Contact
\n
  • Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
  • Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
    • Page 1 of 12 1 2 … 12
    \n
  • Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
  • Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
  • Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
    Page 1 of 12 1 2 … 12
    \n
  • Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
  • Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
  • Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
  • Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
    Page 1 of 12 1 2 … 12
    \n
  • Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
  • Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
  • Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
  • Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
  • Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
    Page 1 of 12 1 2 … 12
    \n
  • Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
  • Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
  • Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
  • Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
  • Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
  • Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
    Page 1 of 12 1 2 … 12
    \n
  • Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
  • Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
  • Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
  • Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
  • Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
  • Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
  • Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
    Page 1 of 12 1 2 … 12
    \n
  • Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
  • Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
  • Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
  • Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
  • Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
  • Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
  • Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
  • Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
    Page 1 of 12 1 2 … 12
    \n
      \n
    1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
    2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
    3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
    4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
    5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
    6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
    7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
    8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
      Page 1 of 12 1 2 … 12
      \n

      The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

        \n
      1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
      2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
      3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
      4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
      5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
      6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
      7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
      8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
        Page 1 of 12 1 2 … 12
        \n

        Note:<\/p>\n\n\n\n

        The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

          \n
        1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
        2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
        3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
        4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
        5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
        6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
        7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
        8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
          Page 1 of 12 1 2 … 12
          \n

          In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

          Note:<\/p>\n\n\n\n

          The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

            \n
          1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
          2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
          3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
          4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
          5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
          6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
          7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
          8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
            Page 1 of 12 1 2 … 12
            \n

            Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

            In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

            Note:<\/p>\n\n\n\n

            The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

              \n
            1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
            2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
            3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
            4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
            5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
            6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
            7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
            8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
              Page 1 of 12 1 2 … 12
              \n

              Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

              Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

              In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

              Note:<\/p>\n\n\n\n

              The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                \n
              1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
              2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
              3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
              4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
              5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
              6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
              7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
              8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                Page 1 of 12 1 2 … 12
                \n

                Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                Note:<\/p>\n\n\n\n

                The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                  \n
                1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                  Page 1 of 12 1 2 … 12
                  \n

                  Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                  Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                  Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                  Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                  In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                  Note:<\/p>\n\n\n\n

                  The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                    \n
                  1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                  2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                  3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                  4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                  5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                  6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                  7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                  8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                    Page 1 of 12 1 2 … 12
                    \n

                    Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                    Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                    Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                    Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                    Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                    In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                    Note:<\/p>\n\n\n\n

                    The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                      \n
                    1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                    2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                    3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                    4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                    5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                    6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                    7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                    8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                      Page 1 of 12 1 2 … 12
                      \n

                      Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                      Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                      Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                      Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                      Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                      Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                      In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                      Note:<\/p>\n\n\n\n

                      The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                        \n
                      1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                      2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                      3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                      4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                      5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                      6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                      7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                      8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                        Page 1 of 12 1 2 … 12
                        \n

                        I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                        Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                        Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                        Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                        Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                        Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                        Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                        In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                        Note:<\/p>\n\n\n\n

                        The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                          \n
                        1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                        2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                        3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                        4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                        5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                        6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                        7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                        8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                          Page 1 of 12 1 2 … 12
                          \n

                          Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                          I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                          Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                          Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                          Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                          Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                          Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                          Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                          In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                          Note:<\/p>\n\n\n\n

                          The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                            \n
                          1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                          2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                          3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                          4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                          5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                          6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                          7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                          8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                            Page 1 of 12 1 2 … 12
                            \n

                            Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                            Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                            I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                            Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                            Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                            Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                            Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                            Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                            Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                            In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                            Note:<\/p>\n\n\n\n

                            The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                              \n
                            1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                            2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                            3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                            4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                            5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                            6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                            7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                            8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                              Page 1 of 12 1 2 … 12
                              \n

                              AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                              Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                              Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                              I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                              Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                              Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                              Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                              Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                              Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                              Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                              In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                              Note:<\/p>\n\n\n\n

                              The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                \n
                              1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                              2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                              3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                              4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                              5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                              6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                              7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                              8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                Page 1 of 12 1 2 … 12
                                \n

                                AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                Note:<\/p>\n\n\n\n

                                The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                  \n
                                1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                  Page 1 of 12 1 2 … 12
                                  \n

                                  The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                  AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                  AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                  Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                  Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                  I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                  Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                  Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                  Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                  Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                  Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                  Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                  In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                  Note:<\/p>\n\n\n\n

                                  The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                    \n
                                  1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                  2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                  3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                  4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                  5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                  6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                  7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                  8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                    Page 1 of 12 1 2 … 12
                                    \n

                                    Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                    The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                    AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                    AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                    Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                    Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                    I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                    Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                    Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                    Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                    Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                    Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                    Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                    In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                    Note:<\/p>\n\n\n\n

                                    The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                      \n
                                    1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                    2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                    3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                    4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                    5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                    6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                    7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                    8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                      Page 1 of 12 1 2 … 12
                                      \n

                                      Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                      Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                      The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                      AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                      AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                      Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                      Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                      I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                      Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                      Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                      Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                      Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                      Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                      Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                      In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                      Note:<\/p>\n\n\n\n

                                      The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                        \n
                                      1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                      2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                      3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                      4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                      5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                      6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                      7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                      8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                        Page 1 of 12 1 2 … 12
                                        \n

                                        Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                        Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                        Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                        The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                        AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                        AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                        Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                        Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                        I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                        Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                        Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                        Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                        Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                        Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                        Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                        In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                        Note:<\/p>\n\n\n\n

                                        The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                          \n
                                        1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                        2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                        3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                        4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                        5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                        6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                        7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                        8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                          Page 1 of 12 1 2 … 12
                                          \n

                                          Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                          Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                          Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                          Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                          The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                          AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                          AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                          Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                          Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                          I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                          Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                          Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                          Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                          Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                          Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                          Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                          In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                          Note:<\/p>\n\n\n\n

                                          The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                            \n
                                          1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                          2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                          3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                          4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                          5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                          6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                          7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                          8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                            Page 1 of 12 1 2 … 12
                                            \n

                                            Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                            Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                            Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                            Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                            Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                            The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                            AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                            AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                            Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                            Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                            I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                            Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                            Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                            Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                            Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                            Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                            Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                            In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                            Note:<\/p>\n\n\n\n

