The implementation of Inside-out

It is not the company that evolves with the change, it is the individuals within that company who identify the need for the change, bring in the change, and go through the change which is ultimately seen by the outside world as the company's growth evolution. 

Now what is change, How to communicate this change without bringing a lot of commotion and fear? Is change always good? does it always give the desired outcome, and is it worth the effort? These are just surface area questions when there is a little to heavy modification in an organization structure. 

If you think presenting such an idea is difficult then I would suggest you try and seed an idea into others mind, 

If you think becoming that leader is difficult then I would advise you to try moulding one to be.

Effective leaders are not just seen always on the screen, on flyers, or on rare mandatory occasions but rather are on the ground working with people for a common outcome.  

This isn't new, we all know this by now and everyone wants to be that leader who is valued not only by the stakeholders but also by the families of employees.  

Well, how do you become one then, how do you overcome that bridge, remove those stressors from your employee's mindset, build that trust, and provide the space that automatically enables everyone to be candid? 

Simple... One word, Empathy...!! 

Think like them and at the same time make everyone think like you, like a leader in every step... 

Now, why am I saying all this?

I was part of an initiative from our organization wherein all this was established, this and many other impactful experiences were my key takeaways,

I had an amazing opportunity to be a presenter for this month's meeting.

During prep, we were never asked, "Okay what do you bring to this table?" Instead, our leaders sat with us, understood our machine language, and helped us to translate that to user-desired output ourselves, and the end result,  we were eager to showcase our different formats and versions of the desired result to the world.

I never presented the data to the dignitaries, senior leadership, and my colleagues instead I owned every activity listed down there for the solid 10mins and at the end of the meeting, I knew where my organization stood holistically. It was a proud moment, and extremely euphoric.  Not just the highs but also the lows of the department, organization, and the whole growing environment were acknowledged with the same magnitude.

Special mention to the after-session connects where we could communicate and learn a lot of exciting things. 

Finally, to conclude, I used to hear leaders don't sleep, and now I see why, It is the vision and energy to move forward that keeps them awake, not the weakness but the strengths of their work that give them insomnia. 

P.S.: A drop from the ocean is described here because, you know words don't do any justice to certain experiences.