CATEGORY:CEO Chronicles

The Proactive Employee

In the previous #ceochronicles article, we asked, ‘What qualities make up a perfect employee?’

We listed out the four main qualities of a PERRfect employee are –

• Proactivity
• Emotionally Intelligence
• Reliability, and
• Resilience

After reading the article, you asked me –

• How do you define a Proactive Employee?
• How can I be (and be seen as) a Proactive Employee?”

Both good questions. Let’s start with understanding…

What does ‘being proactive’ mean?

Proactive employees look ahead. They anticipate needs, problems and possible outcomes.

Proactive employees plan ahead.

Proactive employees take responsibility and ownership. They focus on solutions.

To understand the concept better, let’s meet Gerry and Evan, two young professionals.

Gerry and Evan were nominated by their company to attend a three day conference in Kuala Lumpur in the following month. Both of them were thrilled and excited.

Evan told his family the news, and then sent out a WhatsApp message to his friends and groups. He then filled in the travel and hotel requisition forms and handed them over to Admin. Evan had never been to KL before, so he spent some time looking at a few websites to see what KL had to offer. He was sure he was going to have fun and eagerly anticipated the trip.

Gerry did more.

Gerry, too, told his family, and sent out a WhatsApp message. He, too, arranged to book his air tickets and hotel room, and then arranged the car for the airport to the hotel. He then checked if there were any travel restrictions, and any visa requirements (there were none). Gerry then went through the agenda and program for the event. He looked for, but couldn’t find the list of delegates, so he wrote to the conference organizers who sent him the list. He went through the list to see if he knew any of the delegates. While doing so, he found that he had met two of them before and was connected through LinkedIn to 6 more. He wrote to each of them expressing his happiness that he was going to meet them in person, and arranging to have a cup of coffee with each.

Going above and beyond…

Gerry then ran through the various events, and chose the specific presentations and break-out sessions that he thought would be of most value. He then wrote messages to three of the speakers, requesting them for some of their time to meet, during the conference breaks. Then, he called the organizers again, and asked them to clarify the dress codes. Following the call, he made a note to pack a suit for the gala dinner and a pair of sneakers and shorts for the ‘fun-filled team building activity’.

Gerry then ensured that he would have at least 200 business cards, as the conference would host about 100 delegates. He purchased a digital recorder so that he could record the sessions that he was most interested in.

A week before the conference, Gerry purchased a ‘data pack’ for his phone under a promo so that we did not have to depend on the venue wifi. He purchased about 200 ringgit in case he needed to tip or purchase sundry items for cash. He spoke to HR and confirmed that the company insurance covered Malaysia and noted down the contact details for the KL branch office.

Finally, Gerry asked his family what he could bring them from KL, and noted down their requests.

It’s not an accident that people like Gerry always seem to be on top of things. They have a spare USB drive to loan, a digital copy of the manual that no one else can find, or a pain killer when someone’s in distress.

These are the people we naturally turn to when we are in need. These are also the people who are most often selected as managers, team leaders and project directors.

How can we be proactive employees, you asked?

To be consistently proactive, you need to embrace…

The Six Habits

What is the proactive employee’s secret? How are they able to be prepared for almost any situation? Here are six habits that you can practice to become and be a proactive employee.

Think Ahead & Stay Ahead

Try and think ahead – at least 4-6 weeks into the future. Many of us think about today and perhaps tomorrow. By thinking ahead, you will have enough time to plan and prepare for various events and situations. By reaching out to his connections well ahead of the conference, Gerry was able to meet one-to-one with almost a dozen people, enhancing his network, learning about new opportunities, building the foundation for robust relationships.

Do today what most people set aside for tomorrow. Take care of your regular tasks, even if they are not enjoyable, now. This will allow you to reduce, if not prevent, molehills from becoming mountains.

Finally, learn to prioritize. All of us have myriad tasks on hand. This can seem overwhelming at times. Focus on what is most important, complete it, and move on to the next. You will get a sense of satisfaction from each accomplishment, which will spur you on to the next.

Set Goals & Own Them

Set goals for yourself. Proactive employees hold planning sessions with themselves, and set realistic goals for the future. They allot deadline dates and they schedule time to work on them. By doing this, you can make your own future.

Own your goals. You are the only one who can drive and accomplish your objectives. Yes, people will support and help, but you are in the driver’s seat. Take charge and take responsibility.

Finally, focus on what you can actually achieve. You will know the fantastic Serenity Prayer – “Please grant me the courage to change the things I can, the serenity to accept the things I cannot, and the wisdom to know the difference.” Too often, we stress ourselves about what we cannot control or influence, thus impacting our ability to achieve what we actually can.

Participate & Engage

Get involved. Proactive people are never idle observers, they are active participants. They engage and influence. Once engaged, they contribute. They don’t stand by or react.

Listen carefully. Be situationally aware – know what is going on around you. Recognize that you are a piece of the whole and that you can influence the environment positively.

The more you engage, the more you can learn, the more you can exert your influence and more you can contribute positively.

Use Checklists

Make a checklist. Proactive employees use checklists for all events or activities, such as meetings, travel, conferences, sales calls, workshops and interviews. Checklists save time and money and prevent errors.

Read what Dr. Atul Gawande writes in his international bestseller, “The Checklist Manifesto” – simple checklists are essential for anyone working to get things right. Checklists convert goals and plans into simple action plans, which are visible, doable and trackable.

Review Results

Review the outcomes of your planning and doing. Proactive employees don’t just carry out planned tasks and events, they make sure the results are worth the time and effort expended. They ensure that they are indeed completing the 20% of the tasks that yield 80% of the results.

Reflect on whether you are making the best possible use of your time. If you aren’t reaching your goals, review the steps you are taking. Can you eliminate some steps? Shorten some? Should you do something differently?

Learn from your setbacks. If we go through a failure, we must learn from the experience. What things could we have done differently? What different things could we have done? By converting every shortfall into a lesson, we will only become even better at being proactive.

Focus on Solutions

Develop the right attitude. Proactive employees use many tools and techniques, but a big part of being proactive is their state of mind.

Start with a positive outlook. Many of us find it easy to see life as a series of problems and hurdles. Proactive employees tend to see life as a series of achievements and successes – they need only find the route to these.

Look for the best possible outcome of every situation or problem. Then, work towards this outcome. Think of yourself as a problem-solver, not a problem-identifier.

A Way Of Life…

Being proactive is a way of life.

