The crux of coaching

Every year 5th September is celebrated as Teachers day in India. We were preparing a custom greeting card for our little one


(to share with her teacher) to demonstrate a good gesture. Around the same time my mind started thinking about teachers, coaching and positive impact it creates individuals. The process of coaching doesn’t end after we pass out from school/college; in fact one requires coaching from a different dimension afterwards. I have been coached by many exceptional individuals for whom I will remain eternally thankful. There are numerous occasions when I was clueless, done mistakes or even frustrated. These set of mentors/coaches were always available to me to help and support all the time. I tried to look back and try to understand what exactly these individuals have done to me? After all what exactly is the crux of coaching?

I would like to take my recent example of coaching from long distance running experience and try to find answer for my previous question. When individuals are getting trained for long distances, it is highly likely possible those individuals face difficulties to keep up with running long distances. The issue can be due to physical fatigue, injury, mental blockers, and inferiority thinking which eventually leads to lesser self confidence in the person. In such situations individuals end up running last or walk or even think of quitting the run. Understanding this state quickly, I have seen the coach end up running along with this slowest running person in the group.

Now what is the powerful and indirect message that coach is conveying? Primarily the slowest runner gets a mental support that he is not alone and running slowly is not a big issue. By getting an encouraging word or two during such situations (“Good job, you are getting better”) from the coach instills confidence and re-assurance. This creates a huge transformation on the person, who is getting coached, which will help them to get out of the issue (mentioned above) quickly, even though it might fall under any of the category.

Connecting back, this is exactly what they have done to me time-and-again. In challenging situations these mentors ensured that they kept faith and confidence, which meant a lot to me during such situations. With this support it was quite natural for me to figure out action and come out of difficulties.

In my opinion, having faith in individuals and installing confidence during difficult times summarizes the crux of coaching. For the person is receiving end it is a humbling experience.

Confidence vs Arrogance

Recently I was in conversation with one (relatively younger) colleague (say named A), who is at peak of his career. He is been handling plum assignments, Work activities matching to his strengths, Strong backup from senior leadership for his assignments, Very high visibility with customers – a great combination anybody can ask for. Definitely his hardworking ability and capability matched with this opportunity which has made him a star performer over years. Everybody (including myself) have seen such phase of career, during which individuals demonstrate lot of confidence, positivism and energy. However during the conversation, I found A slowly crossing limit and started behaving in a arrogant manner. He quickly gets into ‘godfather’ mode and start providing unsolicited advice as if he knows everything under the earth. Frankly I didn’t expect this from him. As a higher performing individual, I always thought he is a mature individual, who still has a long way to go in his career. Success (that too when it comes in abundance), starting affecting his behavior now. By looking more closely, he always been an individual contributor working on plum assignments with heavy duty back-up. Any change/issue, he is given necessary power to get it escalated because of which he always got his things done in his own way.

Similarly, some years back I have seen another individual who was in pinnacle of his career (say named B). You name any award he already got it. In fact there were some special award categories were created in order to acknowledge his contributions and results. This individual has organically grown his group from the scratch, because of which he enjoyed enormous amount of ‘organizational currency’ in terms of higher reputation with customers, better command over customer dynamics, deeper understanding of people etc. Faced by same behavioral he ended up rubbing shoulders against individuals, picked up fight with peers and demonstrated as if there is no tomorrow. However due to certain business situation, organizational structure got changed and he was rotated into a different role where he was put into a total new situation in a new business with new team.

As B always grown things organically, it was like ‘fish-out-of-water’ feeling to take up something in between and struggled to gain grounds. As his behavioral issues (like arrogance) has multiplied over years it became impossible for him to adapt to the new situation and demonstrate leadership. Slowly-and-steadily he lost his credibility and became ineffective in the organization. Another job rotation followed, which has made B’s life even miserable. Even today it is very hard for B to come in terms current situation (caused because of multiple changes). Since he has not faced the situation in the past, one small change has literally blown away his career. I am now wondering if the similar situation comes for A, how will he come out? What if he is asked to lead a set of people whom don’t know at all? How well he will be able to manage change? How effectively will he be able to keep his ego under check? How well he will adapt to new situation and perform? How effectively he will be able to handle ‘out-of-limelight’ situation for which he has not used to?