                                            The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                              \n
                                            1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                            2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                            3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                            4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                            5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                            6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                            7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                            8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                              Page 1 of 12 1 2 … 12
                                              \n

                                              Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                              Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                              Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                              Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                              Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                              Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                              The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                              AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                              AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                              Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                              Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                              I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                              Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                              Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                              Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                              Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                              Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                              Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                              In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                              Note:<\/p>\n\n\n\n

                                              The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                \n
                                              1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                              2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                              3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                              4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                              5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                              6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                              7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                              8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                Page 1 of 12 1 2 … 12
                                                \n

                                                This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                Note:<\/p>\n\n\n\n

                                                The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                  \n
                                                1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                  Page 1 of 12 1 2 … 12
                                                  \n

                                                  Developed Nations<\/strong><\/p>\n\n

                                                  This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                  Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                  Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                  Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                  Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                  Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                  Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                  The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                  AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                  AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                  Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                  Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                  I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                  Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                  Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                  Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                  Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                  Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                  Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                  In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                  Note:<\/p>\n\n\n\n

                                                  The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                    \n
                                                  1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                  2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                  3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                  4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                  5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                  6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                  7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                  8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                    Page 1 of 12 1 2 … 12
                                                    \n

                                                    In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                    Developed Nations<\/strong><\/p>\n\n

                                                    This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                    Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                    Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                    Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                    Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                    Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                    Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                    The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                    AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                    AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                    Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                    Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                    I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                    Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                    Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                    Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                    Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                    Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                    Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                    In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                    Note:<\/p>\n\n\n\n

                                                    The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                      \n
                                                    1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                    2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                    3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                    4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                    5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                    6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                    7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                    8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                      Page 1 of 12 1 2 … 12
                                                      \n

                                                      Ratan Tata example<\/strong><\/p>\n\n

                                                      In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                      Developed Nations<\/strong><\/p>\n\n

                                                      This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                      Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                      Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                      Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                      Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                      Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                      Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                      The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                      AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                      AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                      Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                      Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                      I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                      Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                      Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                      Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                      Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                      Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                      Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                      In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                      Note:<\/p>\n\n\n\n

                                                      The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                        \n
                                                      1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                      2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                      3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                      4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                      5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                      6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                      7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                      8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                        Page 1 of 12 1 2 … 12
                                                        \n

                                                        Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                        Ratan Tata example<\/strong><\/p>\n\n

                                                        In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                        Developed Nations<\/strong><\/p>\n\n

                                                        This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                        Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                        Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                        Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                        Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                        Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                        Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                        The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                        AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                        AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                        Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                        Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                        I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                        Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                        Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                        Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                        Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                        Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                        Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                        In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                        Note:<\/p>\n\n\n\n

                                                        The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                          \n
                                                        1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                        2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                        3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                        4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                        5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                        6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                        7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                        8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                          Page 1 of 12 1 2 … 12
                                                          \n

                                                          Accidental Diminishers<\/strong><\/p>\n\n

                                                          Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                          Ratan Tata example<\/strong><\/p>\n\n

                                                          In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                          Developed Nations<\/strong><\/p>\n\n

                                                          This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                          Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                          Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                          Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                          Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                          Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                          Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                          The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                          AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                          AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                          Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                          Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                          I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                          Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                          Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                          Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                          Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                          Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                          Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                          In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                          Note:<\/p>\n\n\n\n

                                                          The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                            \n
                                                          1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                          2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                          3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                          4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                          5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                          6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                          7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                          8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                            Page 1 of 12 1 2 … 12
                                                            \n

                                                            Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                            Accidental Diminishers<\/strong><\/p>\n\n

                                                            Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                            Ratan Tata example<\/strong><\/p>\n\n

                                                            In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                            Developed Nations<\/strong><\/p>\n\n

                                                            This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                            Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                            Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                            Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                            Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                            Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                            Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                            The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                            AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                            AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                            Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                            Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                            I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                            Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                            Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                            Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                            Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                            Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                            Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                            In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                            Note:<\/p>\n\n\n\n

                                                            The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                              \n
                                                            1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                            2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                            3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                            4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                            5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                            6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                            7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                            8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                              Page 1 of 12 1 2 … 12
                                                              \n

                                                              Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                              Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                              Accidental Diminishers<\/strong><\/p>\n\n

                                                              Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                              Ratan Tata example<\/strong><\/p>\n\n

                                                              In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                              Developed Nations<\/strong><\/p>\n\n

                                                              This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                              Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                              Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                              Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                              Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                              Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                              Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                              The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                              AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                              AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                              Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                              Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                              I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                              Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                              Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                              Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                              Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                              Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                              Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                              In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                              Note:<\/p>\n\n\n\n

                                                              The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                \n
                                                              1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                              2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                              3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                              4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                              5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                              6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                              7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                              8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                Page 1 of 12 1 2 … 12
                                                                \n

                                                                Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                Accidental Diminishers<\/strong><\/p>\n\n

                                                                Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                Ratan Tata example<\/strong><\/p>\n\n

                                                                In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                Developed Nations<\/strong><\/p>\n\n

                                                                This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                Note:<\/p>\n\n\n\n

                                                                The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                  \n
                                                                1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                  Page 1 of 12 1 2 … 12
                                                                  \n

                                                                  Victims of Sympathy<\/strong><\/p>\n\n

                                                                  Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                  Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                  Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                  Accidental Diminishers<\/strong><\/p>\n\n

                                                                  Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                  Ratan Tata example<\/strong><\/p>\n\n

                                                                  In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                  Developed Nations<\/strong><\/p>\n\n

                                                                  This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                  Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                  Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                  Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                  Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                  Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                  Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                  The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                  AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                  AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                  Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                  Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                  I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                  Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                  Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                  Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                  Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                  Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                  Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                  In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                  Note:<\/p>\n\n\n\n

                                                                  The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                    \n
                                                                  1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                  2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                  3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                  4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                  5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                  6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                  7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                  8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                    Page 1 of 12 1 2 … 12
                                                                    \n

                                                                    It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                    Victims of Sympathy<\/strong><\/p>\n\n

                                                                    Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                    Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                    Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                    Accidental Diminishers<\/strong><\/p>\n\n

                                                                    Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                    Ratan Tata example<\/strong><\/p>\n\n

