Spirit of a Leader...

A Manager works with left brain, while a Leader works with his right

I must confess that I have had this struggle to make out the differences, if they existed between a Leader and a Manager for a long time.

I have had a belief that every manager should be a leader and only then can his\her team succeed, I have lived many years searching one such manager @ work who can otherwise be termed a leader.

Not before I spent 5 years at work and not before I put my soul into the study of the International history for an year long that I could realize I was looking at two fundamentally different ideologies.

I was trying to invent both these qualities in a same person and am ending up most often then never in disappointment !

“A Manager works with left brain, while a Leader works with his right”, well I could conclude my struggle with this statement, while each of us could have both of these brains, only few and very few would end up being a champion in putting both to work and become INVICTUS

If I were to be pulling together a balance sheet of a leader’s accomplishments, people would be astonished to look at one such piece of paper as that would be explaining things which would not be making any sense to “A perfectly normal person”

Yes, I mean it, for a perfectly normal person someone cannot be very famous, someone cannot be very special, someone would not be applauded world over for his/her deeds if they end up losing consistently and pull out one single Success in their life.

What is it that then makes these people distinct and why is it that mankind accept these people the way they are accepted as Leaders?

Ladies and Gentlemen let me unleash that profound force that all these people have possessed CONVICTION. Yes, conviction it is that makes these people INVICTUS.

For that one single time these people win, they prove to the world that it’s their CONVICTION that is winning today !

It’s for this conviction for which these leaders lived their life out. However, the day they succeed they change the way Thoughts are perceived on this planet for centuries to come and they prevent the Failure of Billions of mankind for the centuries to come.

I salute all our leaders on behalf of mankind, for having held the perseverance they have had in their CONVICTIONS

Companies with yelling bosses prosper more?

Yelling, yes it definitely would produce results, if the boss is yelling at himself/herself to set the right expectations and provide right support to their teams :)

Well, as most of us already understand Yelling(-Ve side of it) is no solution to drive for better productivity, on the same note we need to understand that Yelling still helps but need to be perceived in the positive sense.

My Mom always Yells at me if I fail to keep my room neat, My dad has always been aggressive and demanded better performance from me while at school and he expected this year after year, if this has not caused any ill effects and have resulted in success.

Why blame our bosses when they Yell, its only perception Yelling is completely different from Cornering\Targeting\Blaming and doing it time and again would leave long term breakdowns while definitely promising excellent short term gains(Are these gains worth aspiring, well give a thought).

I have yelled at my teams many times, but having done that I have always ensured that my team knew its absolutely ok if they occasionally fail to deliver but unacceptable if they failed to give in their 100% to achieve and I have had Fantastic results doing so, so may be its worth Yelling :)

“Over Communication and Under Expectation” both tend to dilute our focus to achieve organizational objective, so leaders need to strike the right balance and use appropriate compositions of Compassion and Aggression to handle the platter of situations that “A Corporate” have to offer and work towards “Producing Synergy and not Energy” from teams

Production Defects' ownership.....

Who should take the blame for defects in production software ?

That's a question on an active thread posted on Linked In and following are my views on this...

I would say blame is not the right word to be used instead who is to be responsible?

If I were to take that question, “Cost of Freedom is Responsibility”: I stand by my conviction that says every production defect is a byproduct of a trade off that was done at some earlier stage in the SDLC so the person who has taken the liberty to signoff for the tradeoff is accountable for the defect.

Having said this, any organization which is aspirant of growth should own a independent process enforcement body whose goal is to collect these metrics from all failures drill down to the actual cause using the RCA techniques.

Establish a trend line, if one exists(my experience says it would 7 in 10 times) communicate back to the delivery teams on what actually is causing these production(for that matter any) defects and educate if needed on how to avoid these defects from repeating.

Here we are looking at 2 crucial advantages
As an organization ensure quality is institutionalized on the long run and OpeX costs are within the defined limits
Promote the organization’s contribution to its core asset appreciation, and what’s that it’s the work force by following this process we in fact promote the Phase containment capability of each resource who has been involved in this whole episode

Well, if someone still wants to play the Blame game, I think it’s high time to look for some change to one’s profession :)