The more times you think ahead, the more goals you set and achieve, the more comfortable you will become with planning. As you see your days running smoother, with fewer crises and problems, the more you will be encouraged to become proactive in everything you do.

Proactive means “acting beforehand”. Taking action in the present will influence things in the future – even the future itself.

Develop and nurture these six habits –

1. Think Ahead & Stay Ahead
2. Set Goals & Own Them
3. Participate & Engage
4. Make Checklists
5. Review Results
6. Focus on Solutions

And you will be an outstanding, productive and proactive employee…

Hallo! What about Gerry and Evan? What happened with them?

Oh, I almost forgot. Evan had a nice time at the conference; he came back with a bag full of goodies and handouts, and knowledge about 3 new topics that were presented.

Gerry came back with much more. He came back with more than 20 new professional connections, two offers to meet and discuss possible career opportunities; appointments from two prospective customers that Gerry’s company were hoping to acquire; and a very nice testimonial from the conference organizer to his boss, praising him for his attitude and engagement. Finally, he enjoyed his wife’s delight when he presented her with a lovely Selangor jewelry case…

****

Cheers | Shesh | Singapore | 04 February 2020.

Post Script :

1. For other interesting CEO Chronicles click here.
2. Follow me so that you don’t miss the next issue of CEO Chronicles.

#ceochronicles #careeradvice #careers #bestadvice #hiringandpromotion #personaldevelopment #success #leadership proactive employee proactive employee

“What we want is for our ladder to have no broken rungs,” says Tara.

Tara is an assistant marketing manager in an FMCG company. She and I are sitting in a Kopi Tiam at a food court near her office. It is 6:00 PM and the hot chocolate we are sipping is blissful.

“Have you read the latest research by McKinsey and LeanIn.org?” Tara asks. ”It is titled, ‘Women in the Workplace’ and was published about 2 months ago.”

“No, I’m sorry.” I say, “I haven’t.”

“It is very insightful and has explored new frontiers of thought,” says Tara, “and has discovered that the biggest contributor to the gender gap aren’t glass ceilings, but broken rungs!”

“Could you explain ‘broken rungs?’” I ask.

“Yes, this is how it goes. Basically, men and women start on similar career ladders in most developed countries – about 52% of fresh employees are men and 48% are women. So far, so good. But, within 5 years, things change.”

“How?” I ask, curiously.

“Men are promoted faster than women, which results in women holding just 38% of manager-level positions.”

“Wow,” I say, astonished, “from near #parity to a 1:2 split in 5 years!”

FLOORS, RUNGS & CEILINGS

“That’s just the beginning,” says Tara earnestly. “Thereafter, the number of women decreases at every subsequent level. So, even if, at senior levels, promotion rates improve for women, it has little meaning. Women can never catch up. Because there are simply too few women to advance.”

“What happens to the numbers as we go up further the ladder?” I ask.

“By the time we reach senior management, the C-Suite,” says Tara, “only 20% are women. And, on corporate Boards, less than 10%.”

“That is a serious rate of attrition!” I exclaim.

“Yes, and it is really sad,” says Tara. “You must have heard of the “Sticky Floor“. This phenomenon causes women to get stuck at the lowest levels of the corporate hierarchy. There are tons of research that shows that not only are women less likely to be promoted from entry-level jobs, but when they are promoted, they receive less pay than their male counterparts.”

“So many hurdles in a woman’s path!” I say, “Sticky Floors, Broken Rungs and Glass Ceilings.”

“Let me tell you a story,” says Tara, “Of Koyal, a friend of mine who works in another company, which I shall not name.”

ONCE, THERE WAS A LADDER…

“Koyal joined this company about 7 years ago,” Tara starts, “she was a brilliant student, aced her interviews, a real bright star. She joined as a Sales Engineer. She enjoyed her job, she loved the people, was learning at light speed. Every time we met for a coffee or a drink, she was full of energy and enthusiasm.”

“About two years in, a Sales Manager role came vacant,” continues Tara, “and Koyal was sure that the job was hers. She was leading in all metrics – revenues, customer acquisitions, customer satisfaction, margins – and she had no doubt. She put in her application and waited confidently.”

“One Monday morning, Koyal opened her e-mail at office. An announcement caught her eye. She opened it and saw  that the role was given to another Sales Engineer, her batchmate from college who had joined at the same time she had. She was shocked, indeed devastated. This batchmate, George, was good, but nowhere close to her in performance or achievement.”

Tara smiled faintly. “Koyal was no shrinking violet. She grabbed the HR manager and marched into the Sales Director’s room. Why, she asked, had she been overlooked?”

“The Sales Director and the HR Manager were taken aback. They sat Koyal down and explained to her that they had done this for her good. You see, they said, the Sales Manager’s role requires much travel and late nights, and we didn’t feel right to impose these on a young lady.”

…WITH A BROKEN RUNG

I sat entranced, my mouth slightly agape.

“Koyal was shocked. But I never told you that I cannot travel, she said. I never told you that I cannot work late nights or entertain customers! The HR Manager and the Sales Director tried to calm her down. We are more experienced, they said, and we know that women don’t suit such roles and that it can affect your family life. You will understand and appreciate it only later.”

Tara shook her head sadly. “Koyal could not believe this. She appealed to the Sales Director. He agreed that they should have spoken to her first, but now, it was too late. The vacancy had been filled, and she would have to wait for the next one.”

“Koyal’s spirit broke that day. Today, five years have passed and Koyal is now only a Senior Sales Engineer. George is an Assistant General Manager. One misconception and the entire career path of a star performer was derailed…”

“This is so sad,” I say, quietly, “poor thing.”

“Yes, but what is really sad,” says Tara, “is that the HR Manager was a woman. She based her decision on outdated beliefs that women are needed at home and should not travel. Koyal still can’t get over that.”

“So, what should be done, Tara?” I ask, “How do we change this situation?”

“I have thought a lot about this, Shesh,” replies Tara, “and there are 3 steps we can and should take asap.”

1. STOP STEREOTYPING

“The first is to recognise that each person, woman or man, is different,” says Tara. “We cannot paint everyone of a gender or a religion or a community with the same brush. Just like there are some men who prefer not to travel or prefer keeping a low profile, there are women who would love to travel and entertain and lead meetings and initiatives.”

“Okay…” I say, unsurely, “and how do we do this?”

