toxic-culture-praise-appreciation-patary-pmp-csm-cssgb/?trk=mp-reader-card 1/9 Killing Toxic Culture by Praise and Appreciation Published on September 5, 2015 | In a study published in 2011 (Conboy et al., 2011) it was found that the increasing use of Agile approaches and growing pressure to adopt Agile Management, contribute to the need for human resource departments and project managers to address people challenges more. Edit article View stats Chandan Lal Patary 89 3 0 Try Premium for Free Search
  90. 90. 11/12/2017 Killing Toxic Culture by Praise and Appreciation | LinkedIn https://www.linkedin.com/pulse/killing-toxic-culture-praise-appreciation-patary-pmp-csm-cssgb/?trk=mp-reader-card 2/9 There is a need to identify the problems that the Agile transition may cause. A list of the most important people challenges in Agile was proposed as follows: developer fear caused by transparency of skill deficiencies, the need for developers to be a ‘master of all trades’, increased reliance on social skills, a lack of business knowledge among developers, the need to understand and learn values and principles of Agile, not just the practices, lack of developer motivation to use Agile methods and the need for Agile compliant performance evaluation. Shane Hastie (2004) discusses how Agile differs from traditional methods by putting much more emphasis on team work, cooperation and self organization. One of the key to the success of Agile is trust, which needs to be present both between the leader and the team and among the team members themselves. Peter Frost, author of Toxic Emotions at Work, notes that many organizations and their leaders generate emotional pain, which is a form of toxicity. Some toxicity can demoralize employees, damage performances, and ultimately contaminate the health of the organization.Worker humiliation is a common toxin in the workplace; lack of recognition for work well done is another. Chandan Lal Patary 89 3 0 Try Premium for Free Search
  91. 91. 11/12/2017 Killing Toxic Culture by Praise and Appreciation | LinkedIn https://www.linkedin.com/pulse/killing-toxic-culture-praise-appreciation-patary-pmp-csm-cssgb/?trk=mp-reader-card 3/9 Agile work environment need more positive reinforcement to become successful. Let us look into 2 principles , how praise and appreciation practices helps agile team to become successful. In the early fifties, Don Clifton, was teaching psychology at the University of Nebraska when he noticed a major problem: The field of psychology was based almost entirely on the study of what is wrong with people. He began to wonder if it would be more important to study what is right with people. The Theory of the Dipper and the Bucket: Each of us has an invisible bucket. It is constantly emptied or filled, depending on what others say or do to us. When our bucket is full, we feel great. When it’s Chandan Lal Patary 89 3 0 Try Premium for Free Search
  92. 92. 11/12/2017 Killing Toxic Culture by Praise and Appreciation | LinkedIn https://www.linkedin.com/pulse/killing-toxic-culture-praise-appreciation-patary-pmp-csm-cssgb/?trk=mp-reader-card 4/9 empty, we feel awful.Each of us also has an invisible dipper. When we use that dipper to fill other people’s buckets – by saying or doing things to increase their positive emotions – we also fill our own bucket. But when we use that dipper to dip from others’ buckets – by saying or doing things that decrease their positive emotions – we diminish ourselves. Like the cup that run over, a full bucket gives us a positive outlook and renewed energy. Every drop in that bucket makes us stronger and more optimistic. But an empty bucket poisons our outlook, saps our energy, and undermines our will. That’s why every time someone dips from our bucket, it hurts us. So we face a Chandan Lal Patary 89 3 0 Try Premium for Free Search
  93. 93. 11/12/2017 Killing Toxic Culture by Praise and Appreciation | LinkedIn https://www.linkedin.com/pulse/killing-toxic-culture-praise-appreciation-patary-pmp-csm-cssgb/?trk=mp-reader-card 5/9 choice every moment of every day. We can fill one another’s buckets, or we can dip from them. It’s an important choice – one that profoundly influences our relationships, productivity, health, and happiness. Five Strategies for Increasing Positive Emotions: To increase positive emotions in our life and others’ lives, we must make a habit of filling buckets. Strategy One – Prevent Bucket Dipping: Just as we have to start eliminating debt before we can truly save, we must start to eliminate bucket dipping before we can truly begin to fill buckets. The next time you see bucket dipping in progress, do something about it. Convince others that unwarranted negativity only makes matters worse. Strategy Two – Shine a Light on What is Right: Each interaction gives us the chance to shine a light on what’s right – and fill a bucket. Every time you fill a bucket, you’re setting something in motion. Strategy Three – Make Best Friends:Whether you want to build many relationships or just a few deep ones, your best approach is to fill a person’s bucket in your very first interaction. This is a powerful way to initiate new relationships – and to strengthen your existing relationships. In fact, your friendships are unlikely to survive, let alone thrive, without regular bucket filling. Strategy Four – Give Unexpectedly:An unexpected gift doesn’t have to be tangible either. It can be a gift of trust or responsibility. Sharing something personal or entrusting a friend with a secret can fill his or her bucket. Chandan Lal Patary 89 3 0 Try Premium for Free Search