                                                                    In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                    Developed Nations<\/strong><\/p>\n\n

                                                                    This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                    Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                    Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                    Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                    Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                    Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                    Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                    The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                    AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                    AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                    Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                    Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                    I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                    Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                    Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                    Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                    Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                    Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                    Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                    In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                    Note:<\/p>\n\n\n\n

                                                                    The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                      \n
                                                                    1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                    2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                    3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                    4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                    5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                    6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                    7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                    8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                      Page 1 of 12 1 2 … 12
                                                                      \n

                                                                      The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                      It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                      Victims of Sympathy<\/strong><\/p>\n\n

                                                                      Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                      Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                      Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                      Accidental Diminishers<\/strong><\/p>\n\n

                                                                      Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                      Ratan Tata example<\/strong><\/p>\n\n

                                                                      In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                      Developed Nations<\/strong><\/p>\n\n

                                                                      This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                      Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                      Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                      Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                      Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                      Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                      Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                      The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                      AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                      AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                      Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                      Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                      I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                      Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                      Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                      Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                      Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                      Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                      Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                      In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                      Note:<\/p>\n\n\n\n

                                                                      The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                        \n
                                                                      1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                      2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                      3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                      4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                      5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                      6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                      7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                      8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                        Page 1 of 12 1 2 … 12
                                                                        \n
                                                                        \n\n\n\n
                                                                        \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                        The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                        It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                        Victims of Sympathy<\/strong><\/p>\n\n

                                                                        Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                        Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                        Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                        Accidental Diminishers<\/strong><\/p>\n\n

                                                                        Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                        Ratan Tata example<\/strong><\/p>\n\n

                                                                        In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                        Developed Nations<\/strong><\/p>\n\n

                                                                        This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                        Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                        Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                        Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                        Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                        Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                        Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                        The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                        AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                        AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                        Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                        Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                        I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                        Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                        Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                        Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                        Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                        Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                        Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                        In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                        Note:<\/p>\n\n\n\n

                                                                        The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                          \n
                                                                        1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                        2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                        3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                        4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                        5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                        6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                        7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                        8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                          Page 1 of 12 1 2 … 12
                                                                          \n

                                                                          Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                          \n\n\n\n
                                                                          \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                          The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                          It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                          Victims of Sympathy<\/strong><\/p>\n\n

                                                                          Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                          Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                          Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                          Accidental Diminishers<\/strong><\/p>\n\n

                                                                          Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                          Ratan Tata example<\/strong><\/p>\n\n

                                                                          In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                          Developed Nations<\/strong><\/p>\n\n

                                                                          This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                          Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                          Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                          Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                          Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                          Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                          Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                          The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                          AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                          AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                          Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                          Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                          I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                          Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                          Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                          Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                          Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                          Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                          Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                          In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                          Note:<\/p>\n\n\n\n

                                                                          The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                            \n
                                                                          1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                          2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                          3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                          4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                          5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                          6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                          7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                          8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                            Page 1 of 12 1 2 … 12
                                                                            \n

                                                                            Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                            Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                            \n\n\n\n
                                                                            \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                            The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                            It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                            Victims of Sympathy<\/strong><\/p>\n\n

                                                                            Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                            Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                            Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                            Accidental Diminishers<\/strong><\/p>\n\n

                                                                            Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                            Ratan Tata example<\/strong><\/p>\n\n

                                                                            In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                            Developed Nations<\/strong><\/p>\n\n

                                                                            This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                            Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                            Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                            Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                            Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                            Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                            Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                            The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                            AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                            AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                            Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                            Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                            I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                            Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                            Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                            Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                            Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                            Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                            Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                            In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                            Note:<\/p>\n\n\n\n

                                                                            The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                              \n
                                                                            1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                            2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                            3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                            4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                            5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                            6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                            7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                            8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                              Page 1 of 12 1 2 … 12
                                                                              \n

                                                                              One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                              Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                              Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                              \n\n\n\n
                                                                              \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                              The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                              It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                              Victims of Sympathy<\/strong><\/p>\n\n

                                                                              Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                              Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                              Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                              Accidental Diminishers<\/strong><\/p>\n\n

                                                                              Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                              Ratan Tata example<\/strong><\/p>\n\n

                                                                              In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                              Developed Nations<\/strong><\/p>\n\n

                                                                              This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                              Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                              Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                              Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                              Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                              Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                              Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                              The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                              AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                              AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                              Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                              Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                              I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                              Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                              Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                              Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                              Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                              Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                              Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                              In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                              Note:<\/p>\n\n\n\n

                                                                              The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                \n
                                                                              1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                              2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                              3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                              4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                              5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                              6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                              7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                              8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                Page 1 of 12 1 2 … 12
                                                                                \n

                                                                                During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                \n\n\n\n
                                                                                \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                Victims of Sympathy<\/strong><\/p>\n\n

                                                                                Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                Accidental Diminishers<\/strong><\/p>\n\n

                                                                                Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                Ratan Tata example<\/strong><\/p>\n\n

                                                                                In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                Developed Nations<\/strong><\/p>\n\n

                                                                                This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                Note:<\/p>\n\n\n\n

                                                                                The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                  \n
                                                                                1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                  Page 1 of 12 1 2 … 12
                                                                                  \n
                                                                                  <\/figure>\n\n

                                                                                  During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                  One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                  Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                  Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                  \n\n\n\n
                                                                                  \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                  The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                  It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                  Victims of Sympathy<\/strong><\/p>\n\n

                                                                                  Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                  Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                  Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                  Accidental Diminishers<\/strong><\/p>\n\n

                                                                                  Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                  Ratan Tata example<\/strong><\/p>\n\n

                                                                                  In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                  Developed Nations<\/strong><\/p>\n\n

                                                                                  This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                  Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                  Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                  Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                  Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                  Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                  Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                  The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                  AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                  AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                  Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                  Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                  I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                  Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                  Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                  Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                  Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                  Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                  Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                  In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                  Note:<\/p>\n\n\n\n

                                                                                  The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                    \n
                                                                                  1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                  2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                  3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                  4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                  5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                  6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                  7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                  8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                    Page 1 of 12 1 2 … 12
                                                                                    \n

                                                                                    In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                    <\/figure>\n\n