“We have to train hiring managers to remove unconscious bias,” says Tara, ‘many companies are already doing this, and we must make it a Human Capital Management standard across the world. It is proven that people who are trained in recognising bias are much better and fairer in their hiring. Finally, it also makes everyone more aware and more sensitive.”

“That is a great point, Tara!” I exclaim, “Not difficult, not very expensive and implementable immediately!”

2. MAKE EVALUATION CRITERIA OBJECTIVE

“Next, companies must have the right processes in place to prevent bias from creeping into hiring and reviews,” says Tara, “This means having clear evaluation criteria, which are easy to use and designed to gather objective, measurable input.”

“Fair enough,” I say.

“I believe it is much better to use rating scales than open-ended assessments,” continues Tara, “and very important that we evaluate candidates for the same role using the same criteria. Also, research shows that it can help to have a third party in the room when evaluators discuss candidates to encourage objectivity.”

“I agree,” I say.

3. SPONSOR & MENTOR

“Third,” says Tara, leaning forward, “companies must put formal sponsorship and mentoring programs in place. Sadly, Shesh, very few companies do this.”

“You are right” I say, “I have been saying this for quite some time. Mentoring can guide employees in areas that they would normally overlook. Sponsorship can open doors and show employees paths that may be hidden.”

“So few people understand this,” Tara nods, “and this is especially important for women, for introverts, for people who are less assertive.”

“Absolutely,” I say, “formal mentoring programs can make such a huge positive difference. And, sponsorship accelerates career advancement, and make employees feel a sense of engagement.”

“So there you are,” Tara says, “this is what women want – for men and women to stand on the same floor, climb the same ladder and live under the same ceiling.”

I say goodbye and leave the food court. While walking out, I feel a sense of guilt – I went through my career without facing any of the hurdles that millions of women that have had deal with. Where would I be if things had been different? Would I have achieved what I did, or would I be mourning a derailed career?

LEVELLING THE WORKPLACE FLOOR

This is just one of a million similar stories of women in the workplace.

Did you know that –

• Women are far less likely to feel they have an equal opportunity to grow?
• Women are less happy at work than men?

We need to change this situation. What can we do? Take Tara’s advice –

• Recognise and remove unconscious bias
• Implement robust, objective recruitment and evaluation systems
• Set up sponsorship and mentoring programs

We spend much of our lives in our workplaces. Help make them fair and equitable. Level the floors, fix the ladders,  and raise the ceilings for everyone…

Do you want to transform your work environment? Then, don’t just click ‘like’. Share your views, your criticisms, your comments and your disagreements. Let us start a movement that will shatter past practices and paradigms and lead the way to a better world.

Cheers,

Shesh.

(Singapore / 21 January 2020)

*****

Post Script :

1. For other interesting CEO Chronicles and What Women Want articles, click here.
2. Follow me on LinkedIn so that you don’t miss the next article and/or post.

#ceochronicles #WorkplaceWellbeing #workplaceculture #inclusion #leadership #genderawareness #professionalwomen #whatinspiresme #career #gender

Broken rungs; broken rungs

The Gang Of Four

(and the Mystery of the PERRfect Employee)

“Wow, I love this Japanese scotch,” said Chow Yen, “It is so smooth.”

“I am really glad.” said Anders. “I find it amazing, but I was not sure if you would like it, too.”

Faizal sipped on his orange juice. “Okay, whose turn is it today? And what is the problem we need to solve?”

“My turn,” I said, “and thanks for taking the time. Remember, when we last met, I spoke about recruiting a senior manager for our engineering services division? It’s been five weeks and almost 20 candidate interviews and we are still far from finding the right person.”

Chow Yen leaned forward. “20 interviews? Wow, that’s a lot!” Chow Yen was the General Manager of a logistics company, and ran a team of more than 500 people.

“I agree,” said Anders, “20 interviews means at least 200 candidates? That’s a lot of time and resource to fill one position.” Anders was the COO of a shipping company with operations across the world.

“I know,” I said glumly, “that is why I need the help of the Gang of Four.”

Faizal laughed. “You are not going to let that name go, Shesh?” he asked, “We sound like a set of B-movie villains!” Faizal was regional CEO of a global manufacturing company.

“If it was good enough for Sherlock Holmes, it is good enough for me!” I shot back.

The Gang Of Four is the informal group of four friends – Anders, Chow Yen, Faizal and I – which meets once every 5-6 weeks to catch up, and more importantly, to discuss issues and problems each of us was facing and to find approaches and solutions together. Today, we were in a rooftop bar just outside the CBD, enjoying the evening breeze.

The Perfect Employee

“Coming to the issue at hand,” I continued, “my question is this – what qualities make up a perfect employee? What should we be looking for and testing for? Somehow, all my recruitment policies and processes don’t seem to be choosing the right people. The ones we recruit are okay functionally, but behaviourally fall well below the bar.”

“If I have to answer this, I need at least 2 more drinks,” said Chow Yen, smiling.

“This is a good problem to solve, Shesh – what qualities make up a perfect employee!” said Anders. “I know the first quality I look for. May I start?”

“Of course, Andy, go ahead!” said Faizal, leaning back.

The Proactive Employee

“Whoever I hire has to be #proactive.” said Anders. “She must think ahead, take initiative and do things without being instructed or asked.”

“I agree 100%,” said Chow Yen. “I call this ‘self-management’. We must not need to tell the employee what is expected. He should know what needs to be done, do it and then after reporting completion, move to the next activity.”

“Wow,” said Faizal, “I think we are all brothers of different mothers! I feel the same way, though I call this quality ‘self-motivation’. Such an employee knows what his role is, and does what it takes. He is persistent, doesn’t get impacted by failure, and keeps moving forward towards his goal.”

“Such people are naturally positive, too,” said Anders. “They look for and at the bright side, constantly see opportunities rather than problems, and motivate and encourage the people around them.”

I was scribbling as fast as I could. “Proactive, self-managed, self-motivated, positive,” I wrote, and hoped that I would be able to read my writing later.

“I remember an amazing quote by a US Senator, #williamsprague,” said Faizal, “He said, ‘Do not wait to strike the iron when it is hot. Make the iron hot by striking it.’ That is what I call being proactive.”

“Thank you, this is great,” I said, “What’s the next quality?”

The Emotionally Intelligent Employee

“I look for people with high #EQ – candidates who are emotionally and socially aware,” said Faizal. “They tend to be more friendly, open, responsive and flexible.”

“Very true,” agreed Chow Yen, “An emptionally intelligent employee also knows how to adapt to different situations and teams, and so, tends to be much more versatile.”

