Lead Now

Author: 3leadwork

  • Strategic Decision Making

    Strategic Decision Making

    How does a leader commit resources to decisions whose outcomes will play out over years, not months? It’s one of the hardest parts of leadership. And oddly, there’s very little written about it—probably because the thinking behind such decisions is rarely made public.

    But some patterns do stand out.

    In large companies, the board plays a crucial role. It brings in outside perspectives and often balances out the CEO’s instinct. In smaller setups, even an informal group of advisors can act as a sounding board. Big decisions need conversation, not just conviction.

    Then there’s the mindset of the leader. Some are naturally cautious. Others are bold. There’s no right answer—but being aware of your own leaning helps. Our decisions are shaped by our past—successes that give us confidence, failures that make us hesitate. Knowing when we’re being overconfident or overly cautious is key.

    Big companies tend to play safe. With reputations and shareholder money at stake, it’s understandable. But that’s also why smaller companies often move faster and bolder. Of course, boldness alone isn’t enough. What really matters is taking calculated bets—ones where the downside is clear and manageable, and the upside is worth chasing.

    There’s also one mental quirk worth noting: under stress, we often become irrationally optimistic. It’s as if the mind tries to escape discomfort by imagining the best-case scenario. Leaders need to catch themselves when that happens.

    In the end, long-term decisions are rarely black and white. They sit at the intersection of logic, emotion, instinct, and structure. The best leaders don’t get every call right—but they create the conditions that make good decisions more likely.

  • The value of a genuine apology

    The Boeing Dreamliner crash in Ahmedabad was one of the most devastating tragedies in aviation history. Air India, which operated the aircraft, is a Tata company—valued for its image of trust and care.

    In situations both relatively minor and deeply grave like this, leaders owe apologies.

    Etymologically, the word “apology” in Greek means a speech in self-defense. But today, it has evolved to mean an acknowledgment of a mistake, an expression of regret, and an offer of reconciliation.

    To be effective, an apology must be sincere and genuine. It should acknowledge the mistake or lapse in judgment. Equally important, it must convey regret not just for the error itself, but also for its consequences.

    In the case of a serious air crash, even a hint of a false promise can do more harm than good. While a leader may not be directly responsible for every act, he or she must still take ownership. Most people understand the complexities involved and the shared matrix of accountability. A leader’s admission demonstrates character—and by shielding the team, it fosters team spirit.

    In the 2010 Deepwater Horizon oil spill, British Petroleum did spend $20 billion to clean up the damage and restore the ecology. Yet, the CEO’s initial, half-hearted apology—marked by a reluctance to fully accept responsibility—caused significant reputational damage.

    Apologies must also be timely. A delayed apology often feels like a stale excuse.

    And beyond timing and sincerity, a genuine apology must include a clear plan for corrective action and a commitment to follow through.

    A well-delivered apology can heal wounds and restore reputation quickly. But the damage caused by a poorly handled apology can linger for years.

  • What you should not miss in managing change

    Managing change in an organization is one of the hardest things to do. While we often get the basics right—like communicating a vision, setting milestones, and tracking progress—we also tend to miss a few crucial elements.

    First, even scientific revolutions only happen when paradigms shift. Culture—or prevailing paradigms—ultimately determine what can change and what won’t. Period. The values and beliefs held by the majority dictate what gets priority and what gets challenged. The case of Dr Ignaz Semmelweis is a classic example: when he proposed that disinfecting hands after surgery reduces mortality, no one believed him. It took decades for that idea to be accepted across the medical community. Work on the dominant values and beliefs first.

    Second, when articulating a vision, imagery and metaphors play a vital role. Martin Luther King Jr.’s speech invoking “sunlit paths of justice” and the metaphor of “promissory checks”—illustrated this brilliantly.

    Third, understand the territory—the minutiae of the landscape—thoroughly. Make sure every dynamic of the change is grasped as fully as possible. Plan in detail and go for incremental shifts, because revolutionary change often meets strong resistance and can lead to efforts being dissipated in managing conflict. Identify the key people who will drive the change at each stage. Every aspect of the process must be mapped as clearly as possible.

  • Lessons from ‘Why Nations Fail’: Building Strong Organizations

    Geopolitics is endlessly fascinating. Some countries have flourished for a long time, while others have faltered. Some have enjoyed periods of growth only to  later decline. Many have tried to explain these patterns through geography, history, culture, education, or access to resources.

    Economists Daron Acemoglu of MIT and James Robinson of Harvard explored these questions in depth in their landmark study Why Nations Fail, which earned them the Nobel Prize in Economics in 2024. Their findings challenge conventional wisdom: the prosperity of nations does not stem from geography, history, culture, or natural wealth. Instead, it is the quality of a country’s institutions that determines its long-term success.