                                                                                    During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                    One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                    Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                    Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                    \n\n\n\n
                                                                                    \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                    The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                    It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                    Victims of Sympathy<\/strong><\/p>\n\n

                                                                                    Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                    Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                    Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                    Accidental Diminishers<\/strong><\/p>\n\n

                                                                                    Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                    Ratan Tata example<\/strong><\/p>\n\n

                                                                                    In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                    Developed Nations<\/strong><\/p>\n\n

                                                                                    This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                    Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                    Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                    Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                    Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                    Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                    Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                    The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                    AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                    AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                    Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                    Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                    I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                    Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                    Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                    Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                    Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                    Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                    Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                    In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                    Note:<\/p>\n\n\n\n

                                                                                    The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                      \n
                                                                                    1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                    2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                    3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                    4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                    5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                    6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                    7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                    8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                      Page 1 of 12 1 2 … 12
                                                                                      \n

                                                                                      Conclusion<\/strong><\/p>\n\n\n\n

                                                                                      In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                      <\/figure>\n\n

                                                                                      During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                      One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                      Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                      Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                      \n\n\n\n
                                                                                      \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                      The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                      It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                      Victims of Sympathy<\/strong><\/p>\n\n

                                                                                      Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                      Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                      Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                      Accidental Diminishers<\/strong><\/p>\n\n

                                                                                      Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                      Ratan Tata example<\/strong><\/p>\n\n

                                                                                      In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                      Developed Nations<\/strong><\/p>\n\n

                                                                                      This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                      Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                      Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                      Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                      Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                      Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                      Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                      The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                      AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                      AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                      Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                      Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                      I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                      Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                      Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                      Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                      Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                      Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                      Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                      In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                      Note:<\/p>\n\n\n\n

                                                                                      The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                        \n
                                                                                      1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                      2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                      3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                      4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                      5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                      6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                      7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                      8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                        Page 1 of 12 1 2 … 12
                                                                                        \n

                                                                                        Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                        Conclusion<\/strong><\/p>\n\n\n\n

                                                                                        In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                        <\/figure>\n\n

                                                                                        During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                        One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                        Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                        Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                        \n\n\n\n
                                                                                        \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                        The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                        It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                        Victims of Sympathy<\/strong><\/p>\n\n

                                                                                        Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                        Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                        Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                        Accidental Diminishers<\/strong><\/p>\n\n

                                                                                        Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                        Ratan Tata example<\/strong><\/p>\n\n

                                                                                        In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                        Developed Nations<\/strong><\/p>\n\n

                                                                                        This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                        Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                        Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                        Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                        Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                        Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                        Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                        The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                        AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                        AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                        Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                        Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                        I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                        Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                        Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                        Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                        Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                        Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                        Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                        In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                        Note:<\/p>\n\n\n\n

                                                                                        The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                          \n
                                                                                        1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                        2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                        3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                        4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                        5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                        6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                        7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                        8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                          Page 1 of 12 1 2 … 12
                                                                                          \n

                                                                                          Red Alert<\/strong><\/p>\n\n\n\n

                                                                                          Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                          Conclusion<\/strong><\/p>\n\n\n\n

                                                                                          In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                          <\/figure>\n\n

                                                                                          During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                          One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                          Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                          Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                          \n\n\n\n
                                                                                          \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                          The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                          It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                          Victims of Sympathy<\/strong><\/p>\n\n

                                                                                          Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                          Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                          Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                          Accidental Diminishers<\/strong><\/p>\n\n

                                                                                          Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                          Ratan Tata example<\/strong><\/p>\n\n

                                                                                          In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                          Developed Nations<\/strong><\/p>\n\n

                                                                                          This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                          Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                          Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                          Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                          Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                          Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                          Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                          The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                          AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                          AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                          Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                          Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                          I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                          Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                          Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                          Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                          Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                          Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                          Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                          In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                          Note:<\/p>\n\n\n\n

                                                                                          The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                            \n
                                                                                          1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                          2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                          3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                          4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                          5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                          6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                          7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                          8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                            Page 1 of 12 1 2 … 12
                                                                                            \n

                                                                                            Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                            Red Alert<\/strong><\/p>\n\n\n\n

                                                                                            Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                            Conclusion<\/strong><\/p>\n\n\n\n

                                                                                            In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                            <\/figure>\n\n

                                                                                            During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                            One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                            Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                            Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                            \n\n\n\n
                                                                                            \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                            The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                            It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                            Victims of Sympathy<\/strong><\/p>\n\n

                                                                                            Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                            Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                            Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                            Accidental Diminishers<\/strong><\/p>\n\n

                                                                                            Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                            Ratan Tata example<\/strong><\/p>\n\n

                                                                                            In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                            Developed Nations<\/strong><\/p>\n\n

                                                                                            This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                            Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                            Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                            Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                            Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                            Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                            Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                            The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                            AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                            AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                            Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                            Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                            I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                            Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                            Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                            Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                            Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                            Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                            Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                            In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                            Note:<\/p>\n\n\n\n

                                                                                            The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                              \n
                                                                                            1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                            2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                            3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                            4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                            5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                            6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                            7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                            8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                              Page 1 of 12 1 2 … 12
                                                                                              \n

                                                                                              Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                              Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                              Red Alert<\/strong><\/p>\n\n\n\n

                                                                                              Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                              Conclusion<\/strong><\/p>\n\n\n\n

                                                                                              In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                              <\/figure>\n\n

                                                                                              During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                              One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                              Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                              Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                              \n\n\n\n
                                                                                              \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                              The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                              It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                              Victims of Sympathy<\/strong><\/p>\n\n

                                                                                              Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                              Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                              Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                              Accidental Diminishers<\/strong><\/p>\n\n

                                                                                              Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                              Ratan Tata example<\/strong><\/p>\n\n

                                                                                              In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                              Developed Nations<\/strong><\/p>\n\n

                                                                                              This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                              Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                              Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                              Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                              Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                              Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                              Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                              The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                              AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                              AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                              Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                              Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                              I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                              Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                              Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                              Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                              Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                              Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                              Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                              In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                              Note:<\/p>\n\n\n\n

                                                                                              The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                \n
                                                                                              1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                              2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                              3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                              4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                              5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                              6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                              7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                              8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                Page 1 of 12 1 2 … 12
                                                                                                \n

                                                                                                While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                <\/figure>\n\n