  94. 94. 11/12/2017 Killing Toxic Culture by Praise and Appreciation | LinkedIn https://www.linkedin.com/pulse/killing-toxic-culture-praise-appreciation-patary-pmp-csm-cssgb/?trk=mp-reader-card 6/9 Strategy Five – Reverse the Golden Rule: In the case of bucket filling, “Do unto others as you would have them do unto you’ doesn’t apply. Instead, we suggest a slight variation: “Do unto others as they would have you do unto them.” When it comes to robust and meaningful bucket filling, individualization is the key. So when you’re bucket filling, go ahead and reverse – or at least redefine – the Golden Rule. Manage emotional bank account : An emotional bank account is an account of trust instead of money. It's an account based on how safe you feel with another person. Covey identifies six ways to make deposits (or reduce withdrawals): When our trust level is high, because we’ve made lots of deposits, communication is almost effortless. We can be our-self, and others understand and appreciate us. Then, when we make mistakes or offend someone unexpectedly, we draw on that reserve and the relationship still maintains a solid level of trust. Conversely, when we are discourteous, disrespect others, interrupt others, speak sarcastically or ignore others, our emotional bank account becomes overdrawn because we have jeopardized the trust level. When the trust level is low, we have to be very careful of what we say; we tend to be more political. Our most precious relationships (with our spouse, kids, friends and boss) require constant deposits, because those relationships continue to grow and change, and with these changes come new expectations. If you have a teenager at home, you may make several withdrawals in just one day! As your marriage evolves, your roles and responsibilities may change, and your work and home lives may change over time Chandan Lal Patary 89 3 0 Try Premium for Free Search
  95. 95. 11/12/2017 Killing Toxic Culture by Praise and Appreciation | LinkedIn https://www.linkedin.com/pulse/killing-toxic-culture-praise-appreciation-patary-pmp-csm-cssgb/?trk=mp-reader-card 7/9 because of career changes or kids moving out or back in. These relationships require constant investment. Covey identifies six ways to make deposits (or reduce withdrawals): 1) Understanding the Individual. This means listening intently to what the other person is saying and empathizing with how they may feel. It’s important to care for others and act with kindness toward them. 2) Keeping Commitments. How do you feel when someone arrives right on time when you have a meeting? How about when people simply do what they say they will do? You build up an emotional reserve by keeping your commitments. 3) Clarifying Expectations. We are not mind readers, and yet we consistently expect others to know what we expect of them. Communicating our expectations can help create a higher level of trust. When we ask for what we want, and we get it, we can then trust a little more. 4) Attending to the Little Things. Don’t you find that the little things tend to become the BIG things when they do not receive our attention? Doing the little things is how we honor and show respect for others. Small kindnesses, a smile, a little extra effort, a hug, doing something you didn’t “have” to: these are the things that build trust. 5) Showing Personal Integrity. Integrity is the moral floor upon which trusting relationships are built. When we operate with sound moral character, it makes it so easy for others to trust us. Chandan Lal Patary 89 3 0 Try Premium for Free Search
  96. 96. 11/12/2017 Killing Toxic Culture by Praise and Appreciation | LinkedIn https://www.linkedin.com/pulse/killing-toxic-culture-praise-appreciation-patary-pmp-csm-cssgb/?trk=mp-reader-card 8/9 6) Apologizing When We Make a Withdrawal. We will make mistakes; it’s part of life. But when you see you have violated a trust, sincerely apologizing is how we make a deposit to counteract the damage we have done. All these principles helps to understand and practices the best way of building a positive culture.A leaders should ensure these practices are follows and mentor and coach as an when there is a need. All these factors will increase teaming effect in agile team and enhance the agile success rate. Report this 3 Likes 0 Comments Add a comment… Chandan Lal Patary Enterprise Agile Coach at Société Générale More from Chandan Lal Patary See all 306 articles Chandan Lal Patary 89 3 0 Edit article Try Premium for Free Search
  97. 97. 11/12/2017 Let's Go Fishing ! | LinkedIn https://www.linkedin.com/pulse/lets-go-fishing-chandan-lal-patary-pmp-csm-cssgb/?trk=mp-reader-card 1/4 Let's Go Fishing ! Published on November 12, 2015 | The key characters Mary Jane Ramirez, a manager from First Guarantee Financial, and Lonnie, a fishmonger from Seattle’s world famous Pike Place Fish Market, teach us how to transform a “toxic energy dump” into a workplace that adds value, productivity and profit to the company, creating happier workers, employers, and customers! Imagine a workplace where everyone chooses to bring energy, passion, and a Edit article View stats Chandan Lal Patary 97 3 0 Try Premium for Free Search