    Prosperous nations are built on inclusive institutions—those that encourage broad participation, uphold the rule of law, distribute power fairly among political bodies, and enable economic freedom. These institutions create a foundation for innovation, accountability, and growth. Over time, they generate a virtuous cycle of progress.

    By contrast, nations with extractive institutions—which concentrate power, limit participation, and suppress individual potential—tend to stagnate or decline. Poor institutional design leads to poor decisions, and over time, this erodes progress.

    There is a powerful lesson here for leaders in any field. Just as nations rise or fall based on institutional strength, so too do organizations. A sound internal framework—values, policies, and processes (its “constitution”)—is essential. Each function must operate effectively within its defined charter. Healthy tensions, such as those between audit and HR, or between design and operations, are not only natural but necessary for achieving optimal outcomes.

    A strong leader must take a macro view—crafting the right institutional architecture, setting the tone, and then empowering each part of the organization to function at its best. Inclusive leadership, clear incentives, and distributed responsibility are at  the heart of sustained success.

  • Evolution and Leadership Strategies

    Darwin’s theories reshaped our understanding of life, explaining how species evolve, inherit traits, and adapt to their environments. These principles of nature—adaptation, competition, and survival—are enduring principles for leadership too.

    Natural selection teaches that variation exists within any group, and those traits best suited to their environment are the ones that get passed on. In leadership, the behaviours that suit the constantly shifting markets, technologies, and challenges will succeed, while rigid approaches become obsolete.

    Survival of the fittest isn’t about being the strongest; it’s about being the most adaptable. The organisations which outcompete and  stay relevant are those who continuously learn, adjust their strategies, and evolve with the times.

    Common descent highlights the importance of inheritance—not just in biology, but in leadership. Strong leaders pass down knowledge, values, and culture, building future leaders and ensuring continuity.

    Gradualism reminds us that meaningful change takes time. Leadership is a journey of continuous learning, self-improvement, and small, consistent steps that lead to long-term impact.

    Variation is nature’s way of driving progress, and the same holds true for leadership. Different perspectives, leadership styles, and ways of thinking create stronger, more innovative organizations.

    At its core, Darwin’s work shows that success—whether in nature or leadership—belongs not to the strongest, but to those who evolve. Leaders who embrace change, nurture talent, and foster growth don’t just survive—they thrive.

  • Teams that learn

    As supervisors and leaders, we inherit teams and must achieve results with them. The common belief is that skills are innate and dependent on talent. However, research suggests that skills can be learned by anyone and are driven more by inner motivation than by natural ability. Opportunity and motivation play the most crucial roles in learning.

    Extensive studies on school outcomes have shown that kindergarten students who excel in behavioral attributes—such as proactiveness, prosocial behavior, discipline, and determination—go on to earn more than their peers. These qualities have proven to be more influential than cognitive skills in long-term success.

    Adam Grant, a professor in Wharton, describes character as not just a set of principles but a “learned capacity to live by your principles.” Over time, character surpasses cognitive ability as a predictor of sustained success.

    A powerful approach to developing talent is scaffolding, a concept in psychology that involves providing a structured framework of support while allowing individuals to discover solutions on their own. The responsibility for learning remains with the individual, but they operate within a system that offers guidance and reinforcement.

    Applying this approach , the emphasis on inner motivation, character and scaffolding; within teams fosters sustained growth, enabling members to build their own capabilities while knowing they have the necessary support to succeed.

    ( source: Hidden Potential by Adam Grant)

  • More Scientific Decision Making

    Leading an organization is inherently complex, requiring a constant balancing act between legacy and future uncertainties while navigating the cultural and psychological rhythms of people within the system.

    Nature, too, is complex, yet humans have developed principles to understand it, codified in the scientific method. This approach, though powerful, differs from our instinctive decision-making, which tends to bypass structured analysis in favor of intuition. However, leaders can sharpen their decisions by integrating elements of scientific thinking.

    The process begins by identifying a specific issue and gathering preliminary data. 

    The next step is to form a hypothesis that is clear, measurable, and specific. 

    This hypothesis is then tested, keeping in mind the controllable and uncontrollable variables. Data from these tests is collected and analyzed.

     The findings are then openly discussed, allowing diverse perspectives to refine the conclusions.

    A few guiding principles strengthen this process: the simplest explanation is often the best, conclusions should be based on empirical evidence, and any hypothesis must be falsifiable—open to being disproven by a different set of data.

    While leadership decisions often operate under constraints, applying these principles where possible leads to sharper, rigorous, and more widely accepted outcomes.

  • How Achievements Propel Individuals into Leadership

    How does one transition from an ordinary individual to a leader? There are many paths. Some rise through excellence in their field, demonstrating exceptional qualities and earning the respect of those around them—like military heroes or politicians who gradually assume leadership through their work.

    However, another path to leadership exists. Some individuals achieve prominence in a different domain, and their success embodies the unfulfilled dreams of a community. Their achievements catapult them into the limelight, giving them a platform for leadership. If they are capable and willing, they evolve into genuine leaders.