                                                                                                During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                \n\n\n\n
                                                                                                \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                Ratan Tata example<\/strong><\/p>\n\n

                                                                                                In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                Developed Nations<\/strong><\/p>\n\n

                                                                                                This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                Note:<\/p>\n\n\n\n

                                                                                                The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                  \n
                                                                                                1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                  Page 1 of 12 1 2 … 12
                                                                                                  \n

                                                                                                  Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                  While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                  Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                  Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                  Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                  Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                  Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                  In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                  <\/figure>\n\n

                                                                                                  During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                  One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                  Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                  Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                  \n\n\n\n
                                                                                                  \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                  The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                  It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                  Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                  Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                  Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                  Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                  Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                  Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                  Ratan Tata example<\/strong><\/p>\n\n

                                                                                                  In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                  Developed Nations<\/strong><\/p>\n\n

                                                                                                  This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                  Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                  Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                  Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                  Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                  Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                  Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                  The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                  AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                  AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                  Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                  Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                  I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                  Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                  Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                  Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                  Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                  Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                  Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                  In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                  Note:<\/p>\n\n\n\n

                                                                                                  The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                    \n
                                                                                                  1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                  2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                  3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                  4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                  5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                  6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                  7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                  8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                    Page 1 of 12 1 2 … 12
                                                                                                    \n

                                                                                                    When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                    Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                    While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                    Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                    Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                    Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                    Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                    Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                    In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                    <\/figure>\n\n

                                                                                                    During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                    One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                    Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                    Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                    \n\n\n\n
                                                                                                    \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                    The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                    It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                    Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                    Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                    Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                    Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                    Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                    Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                    Ratan Tata example<\/strong><\/p>\n\n

                                                                                                    In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                    Developed Nations<\/strong><\/p>\n\n

                                                                                                    This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                    Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                    Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                    Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                    Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                    Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                    Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                    The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                    AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                    AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                    Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                    Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                    I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                    Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                    Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                    Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                    Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                    Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                    Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                    In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                    Note:<\/p>\n\n\n\n

                                                                                                    The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                      \n
                                                                                                    1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                    2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                    3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                    4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                    5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                    6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                    7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                    8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                      Page 1 of 12 1 2 … 12
                                                                                                      \n

                                                                                                      Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                      When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                      Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                      While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                      Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                      Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                      Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                      Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                      Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                      In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                      <\/figure>\n\n

                                                                                                      During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                      One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                      Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                      Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                      \n\n\n\n
                                                                                                      \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                      The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                      It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                      Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                      Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                      Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                      Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                      Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                      Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                      Ratan Tata example<\/strong><\/p>\n\n

                                                                                                      In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                      Developed Nations<\/strong><\/p>\n\n

                                                                                                      This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                      Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                      Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                      Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                      Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                      Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                      Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                      The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                      AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                      AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                      Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                      Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                      I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                      Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                      Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                      Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                      Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                      Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                      Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                      In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                      Note:<\/p>\n\n\n\n

                                                                                                      The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                        \n
                                                                                                      1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                      2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                      3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                      4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                      5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                      6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                      7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                      8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                        Page 1 of 12 1 2 … 12
                                                                                                        \n

                                                                                                        Once I decided to get up at 5am every morning. Why? Simply because Robin Sharma said so in one of his talks! 5am Club sounded like a good idea and many successful people did it. After all, my grandmother used to get up very early and my mother gets up at 4am in the morning. It must be a good idea, right? I did it for five days in a row and was ecstatic. On day six, I was a bit sleepy and was wondering if 5:30am will do! For a month, every day I will set the alarm for 5am and negotiate with self. I started getting out of bed as and when I felt like that morning! Does that happen to you? Re-negotiating decisions is major challenge for me.<\/p>\n\n\n\n

                                                                                                        Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                        When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                        Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                        While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                        Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                        Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                        Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                        Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                        Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                        In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                        <\/figure>\n\n

                                                                                                        During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                        One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                        Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                        Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                        \n\n\n\n
                                                                                                        \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                        The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                        It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                        Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                        Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                        Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                        Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                        Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                        Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                        Ratan Tata example<\/strong><\/p>\n\n

                                                                                                        In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                        Developed Nations<\/strong><\/p>\n\n

                                                                                                        This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                        Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                        Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                        Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                        Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                        Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                        Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                        The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                        AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                        AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                        Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                        Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                        I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                        Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                        Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                        Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                        Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                        Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                        Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                        In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                        Note:<\/p>\n\n\n\n

                                                                                                        The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                          \n
                                                                                                        1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                        2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                        3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                        4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                        5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                        6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                        7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                        8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                          Page 1 of 12 1 2 … 12
                                                                                                          \n

                                                                                                          Challenge #2: Re-negotiating decisions<\/strong><\/p>\n\n\n\n

                                                                                                          Once I decided to get up at 5am every morning. Why? Simply because Robin Sharma said so in one of his talks! 5am Club sounded like a good idea and many successful people did it. After all, my grandmother used to get up very early and my mother gets up at 4am in the morning. It must be a good idea, right? I did it for five days in a row and was ecstatic. On day six, I was a bit sleepy and was wondering if 5:30am will do! For a month, every day I will set the alarm for 5am and negotiate with self. I started getting out of bed as and when I felt like that morning! Does that happen to you? Re-negotiating decisions is major challenge for me.<\/p>\n\n\n\n

                                                                                                          Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                          When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                          Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                          While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                          Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                          Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                          Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                          Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                          Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                          In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                          <\/figure>\n\n

                                                                                                          During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                          One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                          Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                          Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                          \n\n\n\n
                                                                                                          \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                          The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                          It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                          Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                          Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                          Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                          Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                          Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                          Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                          Ratan Tata example<\/strong><\/p>\n\n

                                                                                                          In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                          Developed Nations<\/strong><\/p>\n\n

                                                                                                          This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                          Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                          Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                          Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                          Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                          Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                          Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                          The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                          AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                          AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                          Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                          Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                          I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                          Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                          Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                          Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                          Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                          Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                          Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                          In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                          Note:<\/p>\n\n\n\n

                                                                                                          The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                            \n
                                                                                                          1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                          2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                          3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                          4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                          5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                          6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                          7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                          8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                            Page 1 of 12 1 2 … 12
                                                                                                            \n