Often there is very thin line between confidence and arrogance, which makes whole lot of difference. Unless individuals are able to manage it well, individuals and their career soon becomes history.

BOOK REVIEW: My journey – Transforming dreams into action

Abdul Kalam
Transforming dreams into actions

Author: APJ Abdul Kalam

Price: 195 INR

For most Indians, reading about Abdul Kalam and his work is always an inspiring item. Post retirement, he started off his journey into writing by scripting his auto-biography titled ‘The wings of fire’, followed by some popular books like Ignited Minds, Envisioning an empowered nation, Turning points etc. Most of them talk about his early life in Rameshwaram followed by his experience with various defense and space research organizations. Another popular theme in these book is about “Vision 2020”, where Kalam is been articulating India becoming super power by 2012 by achieving excellence in technology, rural transformation, self reliance and self sustainability.

In this latest book ‘My journey – Transforming dreams into Action’, Kalam has followed pretty much the same canvas but gone into very small and specific stories. Unlike his previous books, he has chosen real life anecdotes and shared deeper learning from them. Growing up in town like Rameshwaram with very high aspirations and dreams is not very easy situation to handle. With lesser resources and exposure, Kalam need to go thru lot of struggle and build his career brick-by-brick. The most inspiring part is about him overcoming umpteen numbers of challenges and overcoming them with very strong vision and value.

For example, he explains how he became a working person at the age of 8 by supplying newspapers in Rameshwaram and struggle associated with it. Every day he would to get up at 4 AM followed by his morning tuition and prayers. In order to support his family Kalam takes a part time job of distributing newspapers to Rameshwaram household. Thanks to some policy change, Chennai-Dhanushkodi passenger train which carried daily newspaper bundle from Chennai removed Rameshwaram station from the list. This resulted in Kalam doing every day stunt by catching paper bundle thrown from a moving train at Rameshwaram station. Kalam will then go on distributing them after which his school day would start. In the evening he would finish his homework and complete settlement of newspaper daily account with his cousin who gave him this opportunity. It was quite obvious to see the amount of stress and pressure he might have gone thru as a 8 year old boy, but the way he put it across along with key learnings is simply amazing.

There are multiple similar stories related to his profession filled with struggle and failures.  Inspired by the vision of Dr. Vikram Sarabhai, Kalam and his team went on building Indian space story from the scratch.  He recalls how his professional career is similar to his early life in Rameshwaram – Lesser resources, Limited knowledge, larger challenges and a passion to win. Taking references from Bhagavat Gita to Thirukkural, Kalam mentions how he taken inspiration from these great ancient text to lift him up when things went wrong due to mistakes.  There were some repeated stories (ex: Church in Thumba becoming ISRO office, thanks to the local people), however they are always inspiring ones to hear again and again.

Unlike his previous books, Kalam kept this one very simple which can even read and understood by a high school kid. Definitely worth reading!

Data structure assignments and torture

Data structure & algorithms form backbone of programming. It is expected that any computer science graduate to have very good experience in using various data structures like linked lists, queues, stacks, trees, hash tables etc. During my REC Warangal days, passing thru the Data structure course was a real torture. The professor will ensure we slog thru our bones by having a very strict evaluation mechanism to evaluate every other assignment. Let me explain this in detail.

To start with, every week a new assignment topic will be given. We will create a basic design and start coding them, while theoretical part was still thought in the classroom. By the end of the week (Sunday 5 PM) we were supposed to copy the corresponding C file into a particular directory with a particular format. If it is done even at 5:01, it will not be allowed as an automated script would block write access to directory. Followed by this, every C program will be turn thru a Shell script, which will find 20% of total lines randomly and delete from the program by placing some special character (ex: /* $ */) as a placeholder. There is also a mandate that all assignments should not have any comments, thereby preventing students escaping by filling up comment lines instead of actual C program statements.