“This is a tough one for me,” said Anders, “if I have to choose between IQ and EQ, I tend to go with the former. He may not be as flexible or adaptable, but he can deliver results.”

“So are you saying that you would prefer a competent jerk?” joked Chow Yen.

“No, no,” protested Anders, “no jerks, please! EQ is important in certain roles, and less necessary in others; IQ is critical in all roles.”

“I am not so sure,” I said, “I understand where you are coming from, Andy, but in my experience, average intelligence + hard work + EQ makes for a very trainable and competent employee.”

“Fair enough,” said Anders as he digested this input, “I get where you guys are coming from.”

“I agree,” Chow Yen said, “I remember reading that ‘Emotional Intelligence is not the opposite of Intelligence. It is not the triumph of heart over head – instead, it is a unique intersection of both.’”

“Thanks, guys,” I said as I finished writing, “may I share what I believe is a really important quality?”

The Reliable Employee

“The most important quality in any employee,” I said, ‘is #reliability. The candidate needs to his team and his colleagues can depend on.”

“Absolutely,” said Anders, “this is a critical quality. An employee who does not keep his commitments, or misses deadlines, or arrives late to meetings and appointments is a serious menace to his team and the organisation.”

“No disagreements here!” exclaimed Faizal. “This is a baseline requirement, especially for senior and top management. I do not promote anyone who is not known to be dependable and consistent.”

“Agree wholeheartedly,” said Chow Yen. “a reliable colleague is far more valuable than a smarter colleague who is not as reliable. A couple of months ago, I had to let one of my business managers go because he was always delivering less than he promised.”

“Have you guys heard of Wolfgang Schauble?” asked Anders. “He is one of Germany’s most senior politicians. He has often said, ‘Reliability is the pre-condition for trust’. And I think he has hit the nail on the head. I cannot trust someone who I cannot rely on.”

“That’s a great quote!” said Chow Yen. “I am going to put it up on my wall.”

The Resilient Employee

“If we are done, may we move on to the next?” asked Chow Yen, after having ordered his next drink. “I have one quality that I look for carefully : #resilience. Every employee, especially in today’s crazy world, needs to be resilient. This is not a quality that is talked about much, or even understood much.”

“What do you mean by ‘resilience’?” asked Faizal, leaning forward.

“Resilience is the ability to adapt,” said Chow Yen, “a measure of a person’s mental and emotional plasticity.”

“Yes, and the ability to get hit and then get up and keep fighting,” said Anders, who is a big MMA fan.

“I agree,” I said, “Resilience is a rare and amazing quality to have. To me it connotes adaptability and agility. A resilient employee is usually a dependable and proactive one.”

“Now, I get it.” said Faizal. “And I agree – this is a great quality to have. I must note this down.”

“My Finance Director’s office has a great poster that moves me everytime I see it,” said Chow Yen, “it says, ‘My roof collapsed in last night’s storm. Now I can see the moon when I look up’.”

“Oh wow, that is beautiful!’ I said.

“Amazing quote,” said Anders, as he rose and stretched. “Gentlemen, I have to take your leave. Thanks for a wonderful evening. Shesh, will you share a recap of our discussions?”

The PERRfect Employee

From: vshesh@radicaladvice.net
To: anders@shipco.com; faizal@manco.com; chowyen@logco.com
Sent: Friday, January 9, 2017 10:55 PM
Subject: The Gang of Four : meeting #11

Gentlemen,

A quick recap of our discussions this evening.

The main question : ‘What qualities make up a perfect employee?’

All of us agree that the four main qualities (of a PERRfect employee!) are –

• Proactivity
• Emotionally Intelligence
• Reliability
• Resilience

Please prepare yourselves, when we meet next, to discuss this further. How do we test for these qualities? How do I, as a prospective employee, develop these qualities?

Have a great weekend!

Best regards…

****

If these four qualities of the ‘PERRfect Employee’ resonate with you, click 👍🏻 below, and shout out “YES!” in the comments.

I hope you have enjoyed reading this instalment of CEO Chronicles. As always, I look forward to your feedback and suggestions! Please send me a message or write to me.

Cheers | Shesh | Singapore | 14 January 2020.

Post Script :

1. For other interesting CEO Chronicles click here.
2. Follow me so that you don’t miss the next issue of CEO Chronicles.

#ceochronicles #careeradvice #careers #bestadvice #hiringandpromotion #personaldevelopment #success #leadership perrfect employee perrfect employee

“What we want is a place to call our own,” says Ashwini, “a workplace that is inclusive and fair”.

Ashwini is a relationship manager in a bank. Her office is in one of several floors the bank occupies in a high rise building in the financial centre. We’ve known each other for many years. Ashwini is one of the smartest, hardest working people I have ever met.

“Offices are built by men, for men,” she says. “Just like our cities. And even though women make up half the workforce, we’re rarely involved in decisions on design.”

“Oh,” I say, confused, “I thought a large proportion of architects and interior designers are women.”

“Hah, I have heard this,” says Ashwini, “and it is wrong! Less than 25% of architects are women. If you consider senior architects, that figure drops to sub-5%! So, client decision makers are men; architects are men; contractors are men – is it surprising that offices across the world are geared to men and leave women out in the cold?”

“I stand corrected,” I say. “So, what changes would you make to your workplace?”

“Quite a few,” Ashwini answers, “and most of these are small tweaks which can have big impacts. This is where gender awareness comes in. We need to understand and recognise how women’s needs differ from men’s.”

“For now, let’s talk about just three aspects.”

A PLACE TO GO

“Let’s start with bathrooms,” says Ashwini.

“Bathrooms?” I ask, puzzled.

“Yes,’ she says. “I don’t know if you have noticed, but most offices have more bathrooms for men than for women. And women need bathrooms more than men. For example, on our floor, where we have as many women as men, the men’s bathroom has 6 urinals, 4 cubicles and 3 wash basins. The women’s bathroom has 3 cubicles and 2 wash basins.”

“Really?” I ask, astonished (I have never really visited women’s bathrooms). “Why?”

“Same reason,’ Ashwini says wryly, “men clients, men designers, men contractors.”

“So often,” she continues, “we hold back, or go to other floors where we think the bathrooms may be less crowded. And if even one cubicle has a maintenance issue, God help us!”

I am hearing about issues that never even crossed my mind before.