                                                                                                            The journey from decision to change can be tortuous. To start with it took long time to prepare for the change \u2013 overthinking can be a curse. Once I make a change, I expected results too soon and tended to go back to the drawing board. Quantum of the change tended to be too small to have an impact.<\/p>\n\n\n\n

                                                                                                            Challenge #2: Re-negotiating decisions<\/strong><\/p>\n\n\n\n

                                                                                                            Once I decided to get up at 5am every morning. Why? Simply because Robin Sharma said so in one of his talks! 5am Club sounded like a good idea and many successful people did it. After all, my grandmother used to get up very early and my mother gets up at 4am in the morning. It must be a good idea, right? I did it for five days in a row and was ecstatic. On day six, I was a bit sleepy and was wondering if 5:30am will do! For a month, every day I will set the alarm for 5am and negotiate with self. I started getting out of bed as and when I felt like that morning! Does that happen to you? Re-negotiating decisions is major challenge for me.<\/p>\n\n\n\n

                                                                                                            Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                            When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                            Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                            While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                            Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                            Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                            Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                            Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                            Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                            In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                            <\/figure>\n\n

                                                                                                            During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                            One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                            Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                            Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                            \n\n\n\n
                                                                                                            \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                            The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                            It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                            Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                            Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                            Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                            Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                            Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                            Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                            Ratan Tata example<\/strong><\/p>\n\n

                                                                                                            In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                            Developed Nations<\/strong><\/p>\n\n

                                                                                                            This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                            Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                            Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                            Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                            Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                            Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                            Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                            The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                            AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                            AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                            Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                            Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                            I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                            Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                            Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                            Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                            Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                            Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                            Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                            In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                            Note:<\/p>\n\n\n\n

                                                                                                            The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                              \n
                                                                                                            1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                            2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                            3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                            4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                            5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                            6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                            7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                            8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                              Page 1 of 12 1 2 … 12
                                                                                                              \n

                                                                                                              Challenge #1: Tortuous journey<\/strong><\/p>\n\n\n\n

                                                                                                              The journey from decision to change can be tortuous. To start with it took long time to prepare for the change \u2013 overthinking can be a curse. Once I make a change, I expected results too soon and tended to go back to the drawing board. Quantum of the change tended to be too small to have an impact.<\/p>\n\n\n\n

                                                                                                              Challenge #2: Re-negotiating decisions<\/strong><\/p>\n\n\n\n

                                                                                                              Once I decided to get up at 5am every morning. Why? Simply because Robin Sharma said so in one of his talks! 5am Club sounded like a good idea and many successful people did it. After all, my grandmother used to get up very early and my mother gets up at 4am in the morning. It must be a good idea, right? I did it for five days in a row and was ecstatic. On day six, I was a bit sleepy and was wondering if 5:30am will do! For a month, every day I will set the alarm for 5am and negotiate with self. I started getting out of bed as and when I felt like that morning! Does that happen to you? Re-negotiating decisions is major challenge for me.<\/p>\n\n\n\n

                                                                                                              Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                              When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                              Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                              While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                              Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                              Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                              Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                              Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                              Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                              In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                              <\/figure>\n\n

                                                                                                              During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                              One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                              Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                              Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                              \n\n\n\n
                                                                                                              \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                              The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                              It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                              Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                              Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                              Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                              Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                              Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                              Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                              Ratan Tata example<\/strong><\/p>\n\n

                                                                                                              In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                              Developed Nations<\/strong><\/p>\n\n

                                                                                                              This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                              Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                              Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                              Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                              Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                              Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                              Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                              The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                              AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                              AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                              Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                              Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                              I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                              Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                              Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                              Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                              Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                              Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                              Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                              In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                              Note:<\/p>\n\n\n\n

                                                                                                              The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                                \n
                                                                                                              1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                              2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                              3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                              4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                              5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                              6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                              7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                              8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                                Page 1 of 12 1 2 … 12
                                                                                                                \n

                                                                                                                Let us examine the kind of challenges I faced in the process of personal change. Here are five:<\/p>\n\n\n\n

                                                                                                                Challenge #1: Tortuous journey<\/strong><\/p>\n\n\n\n

                                                                                                                The journey from decision to change can be tortuous. To start with it took long time to prepare for the change \u2013 overthinking can be a curse. Once I make a change, I expected results too soon and tended to go back to the drawing board. Quantum of the change tended to be too small to have an impact.<\/p>\n\n\n\n

                                                                                                                Challenge #2: Re-negotiating decisions<\/strong><\/p>\n\n\n\n

                                                                                                                Once I decided to get up at 5am every morning. Why? Simply because Robin Sharma said so in one of his talks! 5am Club sounded like a good idea and many successful people did it. After all, my grandmother used to get up very early and my mother gets up at 4am in the morning. It must be a good idea, right? I did it for five days in a row and was ecstatic. On day six, I was a bit sleepy and was wondering if 5:30am will do! For a month, every day I will set the alarm for 5am and negotiate with self. I started getting out of bed as and when I felt like that morning! Does that happen to you? Re-negotiating decisions is major challenge for me.<\/p>\n\n\n\n

                                                                                                                Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                                When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                                Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                                While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                                Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                                Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                                Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                                Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                                Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                                In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                                <\/figure>\n\n

                                                                                                                During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                                One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                                Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                                Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                                \n\n\n\n
                                                                                                                \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                                The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                                It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                                Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                                Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                                Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                                Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                                Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                                Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                                Ratan Tata example<\/strong><\/p>\n\n

                                                                                                                In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                                Developed Nations<\/strong><\/p>\n\n

                                                                                                                This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                                Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                                Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                                Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                                Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                                Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                                Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                                The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                                AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                                AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                                Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                                Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                                I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                                Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                                Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                                Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                                Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                                Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                                Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                                In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                                Note:<\/p>\n\n\n\n

                                                                                                                The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                                  \n
                                                                                                                1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                                2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                                3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                                4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                                5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                                6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                                7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                                8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                                  Page 1 of 12 1 2 … 12
                                                                                                                  \n