    This phenomenon is evident in politics. Two striking examples come to mind.

    Dr. B.R. Ambedkar is a towering figure, particularly for millions of historically marginalized Indians, such as the Dalits. He played a pivotal role in mobilizing the masses and bringing national attention to the injustice of caste discrimination. Yet, before becoming a leader, he first distinguished himself as an extraordinary scholar. Earning two Ph.D.s—from Columbia University and the London School of Economics—he achieved what was almost unthinkable for someone from his background. His academic brilliance made him an aspirational figure, paving his way to leadership.

    Similarly, Biju Patnaik, who later became the Chief Minister of Odisha (my home state), first gained fame as a fearless pilot. He was among the first to fly into Srinagar when war erupted between Pakistani raiders and India post-partition. He also daringly rescued Indonesian resistance leader Sukarno when the country was under Dutch occupation, landing on an abandoned airstrip to fly him out of the country. His audacity resonated deeply with the people of Odisha, known for their gentle and reserved nature. Patnaik’s exploits embodied their unspoken aspirations, proving that someone from their midst could achieve the extraordinary. This deep connection cemented his path to leadership, a status he retains even long after his time.

    Leadership is not always a deliberate pursuit. Sometimes, it is thrust upon those whose achievements awaken a sense of possibility in others. Whether through intellectual brilliance or daring heroism, those who inspire and represent the collective dreams of their people often find themselves propelled into leadership.

  • Employing the Socratic method in leading

    If leadership is about showing the way, then Socrates was the ultimate master of the art. In his time, the world was only vaguely understood, and his primary guides were perhaps the great Greek works, such as The Odyssey and the tragedies of Euripides. There was no media to amplify his message, yet he managed to inspire an entire state with his ideas.

    Socrates recognized that merely pointing to the path was not enough; true leadership required helping people understand the path for themselves. He did this by gently yet persistently challenging their deepest assumptions and beliefs. Like a sculptor chiseling away at stone to reveal a masterpiece, he chipped away at unquestioned certainties, compelling individuals to look inward and discover deeper truths.

    To achieve this, he employed what is now known as the Socratic Method—a process of disciplined questioning designed to stimulate critical thinking and illuminate underlying assumptions. Rather than providing direct answers, Socrates asked a series of probing questions, encouraging individuals to examine their own reasoning and confront inconsistencies in their beliefs. This method was not about proving someone wrong but about guiding them toward greater clarity and self-awareness. The dialogue unfolded as a mutual exploration of truth, where Socrates acted as a facilitator rather than an authority. Through this process, his students often arrived at conclusions they had not previously considered, leading to a deeper and more lasting understanding.

    A key responsibility of a leader is to help people question their perspectives and see reality more clearly. In a corporate setting, this means fostering a deeper understanding of market dynamics; in a social or organizational context, it could mean guiding individuals toward balance and wisdom. By adopting the Socratic method, a leader can help others uncover the truth for themselves, leading to a stronger sense of ownership and commitment.

    Moreover, the act of questioning signals that the leader genuinely listens and seeks to understand where individuals are coming from, shaping a path forward through incremental progress.

    This form of leadership is gentle yet powerful, relying on essential soft skills such as listening, coaching, and fostering independent thought. By encouraging reflection and critical thinking, leaders can cultivate a culture of learning, adaptability, and wisdom—qualities that are invaluable in today’s complex world.

  • Konosuke Matsushita -2:Leading with lived values

    When leaders craft values that resonate with authenticity, they become even more powerful. Konosuke Matsushita, deeply influenced by Japanese culture, built his values on its rich traditions. Added to this were the insights he gained as a first-generation entrepreneur, shaping his leadership philosophy.

    In 1933, Matsushita articulated a set of core ideals—values he believed all employees of Panasonic Corporation should embody:

    • Service to the people
    • Fairness and honesty
    • Teamwork
    • Untiring effort for improvement
    • Courtesy and humility
    • Gratitude
    • Adaptability

    These values reflected the essence of Japanese society, where integrity, perseverance, and humility were deeply ingrained. His relentless pursuit of refining electrical sockets, lamps, and appliances taught him the importance of continuous improvement.

    The war profoundly impacted him, prompting painful self-reflection that heightened his self-awareness. He recognized the darker side of human nature but also believed that setting high aspirations could help people become more focused, fulfilled, and ultimately happier. This realization led him to place even greater emphasis on values.

    He said : ‘Recognising our responsibilities as industrialists, we will devote ourselves to the progress and development of society and the well-being of our people through our business activities, thereby enhancing the quality of life throughout the world’. This captured his philosophy quite well.

    Matsushita’s vision extended beyond business success; he saw prosperity as encompassing both material well-being and spiritual fulfillment. He embedded this belief into his company’s mission, transforming Panasonic’s vision into one that served humanity at large. More than just words, he lived these values every day.