Gururaj Seetharama’s Post

Sometimes you need to stand by and let someone make a mistake (provided it's not too serious) so they can learn. It's a bad sign if you are constantly telling people what they should do; micromanagement typically reflects inability on the part of the person being managed. It's also not a good thing for you as a manager. Instead of micromanaging, you should be training and testing. Give people your thoughts on how they might approach their decisions, but don't dictate to them. The most useful thing you can do is to get in sync with them, exploring how they are doing things and why. #principleoftheday

Do you want to become a successful professional, fast? There's a fast-track way to become successful in any profession. And you know what? It's simpler than you think. Embrace difficult tasks, no matter if you know how to get them done or not. I agree with the principle that Ray Dalio has shared. Even though it has been written for leaders, it can be used as a valuable lesson for anyone. I had the opportunity to work with great managers who never had a punishable attitude when mistakes were made. In each mistake, there's a lesson to be learned. Make the mistake. Learn the lessons from it. Do your best not to repeat the mistake. It's the fastest way to success in any aspect of life. Follow Ray Dalio for lesson on business, investing and life. ♻Help spread the word by reposting this to your network. ______________________

Encourage a culture of learning and independence within your team—teach them the art of fishing so they can navigate challenges and learn from their own experiences. Empowering others to embrace mistakes as part of their learning journey cultivates #resilience and #innovation. #Leadership

Skill is always more important than resources

I’ve always been uncomfortable with the current schooling system. It just feels too close to what Dalio says NOT to do (avoid failure for bad grades stain you for life, micromanagement from teachers as they tell you what exactly needs to be done, among others). What would happen if we let students re-take exams and presentations? Provided they had the opportunity to improve their grades and certain measures would be applied in order to avoid exploitation from the student side; how would students develop themselves under this system? Which challenges would we face? Which problems would we solve? Take for instance a classic Calculus I, Calculus II and Calculus III curriculum. Each one builds upon the knowledge of the previous one. If say, student A obtains a 70/100 in Calculus I, then that means he lacks full domain over 30% of the syllabus. Then, due to that, he obtains a lucky 60/100 in Calculus II. He decides to push forward, since the cost of restarting either course is way to high (time, effort and money). As he reaches Calculus III, he obtains a 20/100; for his ignorance of key foundational topics prevent him from obtaining new knowledge. Think of it as a skyscraper. The stronger the foundations, the higher it can go and viceversa. Would this be a solution to incentivize students to get that 90/100 - 100/100 before constructing a new floor?

How do you allow your team members to learn and growth? You put them in a position where they can make mistakes. And you control the size of the potential mistakes and their consequences. As if they are never allowed to make mistakes, not only will you spend your time micro-managing them, they will never grow and you will never develop the capacity of your team. You then are in a position where you don't do your job. Your team members don't do their job either. And the business doesn't grow. Do you agree with letting your team members the capacity to do mistakes? Or you think they should not be able to misstep? Share your thoughts in the comment section below. Thank you for reading. Thanks to #raydalio for the post. Did you appreciate this post? Would you like to see more? Like this post Follow Hugues Hallot 🔔 Ring it on my Profile 🔝 Connect with me #management #team #growth #training

Good reminder. Delegate properly, with support but not telling people exactly what to do. Give them space to do it in their way and with the opportunity to learn and develop. Focus on the outcomes they are accountable for and then in your one on one's let them set most of the agenda.

As a society at-large, we stigmatize failure. But from infancy, so-called “failure” is a highly efficient path to autonomy and mastery of skills. Purpose, autonomy, and mastery — I believe these three aspects are a critical fundamental human need for any lasting skill we want to develop, and then continue practicing to develop talent, and ultimately successful outcomes. We only get to do this repetition through practice, and we tend to most efficiently internalize the learning by having an opportunity to experiment and adjust. During infancy and early development years, “purpose” organically exists through an innate survival instinct. But as we grow older — starting from as early as preschool years — I believe that purpose starts to fade. We then start to either self-supply it (by exploring interests that we organically become curious about, or through parental guidance, or through a mixture of both) But by the time we embark on our professional careers as young workers in a workplace setting — this sense of purpose starts to fade. As leaders, then, our jobs must focus on a strong and crisp articulation of purpose. Explain your “why”, give people guardrails to experiment and learn, and then they will have purpose, autonomy, and mastery. And through their successes, you, as a leader will have succeeded as well. This is my core guiding leadership philosophy.

Micro managing is an easy trap for new managers and business owners to fall into. It hinders efficiency for you AND your employees. Like any other problem it can be solved. A team concept is a good first step. Working on your time management skills is another.

You have to be able to make mistakes, we learn the most valuable lessons from failures and we need to be able to rely on our own internal instincts without having anyones influence on us to reach decision and It’s from failing to complete your task that you learn to be successful independently. Just fail once and you will not forget that mistake! You don’t always have someone available to micromanage nor do you need that we are all human, we just need to arrive everyday with the best possible game day attitudes.