The story is not over yet! During lab session (in the next week), one hour of time will be provided where each one of us needs to fill-up deleted 20% lines followed by successful compilation and execution of the program. Here also timings are very strict. Just after one hour a script will automatically logout each of us from the computer. In the final phase of evaluation each of us should show the truncated program (from previous phase, whatever state it may be) and explain/answer some difficult questions related to data structure, asked by the professor. At any point of time the professor gets doubt (of copying assignment) whole assignment score will be nullified.

At the age of 18, it was too much of a pressure to handle. Completing program on time, copying to specified directory before Sunday 5 PM, Missing a meal/dinner, Skipping sleep, trying to fill-up missing lines within a hour and answering questions was a too long a process. In order to make it effective, the professor distributed marks across all these phases, thereby one cannot escape so easily without working hard. At the end of evaluation, I used to get a huge sigh of relief and sleep like a baby for hours together. Each one of us used to curse the professor for torturing us so much!

Today when I look back, I get a totally different perspective. If not for that strong evaluation mechanism, each one of us could have become lazy and never learned the art of programming. We could have mugged up some programs and passed exams. In my another post about going technical hands-on, I mentioned about debugging some of my old Kernel programs within a week, even though I was out of touch from programming for years together now. Definitely, the DNA which got injected in form of data structure programming is still there in my blood, which is helping me to pick-up programming with ease.

I also tried out a Shell script (of deleting 20% random lines from a C program), will upload it soon.

When Tendulkar drops a catch, Dhoni doesnt have to tell him to focus

Its a big Test match and India are desperately looking for wickets to tighten the noose around the Aussies. Ishant is streaming in and bending his back on a wicket that is providing the assistance needed for a determined bowler – bounce and movement off the seam. The Rainas and Kohlis have been doing their best with their constant yellings of encouragement. Hussey, or Mr Cricket as hes known, has been the lone source of resistance from the Aussies and they will surely go down in this key test match if hes gone. The ball is pitched outside the off and angling away and the otherwise cautious Hussey pokes it at tentatively. Ninety nine times out of hundred Hussey would have left this alone, but not this time. The ball takes the shoulder of the bat and flies off towards the waiting hands of Tendulkar in second slip for a straight forward regulation catch. Ishant has already sensed a wicket and is almost ready for his celebratory leap when the great man fumbles and the ball loops off his fingers – he had grabbed at it too early. Ishant is distraught and every Indian fielder has his hands on the head. The camera zooms in on Tendulkar and he knows he has screwed up – his face says it all. Numerous replays from different angles ensue. Dhoni and Dravid in first slip just walk to Tendulkar, pat his shoulders and unruffle his hair with a possibly a “take it easy…. come on” and move on to focus on the next delivery.

Now, this is exactly what most managers DONT do. The typical manager reaction to a screw up is long monologue, a dressing down and a stern warning of a “you better not do this the next time around”. They view this as the appropriate time to “educate” the employee on how things are done. Now, I’m not asking managers to turn a blind eye to screw ups or accept incompetence. However, In most cases the person who screwed up is already aware of the seriousness of his error and what he needs is a dose of confidence and being reminded of his achievements of the past. Back him!!! Help him remember the great slip fielder that he usually is and restore his confidence to be prepared for the next ball – unless this was the third catch hes dropped that day… in which case you want to move him to fine leg and pray that the ball doesn’t go there. Even if there are issues with the “catching technique” of Tendulkar, it is best addressed at the end of the day’s play.

Managers should look at themselves as “Coaches” who are vested in bringing out the best in people rather than “supervisors” who are trying to tell people how things are done.