To be fair,” she continues, “modern building codes provide equal flooring space to male and female bathrooms. But this is not enough. Male bathrooms have both urinals and cubicles, thereby increasing the access. Also, men don’t have periods or babies or urinary tract infections. And finally, if you studied even a little bit of biology in school, you may recall that women have smaller bladders than men.”

“I have never thought of these things,” I confess.

“We are sending our daughters to workplaces designed for our dads…” Melinda Gates

“Adding to women’s facilities will actually improve productivity,” Ashwini says, earnestly. “Many of my female colleagues say that 60% of the time they need to use the bathroom is spent in waiting or searching for available facilities. Isn’t that time better used in productive work?”

“Absolutely,” I agree, “Why didn’t any of my women colleagues speak of this to me when I was CEO? I could have done so much to make things more comfortable for them?

“For the same reason I am not speaking to my CEO or supervisor,” says Ashwini, sadly. “I don’t want to be seen as a whiner or ‘difficult’ employee. And bathrooms are not a topic women are comfortable discussing, anyway.”

“I just wish I had been more sensitive, and listened more,” I say, thinking of all the lost chances.

“I wish we women raise our voices more and make ourselves heard,” says Ashwini. “It’s a two-way street, Shesh.”

“That’s true,” I say. “What is your second point?”

A PLACE TO WORK

“Did you know that numerous studies show that open plan spaces can make sexual harassment worse?” asks Ashwini. “That they can make women feel like they have to dress up much more than they would otherwise? That they can make it difficult to deal with any emotions, whether work or entirely not work related?”

“What!” I exclaim. “I always thought open plan offices help improve communication and teamwork.”

“That’s how men think,” Ashwini says, in a resigned tone. “Women need a little privacy. We feel much more comfortable in a cubicle that allows us to do our work without worrying about who’s watching us and why. You need to understand, Shesh, that many of us feel exposed in open offices, with the crawling feeling that someone is watching us all the time, judging us, checking us out.”

“I am not saying that closed-in spaces are the answer. Open plan offices do have plenty of benefits. But can we not have an office that has diverse workspaces? A mixture of open plan, and cubicles, and private rooms? Allowing people the freedom to choose and move between them, depending on their requirements and needs?”

I think back to the offices I had worked in. What Ashwini was saying was very possible. Offices did not need to be homogenous. They could be designed much more diversely, making them so much more friendly to different needs.

I look at Ashwini. “I agree,” I say, “Offices and workplaces can be easily designed differently, making them much more effective. And your third point?”

A PLACE TO UNWIND

“Many companies are now upgrading offices to make them more friendly and fun,” says Ashwini, “which is great! But, the definition of fun seems to be based on male preferences.”

“For example, on the 11^th floor, we have a gaming area, a foosball table and a pool table. A far cry from the offices I started my career in, I assure you! Sadly, this is focussed on what men like and how they unwind and bond.”

“To this day,” Ashwini continues, “I have yet to see an office which has a reading corner. Or a yoga room. Or a quiet alcove where we can sit and chat and have a cup of tea. These spaces are what women can unwind in. Or catch up on personal updates with colleagues.”

Ashwini was right. I remember sprucing up one off my offices to make it more fun. And what did I put in? Foosball and table tennis and darts. We never even considered yoga or reading.

“I agree, Ashwini,” I say, with remorse, “how unaware and ill-informed I have been throughout my career! I wish I had known all this earlier.”

As I walk to the elevator, I see 4 women standing outside the women’s facilities. Thirty plus years in the corporate world, and I notice this for the first time? Shame on me…

A PLACE AT THE TABLE…

I am retired. There is not much I can do to change anything in the workplace anymore. But you can. You can look around you and see things that I did not see. And then, act on them.

What can you do?

• Ask questions.
• Be situationally aware.
• Consider diverse needs.
• Plan inclusively.

Most of us spend much of our lives in our workplaces. Help make them welcoming, friendly and comfortable. Give everyone a place at the table…

If you want to transform your work environment, don’t just click ‘like’. Share your views, your criticisms, your comments and your disagreements. Let us start a movement that will shatter past practices and paradigms and lead the way to a better world.

Cheers,

Shesh.

(Singapore / 07 January 2020)

*****

A Place

Your First Job

Two weeks ago, I published, “How To Ensure Your Dream Job”. In the days that followed, I received close to 200 comments and private messages. The bulk of the messages said, “I am a fresher. Can you tell me how I can land my first job?”

It is more than 35 years since I was a fresher out of college, and the world was different then. Rather than excavate the past, I decided to speak to those of my mentees who had clinched their first jobs in the last 3-5 years. What, I asked them, is the most important step you took to lock in your first job?

Their responses amazed me. And when I compiled them, they came together beautifully, forming a winning approach that freshers will find easy to understand and execute.

7 Simple Steps

1. Vijay (Senior Sales Executive in an Industrial Products Group) :

“The most important step I took was to be clear about my career goal. It was not easy, but I took the time to think about the various options I had, and what resonated with me, and what I really wanted to do and become. Once I was able to narrow this down, I knew what companies I wanted to work in and what jobs I needed to apply for.”

“Unlike many of my friends, I applied to only 4 companies, which seemed the right fit for what I wanted to do. I received two interview calls and amazingly, both companies offered me a job.”

2. Monica (Customer Service Manager in an FMCG Company) :

“The smartest thing I did was to have the right internships. Over my four years at college, I did three summer internships and two winter internships. In total, I was part of eight projects – in marketing, operations, sales and customer service. Also, I received four letters of appreciation. I benefited in two ways – one, I learnt that I really enjoyed customer service and after-sales jobs (and decided that that is where I wanted to be); and two, the companies I applied to placed a lot of value on these internships and my learnings during them.”

“During placement, two of my target companies offered me jobs. And, in both cases, I was hired at one level above other freshers because of my ‘experience’!”

3. Emily (Operations Manager in an Engineering Services Company) :

“I believe what led me to success is my research on the companies I applied to. In almost every interview I attended, one of the first questions was, ‘Why do you want to join our company? What do you know about us?” In each case, I was able to immediately talk about the company, their products and services, their culture and vision, and why I thought I was a good fit.”

“I could see that the interviewers were impressed, and the discussions that followed became so much more friendly and warm. In one case, the Vice President on the interview panel shook my hand as I was preparing to leave and said, ’The job is yours, come over to the office on Monday, and we’ll start the paperwork.’”