                                                                                                                  I generally get past the Pre-contemplation and Contemplation stages quickly, at least I think so\ud83d\ude0a. That does not mean I change myself easily. When it comes to exploring the challenges with personal change, one\u2019s own experience is the best teacher. In the college days, change just meant learning new tangible skills. For example, I wanted to improve my spoken English or to hone my Hockey skills. As I started working, I realized I was required to change my behaviour and often based on feedback. Changes were also identified by observing others \u2013 some people I looked up to and wished to emulate; some I did not respect and not chose not to follow. As I grew in my career and got into family life, demands for personal change grew. Some reactive changes were necessitated by the situation, but some proactive ones were required by my dreams and goals.<\/p>\n\n\n\n

                                                                                                                  Let us examine the kind of challenges I faced in the process of personal change. Here are five:<\/p>\n\n\n\n

                                                                                                                  Challenge #1: Tortuous journey<\/strong><\/p>\n\n\n\n

                                                                                                                  The journey from decision to change can be tortuous. To start with it took long time to prepare for the change \u2013 overthinking can be a curse. Once I make a change, I expected results too soon and tended to go back to the drawing board. Quantum of the change tended to be too small to have an impact.<\/p>\n\n\n\n

                                                                                                                  Challenge #2: Re-negotiating decisions<\/strong><\/p>\n\n\n\n

                                                                                                                  Once I decided to get up at 5am every morning. Why? Simply because Robin Sharma said so in one of his talks! 5am Club sounded like a good idea and many successful people did it. After all, my grandmother used to get up very early and my mother gets up at 4am in the morning. It must be a good idea, right? I did it for five days in a row and was ecstatic. On day six, I was a bit sleepy and was wondering if 5:30am will do! For a month, every day I will set the alarm for 5am and negotiate with self. I started getting out of bed as and when I felt like that morning! Does that happen to you? Re-negotiating decisions is major challenge for me.<\/p>\n\n\n\n

                                                                                                                  Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                                  When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                                  Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                                  While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                                  Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                                  Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                                  Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                                  Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                                  Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                                  In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                                  <\/figure>\n\n

                                                                                                                  During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                                  One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                                  Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                                  Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                                  \n\n\n\n
                                                                                                                  \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                                  The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                                  It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                                  Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                                  Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                                  Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                                  Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                                  Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                                  Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                                  Ratan Tata example<\/strong><\/p>\n\n

                                                                                                                  In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                                  Developed Nations<\/strong><\/p>\n\n

                                                                                                                  This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                                  Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                                  Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                                  Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                                  Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                                  Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                                  Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                                  The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                                  AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                                  AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                                  Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                                  Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                                  I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                                  Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                                  Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                                  Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                                  Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                                  Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                                  Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                                  In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                                  Note:<\/p>\n\n\n\n

                                                                                                                  The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                                    \n
                                                                                                                  1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                                  2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                                  3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                                  4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                                  5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                                  6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                                  7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                                  8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                                    Page 1 of 12 1 2 … 12
                                                                                                                    \n

                                                                                                                    Experience is the best teacher<\/strong><\/p>\n\n\n\n

                                                                                                                    I generally get past the Pre-contemplation and Contemplation stages quickly, at least I think so\ud83d\ude0a. That does not mean I change myself easily. When it comes to exploring the challenges with personal change, one\u2019s own experience is the best teacher. In the college days, change just meant learning new tangible skills. For example, I wanted to improve my spoken English or to hone my Hockey skills. As I started working, I realized I was required to change my behaviour and often based on feedback. Changes were also identified by observing others \u2013 some people I looked up to and wished to emulate; some I did not respect and not chose not to follow. As I grew in my career and got into family life, demands for personal change grew. Some reactive changes were necessitated by the situation, but some proactive ones were required by my dreams and goals.<\/p>\n\n\n\n

                                                                                                                    Let us examine the kind of challenges I faced in the process of personal change. Here are five:<\/p>\n\n\n\n

                                                                                                                    Challenge #1: Tortuous journey<\/strong><\/p>\n\n\n\n

                                                                                                                    The journey from decision to change can be tortuous. To start with it took long time to prepare for the change \u2013 overthinking can be a curse. Once I make a change, I expected results too soon and tended to go back to the drawing board. Quantum of the change tended to be too small to have an impact.<\/p>\n\n\n\n

                                                                                                                    Challenge #2: Re-negotiating decisions<\/strong><\/p>\n\n\n\n

                                                                                                                    Once I decided to get up at 5am every morning. Why? Simply because Robin Sharma said so in one of his talks! 5am Club sounded like a good idea and many successful people did it. After all, my grandmother used to get up very early and my mother gets up at 4am in the morning. It must be a good idea, right? I did it for five days in a row and was ecstatic. On day six, I was a bit sleepy and was wondering if 5:30am will do! For a month, every day I will set the alarm for 5am and negotiate with self. I started getting out of bed as and when I felt like that morning! Does that happen to you? Re-negotiating decisions is major challenge for me.<\/p>\n\n\n\n

                                                                                                                    Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                                    When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                                    Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                                    While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                                    Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                                    Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                                    Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                                    Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                                    Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                                    In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                                    <\/figure>\n\n

                                                                                                                    During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                                    One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                                    Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                                    Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                                    \n\n\n\n
                                                                                                                    \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                                    The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                                    It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                                    Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                                    Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                                    Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                                    Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                                    Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                                    Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                                    Ratan Tata example<\/strong><\/p>\n\n

                                                                                                                    In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                                    Developed Nations<\/strong><\/p>\n\n

                                                                                                                    This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                                    Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                                    Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                                    Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                                    Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                                    Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                                    Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                                    The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                                    AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                                    AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                                    Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                                    Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                                    I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                                    Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                                    Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                                    Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                                    Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                                    Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                                    Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                                    In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                                    Note:<\/p>\n\n\n\n

                                                                                                                    The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                                      \n
                                                                                                                    1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                                    2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                                    3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                                    4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                                    5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                                    6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                                    7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                                    8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                                      Page 1 of 12 1 2 … 12
                                                                                                                      \n

                                                                                                                      Although the model was originally used to help people overcome problematic behaviours including smoking and drug abuse, it is now the standard model for behavioural change. While five stages are discretely called out, people tend to cycle back and forth through these stages as they change. Often a sixth stage is called out called \u2018Relapse\u2019 when people go back to their old ways after a period of maintenance and then they start all over again.<\/p>\n\n\n\n