– NWritings

Building Leadership pipeline

As the popular saying goes, Leadership is all about ‘Building more leaders’ in the organization. Identifying, coaching and grooming high potential individuals play key role in building the leadership pipeline. In technology industry, it is critical to choose an individual who bring in technology passion, people quotient and business acumen. However these folks are not available ‘read-made’, need to be built over a period of time by grooming.  In this story we will delve into three pragmatic aspects that need to be considered in the grooming process.

Identify strengths

Assuming that you are a leader who is looking forward to build your next set of leaders, the first step is to identify key strengths among the set of individuals, who can potentially take up the leadership position. Leaders need to spend significant amount of time by developing deeper listening to these individuals for assessment. Here are the typical questions you need to consider against each individual.

  1. What is the technology depth Vs breath an individual has? Is he a detail oriented problem solver or generalist with common set of skills?
  2. Does he possess significant relationship building skills? What is his individual track record in interacting with customers?
  3. How good is his Emotional Quotient? Can he take people together in a compassionate manner? How does he react in pressure or conflicting situations?
  4. How good is his interest in self development? Has he shown interest in investing himself by taking up organization specific training programs or considers it as an overhead?

The above mentioned questions may not be conclusive, but it would provide you with a clear indication of an individual’s strengths. Once it becomes clear, he needs to be positioned to take up leadership roles, depending on his/her strength area. At the end of this assessment process you will have the list of potential people who are competent to some extent to take up leadership positions.

Value alignment

While the first step talks about an individual’s strength and his competency, it is definitely not suffice to choose an individual as a leader. Here is where the critical factor of ‘value alignment’ comes into picture. An individual may be extremely good with certain skills, but if they don’t have necessary value alignment with the organization by possessing right values, it will become a disaster in the long run. Here are the few questions to assess the value alignment of an individual:

  1. How strong is his integrity? Can you trust on any numbers that he gives which could be in as simple as the estimation he provides for his own work completion? Does he bloat up the time just to ensure he is in a comfort zone?
  2. When any mistakes happen, does he protect his team members or passes on the blame to them?
  3. How well he understand organization core values and vision? Has he developed understanding of how the organization core values maps to his work?
  4. Does he feel comfortable to share the bad news first?
  5. Does he convey the same message to higher ups and to the junior members?

Again, the above mentioned questions may not be conclusive but clearly indicate whether an individual is a value aligned or not. Given a choice it is always better to choose a guy with strong values than the one having higher competency, mainly because competency can be groomed.

Coaching process

Once we identify an individual with stronger grip in competency and value aspects, he needs to be positioned in the team to do the leadership role without giving formal authority. This means rather than announcing ‘here is your next team leader or manager’ it is always better to groom them in the role by taking step-by-step approach. As a part of the coaching you need to identify his gap areas for taking up the leadership role and align it with current responsibilities and performance management system. That way an individual also understands that he has to evolve into the role by working in gap areas gradually.

On the job, the individual needs to be given incremental responsibility. To start with few coordination activity can be identified (ex: project metric collection) by working with various members in the team. Team should be clear about his new responsibility, mainly to avoid any potential conflicts. Slowly but steadily, such responsibilities needs to be increased depending on how well an individual is able to adjust with this new role. When he does any mistakes during the process, you need to support him by providing proper orientation. Rather than putting him into a full blown leadership coaching program it is always better to coach him on the job with real time examples like this. Along with that he can be nominated for internal/external leadership training programs.

Some of the initial set of challenges that leader-under-grooming could be facing, where orientation need to be provided:

  1. Handling conflicts
  2. Influencing individual members without formal authority
  3. Handling negativity in team member
  4. Self doubt or over-confidence

Once this incremental coaching is done, the leader-under-grooming will eventually graduate and become a well seasoned leader. Now he can be announced as a formal leader to the team by giving complete control of the team. However on a regular basic you need to do necessary check and ensure things are moving as planned.

Of course, it is very easier said than done. It is a continuous journey where you need to invest lot of time and energy in grooming. There can be many issues/challenges that will come on the way which you take it up resolve. After all when it comes to leadership, nobody can say ‘I am done!’