4. Chetan (Marketing Executive in a Consumer Goods Group) :

“I made sure that I had a customized resume. Many of my batchmates were just submitting the exact same copy of their resume which was based on a standard internet template. I knew I had to stand apart. So, I made sure that each resume and cover letter I submitted was designed for that particular company and the job role, so that it matched what the recruiter was looking for.”

“I owe this to my advisor. He advised me that my resume was the window between the recruiter and me, and that I had to ensure that the recruiter has the best possible view of me. I am still very chuffed that, while my grades were not the best, I got more interviews than any of my batchmates!”

5. Ethan (Data Analytics Engineer in a Fintech Company) :

“I attribute my first job to the two recommendation letters I received. The first one was from my data science professor who guided me on my final project. The other was from my mentor at the company I did an unpaid internship with in my junior year. Both the letters were very detailed and described what they thought of me, my strengths and capabilities, my character and my knowledge and skills. The interviewers spent a lot of time discussing these letters and seemed very impressed with them.”

“Actually, when I first received these recommendation letters, I just filed them away – I didn’t think they would be of any use. How wrong I was!”

6. Dana (Cost Accountant in a Payroll Services Company) :

“I used my network. One of my father’s close friends worked at an payroll accounting firm. I asked for a meeting with him in my junior year, and asked him if he could recommend me for an internship. He graciously agreed to do so, and I spent my summer working in his team. When I was in the closing stages of my final year, we met at a party. He asked me whether I enjoyed working with his company, and I said yes, of course. He then asked whether I would like to work full time with them. I was thrilled!”

“The very next day, he connected me to HR and within 3 weeks I had my first job offer. I did not need to apply anywhere else!”

7. George (Digital Marketing Executive in a Pharma Group) :

“I owe my success to social media. I was always fond of digital platforms and had over the years, built a substantive presence on quite a few of them – LinkedIn, Twitter, Facebook, Medium, and so on. In all the interviews I had, the panels seemed to have looked me up on socal media and were impressed with my profiles. One interviewer actually asked me to help her in marketing her e-book!”

“I realized early on that I would be one of hundreds of freshers seeking jobs. So, I had to find a way to differentiate myself. I chose social media because it is fun, I am quite good at it, and I heard that more and more companies look at candidates’ online presence.”

Easy!

As I compiled these 7 responses, and as I pondered over them, two things crossed my mind.

The first : “I wish I had been this smart when I was completing college!”

The second was an old adage : “There are no limits to what you can accomplish, except the limits you place on yourself!”

Epilogue

And so, collating these amazing inputs lays out the 7 simple steps to your first job :

1. Have a clear and focused career goal (you may want to refer to my article on goal setting).
2. Seek relevant internships. Build knowledge, experience and recognition.
3. Identify the companies where you want to see yourself grow; research everything about them before the interview.
4. Create a custom resume for each company. Give the prospective employer the best possible view of yourself.
5. Get written recommendations from senior people who can vouch for your capabilities.
6. Approach prospective employers through the right channels and networks (you may want to read my article on networking)
7. Create an impressive online profile and build a personal brand.

What do you think? What worked for you? Can you add to the 7 steps? If so, please share your approach in the comments; it will add value to young freshers starting their careers.

I hope you have enjoyed reading this installment of CEO Chronicles. If “your desire for success is greater than your fear of failure”, send me a message or write to me.

Cheers,

Shesh.

(Singapore / 17 December 2019)

Post Script :

1. For other interesting CEO Chronicles click here.
2. Follow me so that you don’t miss the next issue of CEO Chronicles.

#radicaladvice #ceochronicles #mentoring #jobsearchadvice #careeradvice #success #purpose #fulfilment #careers #jobseekers #hiring

“What women want is for the workplace to be gender-aware,” says Hannah.

Hannah is a lawyer. Her office is in Singapore’s Central Business District, in a swanky office building. We sit in a conference room which I am sure has seen and heard many grievances being aired.

“People talk about needing to be gender-blind,” Hannah continues, leaning forward. “I don’t understand this. How can we be gender-blind? Men and women are different in so many ways. We need to recognize and accommodate these differences.”

“That is a fair point,” I say, while noting the term, ‘gender-aware’. “Could you give me an example?”

“I can give you many!” Hannah says, smiling, “but let’s focus on one for today.” 

A Cold Shoulder

“Let’s start with office temperatures. I don’t know if you are aware, but there is something called “Standard 55”, which is a set of guidelines created for indoor climate regulation. Most offices are designed to comply with Standard 55.”

“Wow! I didn’t know that!” I exclaim.

“Well,” Hannah continues, “then you also did not know that this standard was developed in the 1950s based on the comfort of a 40-year old, 70 kg man in a business suit.”

“Really?” This Hannah evidently knew much more than torts and claims!

“Yes. But what this standard does not take into account is the difference between men and women. Men expend more energy while at rest, and thus run warmer. Women have higher core temperatures, and cold air is jarring and uncomfortable. Also, men’s office wear tends to be warmer – ties, jackets, etc.; women’s office wear is lighter – skirts and dresses.”

“You know, this explains a lot!” I say. “In the offices that I worked, I would see the women wearing sweaters and shawls. It always seemed strange, because I did not feel cold at all.”

“And what did you do about it?” Hannah asks teasingly. “Nothing, I am sure!”

“Well…” I began, suddenly feeling the office temperature becoming uncomfortable.

“That’s the problem” Hannah sighs, waving her finger at me. “No awareness of how the other gender feels!”

A Win-Win-Win Outcome

“But, it’s not just about comfort,” she continues, “there is research that shows that colder temperatures in offices lead to increased illnesses among women, causing their productivity to drop. Also, a recent study proves that women perform cognitive tasks better in warmer conditions than in colder environments.”

“Wow!” I said again, “I did not know that!” I was repeating myself, like a parrot.

“And finally, given the global concern on climate change, the University of Sydney has calculated that bringing workplace temperatures up by 2 degrees will save upto 30% in energy consumption!”

Hannah’s words were forming an amazing picture. “So, you are saying that a slightly warmer workplace will lead to healthier women, higher output and lower costs and environmental impact?”

“Yes,” she says, leaning back, having made her points.

“Then, then…why has no one done anything about this?” I sputter.

“Because the world is not gender-aware. You have been a professional for 35 years and much of what I said is news to you! So, this is what I want – that shareholders and managers become more gender-aware; so that all of us together can accrue the amazing benefits from being so.”

