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My Leadership Principles
- 1. My Leadership Principles Kiran Bondalapati
- 2. Me ● Geek at Heart ● Disco Ergo Sum ○ I learn therefore I am ● Leader + Manager ○ Management is doing things right; leadership is doing the right things (Bennis) ○ Cope with Complexity and Change ○ Prefer Trust and Respect over Authority ● Product focused ○ We do projects for the sake of improving our/user/customer experience
- 3. My Strengths ● Variety of experience ○ Startups and Big Co ○ Chips to Cloud ○ Built Tech/Teams from scratch and also inherited existing Tech/Teams ● Passions ○ Understand nitty gritty ○ From Chaos to Order ○ From Ambiguity to Clarity ● Balance both and still function ○ Strategic long term design and planning ○ Tactical short term disciplined execution
- 4. My Weaknesses (WIP) ● Excessive curiosity ○ Keep me focused if I stray ○ Expect same curiosity in others ● Interrupt speakers ○ I cannot hold my questions till the end since I forget them OR ○ I grasp the idea earlier than people expect ● OCD about typos
- 5. Operating Style ● Context ○ I provide context, you define problems and find solutions (See Socratic method) ○ Prefer fire-and-forget torpedoes and not wire-guided ● Empowerment ○ Keep me informed of problems, solutions, decisions and ask for help ○ Go get alignment - stakeholders, partners, peers, and reports ● Accountable ○ You are responsible for results, delivery and learning ● Make the right choice (not the easy choice) ○ I am not going to automatically choose your view because you are on my team ○ Not outcome oriented (your plan gets approved or our team gets ownership)
- 6. Socratic Method ● I will ask a lot of questions ○ It is not due to lack of trust ○ Treat it as brainstorming and playing devil’s advocate ○ I am curious by nature and questions will follow ○ Practice for your external interactions - you should hear the toughest questions from me ● I will not have all the answers ○ We will figure it out together
- 7. Push for growth ● Continuous coaching ● Personal growth ○ Soft skills - communication, negotiation, navigation, etc. ○ Sales and marketing of your ideas ● Leadership (independent of path you chose) ○ People and Relationship management ○ Software Engineering and Architecture ● Career ○ Lifetime growth and not just at this company
- 8. Reviews ● Continuous Feedback ○ Not at that moment but in 1:1 ○ I expect the same continuous feedback from you about me ○ Formal reviews should never be a surprise for both of us ● Quality and Impact are as important as Quantity ○ “Organizations become what they are measured by”
- 9. If you are a Leader/Manager ● Your operating style does not have to be same as mine BUT ● Seek Trust and Respect and not Authority ● Focus on your team’s growth in all aspects ● Psychological safety is a must
- 10. Psychological Safety ● Google HR Project Aristotle ○ Concluded that psychological safety was the top attribute of successful and happy teams ● We are taking interpersonal risk every day ○ Actions we do and the resulting perception we think people have from our actions ○ Asking questions, requesting help, presenting our ideas, etc. ○ Taking bets on projects which have ambiguous outcomes or can fail ● Human tendency is to err towards safety by minimizing these risks Psychological safety is how conducive the environment is to take these risks
- 11. My Job ● Lead by example ○ Take visible risks ○ Acknowledge my mistakes ● Provide context and support ○ Goals should be driven by learning and performance and not psychological safety ● Create a safe environment ○ Be open to your questions and ideas ○ Ask you and others questions ○ Provide constructive guidance and feedback about your interpersonal interactions
- 12. Your Job ● Upward ○ Make sure I am doing my job ○ Provide me regular feedback ● Peers ○ Be comfortable only having questions and not having answers ○ Seek alternative ideas and opinions and seek data more ○ Judge the idea and not the person/team ○ Value others with your attention (e.g. during meetings) ● Feedback ○ Never place blame ○ Help your team become comfortable receiving feedback from each other ○ Use feedback as a way to strengthen learning
- 13. Where do we want to be? Motivation and Accountability high Psychological Safety low low high Apathy Zone (Stressed and Unproductive) Anxiety Zone (Stressed but Productive) Comfort Zone (Happy but Unproductive) Learning Zone (Happy and Productive)