  98. 98. 11/12/2017 Let's Go Fishing ! | LinkedIn https://www.linkedin.com/pulse/lets-go-fishing-chandan-lal-patary-pmp-csm-cssgb/?trk=mp-reader-card 2/4 positive attitude to the job every day. Imagine an environment in which people are truly connected to their work, to their colleagues, and to their customers. Who wouldn’t want to be in such a workplace? When you make room for play at work, great things happen. They discovered this at Pike Place Fish Market in Seattle. Pike Place defined four things that they believe lead to a good work experience: Play – Allow yourself to be silly. Bring some fun and games into the workplace. Have fun and create energy around at the office. Choose your attitude – You decide for yourself what attitude you bring to your job. Each day you choose how you are going to act or which “side of the bed” you wake up on. The choice is yours and, the way you act, affects others. Be present – How can you make sure you are fully available and aware during conversations with people? It is about create a greater sense of intimacy between individuals. Be there, in both body and mind. Make their day – How can you engage fellow employees, customers and make each other’s day? By giving your customers and colleagues good experiences. The moral of the story: you can make any task rewarding and find purpose in everything you do. Reference : FISH! by Stephen Lundin As consultant and author Dr. Charles Garfield drove over the San Francisco–Oakland Bay Bridge on his way to work, he heard loud music coming from the tollbooth he was Chandan Lal Patary 97 3 0 Try Premium for Free Search
  99. 99. 11/12/2017 Let's Go Fishing ! | LinkedIn https://www.linkedin.com/pulse/lets-go-fishing-chandan-lal-patary-pmp-csm-cssgb/?trk=mp-reader-card 3/4 about to enter. He rolled down his window to pay his toll and found a dancing tollbooth operator. “I’m having a party,” the operator declared. Dr. Garfield drove away more joyful than he did most mornings and realized he had just experienced a peak- performing tollbooth operator. Intrigued, Dr. Garfield followed up and discovered that the young man’s purpose in life was to be a dancer. His coworkers described their booths as “vertical coffins,” but this young man saw it as a stage for performing and his job as an opportunity to dance. He developed a philosophy about his job, created an environment to support his vision, and happened to entertain those he served. Research on peak performers confirms what you might suspect about people who attain high levels of success and sustain it over time. Peak performers are not goal driven. Peak performers are values based and inspired by a noble purpose. Report this 3 Likes 0 Comments Add a comment… Chandan Lal Patary 97 3 0 Try Premium for Free Search
  100. 100. 11/12/2017 No More Excuses Please !! Dysfunctional Situation to Observe and Improve | LinkedIn https://www.linkedin.com/pulse/more-excuses-please-dysfunctional-situation-observe-chandan-lal/?trk=mp-reader-card 1/8 No More Excuses Please !! Dysfunctional Situation to Observe and Improve Published on September 6, 2015 | Excuse maker !! Are we aware about them? Why we are always hearing excuses while working on certain tasks? I am not upto the mark….. Edit article View stats Chandan Lal Patary 165 4 0 1 Try Premium for Free Search
  101. 101. 11/12/2017 No More Excuses Please !! Dysfunctional Situation to Observe and Improve | LinkedIn https://www.linkedin.com/pulse/more-excuses-please-dysfunctional-situation-observe-chandan-lal/?trk=mp-reader-card 2/8 I am not getting enough paid….. It is not my problem , it is somebody’s else problem …. It was working but looks like …… It was not communicated …. They are not supportive ….. etc etc etc we all hear about excused everywhere in the organization. It is a disease which is contagious and the medicine for this disease organization or leaders or manager has to find out. Chandan Lal Patary 165 4 0 1 Try Premium for Free Search
  102. 102. 11/12/2017 No More Excuses Please !! Dysfunctional Situation to Observe and Improve | LinkedIn https://www.linkedin.com/pulse/more-excuses-please-dysfunctional-situation-observe-chandan-lal/?trk=mp-reader-card 3/8 Symptoms of Dysfunctional Office Politics: Are we aware about all these? The ten statements below concern ethics in interpersonal relationships on the job. The more frequently any of these actions take place, the more likely the organization or organizational unit is beset with dysfunctional office politics. A conflict between two or more persons or groups was resolved on the basis of who held the most power rather than on what would have made sense and would have worked better. A person or group “got even” in some way with another person or group. Information about what was going on at work was withheld from a person or group. Information was reported about a person or group that was intentionally exaggerated,misconstrued, and/or made mostly untrue by some other person or group. A person or group was led to believe one thing, when the other was clearly true. A person or group agreed with another person or group solely to “keep the boat from rocking.” A person or group’s worthwhile efforts or initiatives were intentionally undermined. Chandan Lal Patary 165 4 0 1 Try Premium for Free Search

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