As I walked to the MRT, Hannah’s words played on my mind, as did Sheryl Sandberg‘s famous words,

“We cannot change what we are not aware of; and once we are aware, we cannot help but change…”

Afterword

Isn’t it amazing? Just changing the temperature in offices by 2 degrees can lead to so many benefits –

1. More comfort
2. Better health
3. Increased productivity
4. Lower costs
5. Reduced environmental impact

Why was I blind for so many years?

I have to live with regret…

But to all you leaders and future leaders, you can do things differently. Please take a moment to speak to your women colleagues and listen to them. Appreciate the challenges they face and address them. You will not just change their lives, you will create a workplace that is happier, healthier and more productive. You will leave a lasting legacy.

If you want to transform your workplace, click like, and share.

Please share your own experiences. Together, let us start a movement that will shatter past practices and paradigms and make us aware of the better world that awaits us.

Cheers,

Shesh.

(Singapore / 10 December 2019)

*****

Post Script :

1. For other interesting CEO Chronicles, click here.
2. Follow me so that you don’t miss the next issue of CEO Chronicles.

#ceochronicles #WorkplaceWellbeing #WhatWomenWant #workplaceculture #diversity #inclusion #leadership #parity #genderawareness

Blowing in the wind

I looked down at the envelope in my hand. It seemed too thin to be good news. I did not want to open it. If it was what I thought it was, this would be the 7^th such rejection.

Nevertheless, I girded myself and opened it, hoping that I was wrong.

Sadly, this was one of the few times in my life I was right.

“…we regret to inform you that your candidature was not successful. We wish you all the best…”

I crumpled the letter. This was a company I really liked – it would have been a dream job.

What the hell was I doing wrong?

I was doing everything the experts told me to do.

“Do your research,” they said.

“Create an amazing cv and cover letter,” they advised.

“Prove that you are versatile,” they recommended.

“Prepare for your interview diligently,” they instructed.

“Ensure that you follow-up,” they prescribed.

I followed all these ‘best practices’ even though I realized that 8 million other eager professionals were also doing exactly the same. The fact is that we were reading from the same playbook, and listening to the same ‘experts’. I was just another leaf in the Amazon rainforest.

How would I be seen? And noticed? And thought worthy of being offered a job?

What made me special? Why should a company choose me over someone equal in most if not all respects?

Lost and clueless, I did what I always did best – went to my mentor to ask for his advice.

Is it me you’re looking for?

“Okay, Shesh,” he said, after he had listened patiently to me pouring my woes. “Let me ask a hypothetical question.”

“Let us say that you were the captain of a basket ball team. One of your players leaves. You have to replace him. How would you do this most efficiently?”

“Well…” I racked my brains. “Well, yes, I would either look at good players from other teams that we have played, or I would ask my team players or the coach to recommend candidates they feel would be a good fit.”

“Very good,” he said, “and if you were the president of a prestigious social club, and wanted to add new members, would it be more efficient to put out an ad or ask your current members to recommend friends?”

“Of course I would ask the current members!” I said, without hesitation.

“Why did you respond the way you did?” he asked.

“Well, a player whose capability is known is a much better option than an unknown one. And a friend of an existing club member is more likely to fit in to the club much better. Isn’t this obvious?” I said, puzzled that he even had to ask this question.

“Very true,” he said. “Then why do you believe that organisations think any differently?”

“What?”

“Organisations are just like teams or clubs,” he said, smiling a little at my gawkish response. “They want the best fit, the best candidate, the employee who can add most value. However robust or structured their hiring process may be, wouldn’t they be more comfortable with a known quantity rather than have to test an unknown one?”

It’s not what you know; it’s who knows you

“You mean…” I started hesitantly, “You mean companies hire only through referrals and recommendations?”

“I am saying that if they have a choice, they will surely do so,” he said. “Wouldn’t you?”

I looked at him, my mind racing. Various instances ran through my head. My tennis partners; our quiz group; the intern we had just hired.

“Wow!” I exclaimed, “You are absolutely right. Almost every social and sports group I am part of is a result of recommendations and networks!”

“Our whole life is a result of networks,” he said calmly, “your parents’ choice of your school; the college you decided on; the friends you have; the woman you married; the day-care centre your son goes to. Almost every decision we take, we take after consulting people we trust, finding recommendations from forums we find credible.”

“However,” he added, “it is puzzling that when it comes to our careers, we believe we can find our dream job by shooting off applications by the dozen, and attending cold-call interviews. Companies are run by people, you know, and people behave the same outside them and in them.”

“So, finding your dream job is less about research or cvs or cover letters or interviews. Oh, all these play a part. But, it is more about you, your achievements, how well you are known, who knows you, and their perception of you. Does this make sense?”

Network = Net Worth?

It made sense. It made a whole lot of sense. Just because a company is run with policies and processes, that does not mean that people change the way they were conditioned to behave.

“So, what you are saying is that,” I said tentatively, “without a strong network, I have no hope of finding the job I want?”

“No,” he said, a little impatiently, “I am saying that with a wide network, with a reputation that precedes you, you can ensure that you get the dream job you want.”

“If you are a good basketball player, but no one knows of you, why will anyone choose you for their team?” he continued, “If you are a successful and likeable person, but are unknown to the social club, why will they believe you are a suitable member?”

“Remember,” he said,

“A network is like a stage. Without one, you are part of the passive audience in the dark, unknown and unseen. With one, you are in the spotlight, and you are visible to the world.”

As I walked home, I replayed the conversation in my mind. It seemed so obvious now. The 4 takeaways I left with were not just for me, but valid for anyone seeking their dream job..

1. People prefer to hire and work with those they know and trust.
2. A wide network helps us become known and builds a positive perception.
3. This will make it easier for people to find us and hire us.
4. We still have to go through the hiring process, but we will start with an solid advantage.

What’s Your Story?

Do you recall Robert Kiyosaki’s advice from CEO Chronicles # 14?

“The most successful people in the world look for networks; everyone else looks for work.”

What did you do to ensure your dream job? How did you differentiate yourself? Please share your inspiring story in the comments, it will surely serve as a guide to all those seeking their own!!

I hope you have enjoyed reading this installment of CEO Chronicles. If you want to ‘build your own stage, and shine in the spotlight’, send me a message or write to me.

Cheers,

Shesh.

(Singapore / 03 December 2019)

Post Script :

1. For other interesting CEO Chronicles click here.
2. Follow me so that you don’t miss the next issue of CEO Chronicles.

#ceochronicles #mentoringmatters #jobsearchadvice #radicaladvice #mentoring #success #purpose #fulfilment

NO RESTRICTIONS ON VEGETABLES!

“What we want is understanding and respect,” says Wendy. “Most men labour under ridiculous misconceptions about women, which they are fed by their families, communities and by populist TV programs.”

Wendy is a 34-year old manager with an engineering firm. She leads of team of 11 professionals to provide engineering designs to their customers.

“Why smart, educated men so easily accept and perpetuate senseless and illogical myths and delusions, I can never understand!” Wendy throws her hands up in frustration.

“Just look at this,” she says, typing rapidly on her laptop. She turns the screen to me. “Read this and tell me what you think!”

The 2011 Daily Telegraph article reads :

“CLERIC REPORTEDLY WARNS WOMEN NOT TO HANDLE CUCUMBERS AND BANANAS”

A religious cleric living in Europe reportedly warned women not to get too close to bananas, cucumbers or other produce to avoid having “sexual thoughts.”

The unnamed cleric, whose directive was featured in an article in a religious publication, said that if women wanted to eat these foods, a third party – preferably a male related to them, such as their father or husband – should cut the items into small pieces before serving.

According to the cleric, bananas and cucumbers could arouse women and make them think of sex.

Carrots and zucchini also were added to the cleric’s list of forbidden foods for women.

I looked up at her. Actually, I couldn’t look at her in the eye.

“So?” she challenges.

“I don’t know what to say,” I say, weakly. “Not all men think like this…”

“Of course, I know that!” Wendy shoots back impatiently, “but many do, and their words and insinuations spread like wildfire and taint and poison us!”

“Also,” she continued, “My frustration is not about just one misogynist man spouting nonsense. It is that there are hundreds and thousands like this in all shapes, sizes and colours! Either ‘women are weak’, or ‘women must know their place’, or ‘she is a bitch’, or ‘she is a slut’!”

“Every time I think I know what women go through, I realise that I am not even close.” I say.

WOMEN HOLD UP HALF THE SKY!

“You got that right!” she says. “I know you are a seasoned professional, but you haven’t experienced a fraction of what women do. Everything I have expressed is just one grain of sand on an infinitely long beach. And this kind of ‘women are inferior’ attitude impacts us in many ways!”

“One, we make less money for the same work!”

“Two, we pay more money for the same products!”

“Three, we are under-represented in business and government and have no say in most important decisions!”

“I can go on for a long time, but you know all this, Shesh.” Wendy slumps back in her chair.

“I do, Wendy, I do.” I say, earnestly, “The only way to change this unhealthy paradigm is to turn the spotlight on it. People need to know and understand what women go through.”

“I agree,” Wendy says, her face anguished. “It is time that women are recognised for who we are and what we can do. Fifty years ago, Mao Tse Tung said, ‘Women hold up half the sky’. Fifty years later, we are still held down by the glass ceiling and by misogynist men who call us weak and gullible and incapable.”

“Let’s work together to change this, Wendy,” I say, “Let’s stand up and tell the world what women really want.”

“I’ll tell you what I want,” Wendy says, with a sharp glint in her eye, “I want a woman in this cleric’s family to slice his cucumber into small pieces and feed it to him!”

With this disturbing image in mind, I hold my briefcase protectively in front of me, and leave Wendy’s office…

AFTERWORD

We need to break from the chains of the past and create a future that is inclusive and equal and fair.

Don’t stay silent. Please share your views, your criticisms, your comments and your disagreements. Let us start a movement that will shatter past practices and paradigms and lead the way to a better world.

Even the smallest action can make a huge difference in a workplace. What have you done to transform your workplace? Share it in the comments and inspire others!

If you support workplace diversity and inclusion, do like and share the article with those who may benefit from it.

Cheers,

Shesh.

(Singapore / 26 November 2019)

Post Script :

1. For other interesting CEO Chronicles, click here.
2. Follow me so that you don’t miss the next issue of CEO Chronicles.

#CeoChronicles #WorkplaceWellbeing #WhatWomenWant #workplaceculture

HOW DO YOU DEAL WITH FAILURE?

Hi, Shesh, you must have encountered failure in your career? How did you cope with it?

THIS, TOO, SHALL PASS

When I was about 35, I was passed over for promotion. I had worked hard for it, was promised it, and then my supervisor told me that she was promoting one of my colleagues to this position.

My world collapsed. There seemed to be no point in all my hard work and dedication. I wanted to resign. More than anything else, I wanted to crawl into bed and never get.

I dragged myself back home and reluctantly spoke to my wife. I cried.

She held me and comforted me. And she said the four magic words – this, too, shall pass.

She was right.

Things did not get better overnight. But in the days and weeks that followed, I learnt –

Failure is transient.

It is a dip, not a downfall.

Failure can be reversed.

And it is a great teacher.

In time, I accepted this failure, and added my learnings to my toolkit. I worked harder and smarter. Within eight months, I was promoted to an even more challenging position.

That night, my wife and I hit the best restaurant in town, and painted it red.

****

Could you share how you would respond to failure? Or success?

#radicaladvice #ceochronicles #businessadvisory #careeradvice #mentoring #purpose #success #fulfilment #satisfaction #freedom

WHAT DO I CHOOSE?

Hi, Shesh, the article, “Victim to CEO” was truly inspiring. I am at a career crossroad, and there are pros and cons to which ever path I take. How do I choose?

CONVICTION OR COMPROMISE

Hi, Selwyn!

You (and all of us) always have two choices.

One, you can abide by your conviction. Or, two, you can make a compromise.

Conviction is the more difficult option. Usually this means that there is immediate or short-term risk or pain. We may have to step on some toes. Also, the future is difficult to predict, so how can we be sure that taking this path will necessarily be right?

Compromise is the easier option. By compromising, we are minimising present risk in some form. We are probably making someone else happy. Here again, the future is far away, and can be put out of one’s mind.

Both choices have consequences.

Conviction, in the long run takes you where you want to go.

Compromise, in the long run, tends to lead to further compromises, till your path is as twisted as a bundle of yarn.

I know that I have always leaned towards conviction. I have always believed in myself, walked my own path. It has been rewarding and meaningful.

****

What would you choose? Conviction or Compromise? Please share your choice in the comments.

If this post resonates with you, please click 👍🏻 below and let me know!

#radicaladvice #ceochronicles #businessadvisory #careeradvice #mentoring #purpose #success #fulfilment #satisfaction #freedom