                                                                                                                      Experience is the best teacher<\/strong><\/p>\n\n\n\n

                                                                                                                      I generally get past the Pre-contemplation and Contemplation stages quickly, at least I think so\ud83d\ude0a. That does not mean I change myself easily. When it comes to exploring the challenges with personal change, one\u2019s own experience is the best teacher. In the college days, change just meant learning new tangible skills. For example, I wanted to improve my spoken English or to hone my Hockey skills. As I started working, I realized I was required to change my behaviour and often based on feedback. Changes were also identified by observing others \u2013 some people I looked up to and wished to emulate; some I did not respect and not chose not to follow. As I grew in my career and got into family life, demands for personal change grew. Some reactive changes were necessitated by the situation, but some proactive ones were required by my dreams and goals.<\/p>\n\n\n\n

                                                                                                                      Let us examine the kind of challenges I faced in the process of personal change. Here are five:<\/p>\n\n\n\n

                                                                                                                      Challenge #1: Tortuous journey<\/strong><\/p>\n\n\n\n

                                                                                                                      The journey from decision to change can be tortuous. To start with it took long time to prepare for the change \u2013 overthinking can be a curse. Once I make a change, I expected results too soon and tended to go back to the drawing board. Quantum of the change tended to be too small to have an impact.<\/p>\n\n\n\n

                                                                                                                      Challenge #2: Re-negotiating decisions<\/strong><\/p>\n\n\n\n

                                                                                                                      Once I decided to get up at 5am every morning. Why? Simply because Robin Sharma said so in one of his talks! 5am Club sounded like a good idea and many successful people did it. After all, my grandmother used to get up very early and my mother gets up at 4am in the morning. It must be a good idea, right? I did it for five days in a row and was ecstatic. On day six, I was a bit sleepy and was wondering if 5:30am will do! For a month, every day I will set the alarm for 5am and negotiate with self. I started getting out of bed as and when I felt like that morning! Does that happen to you? Re-negotiating decisions is major challenge for me.<\/p>\n\n\n\n

                                                                                                                      Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                                      When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                                      Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                                      While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                                      Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                                      Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                                      Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                                      Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                                      Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                                      In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                                      <\/figure>\n\n

                                                                                                                      During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                                      One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                                      Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                                      Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                                      \n\n\n\n
                                                                                                                      \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                                      The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                                      It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                                      Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                                      Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                                      Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                                      Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                                      Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                                      Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                                      Ratan Tata example<\/strong><\/p>\n\n

                                                                                                                      In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                                      Developed Nations<\/strong><\/p>\n\n

                                                                                                                      This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                                      Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                                      Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                                      Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                                      Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                                      Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                                      Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                                      The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                                      AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                                      AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                                      Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                                      Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                                      I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                                      Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                                      Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                                      Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                                      Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                                      Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                                      Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                                      In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                                      Note:<\/p>\n\n\n\n

                                                                                                                      The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                                        \n
                                                                                                                      1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                                      2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                                      3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                                      4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                                      5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                                      6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                                      7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                                      8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                                        Page 1 of 12 1 2 … 12
                                                                                                                        \n

                                                                                                                        5. Maintenance: Sustain change; new behaviour replaces old<\/p>\n\n\n\n

                                                                                                                        Although the model was originally used to help people overcome problematic behaviours including smoking and drug abuse, it is now the standard model for behavioural change. While five stages are discretely called out, people tend to cycle back and forth through these stages as they change. Often a sixth stage is called out called \u2018Relapse\u2019 when people go back to their old ways after a period of maintenance and then they start all over again.<\/p>\n\n\n\n

                                                                                                                        Experience is the best teacher<\/strong><\/p>\n\n\n\n

                                                                                                                        I generally get past the Pre-contemplation and Contemplation stages quickly, at least I think so\ud83d\ude0a. That does not mean I change myself easily. When it comes to exploring the challenges with personal change, one\u2019s own experience is the best teacher. In the college days, change just meant learning new tangible skills. For example, I wanted to improve my spoken English or to hone my Hockey skills. As I started working, I realized I was required to change my behaviour and often based on feedback. Changes were also identified by observing others \u2013 some people I looked up to and wished to emulate; some I did not respect and not chose not to follow. As I grew in my career and got into family life, demands for personal change grew. Some reactive changes were necessitated by the situation, but some proactive ones were required by my dreams and goals.<\/p>\n\n\n\n

                                                                                                                        Let us examine the kind of challenges I faced in the process of personal change. Here are five:<\/p>\n\n\n\n

                                                                                                                        Challenge #1: Tortuous journey<\/strong><\/p>\n\n\n\n

                                                                                                                        The journey from decision to change can be tortuous. To start with it took long time to prepare for the change \u2013 overthinking can be a curse. Once I make a change, I expected results too soon and tended to go back to the drawing board. Quantum of the change tended to be too small to have an impact.<\/p>\n\n\n\n

                                                                                                                        Challenge #2: Re-negotiating decisions<\/strong><\/p>\n\n\n\n

                                                                                                                        Once I decided to get up at 5am every morning. Why? Simply because Robin Sharma said so in one of his talks! 5am Club sounded like a good idea and many successful people did it. After all, my grandmother used to get up very early and my mother gets up at 4am in the morning. It must be a good idea, right? I did it for five days in a row and was ecstatic. On day six, I was a bit sleepy and was wondering if 5:30am will do! For a month, every day I will set the alarm for 5am and negotiate with self. I started getting out of bed as and when I felt like that morning! Does that happen to you? Re-negotiating decisions is major challenge for me.<\/p>\n\n\n\n

                                                                                                                        Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                                        When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                                        Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                                        While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                                        Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                                        Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                                        Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                                        Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                                        Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                                        In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                                        <\/figure>\n\n

                                                                                                                        During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                                        One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                                        Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                                        Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                                        \n\n\n\n
                                                                                                                        \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                                        The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                                        It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                                        Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                                        Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                                        Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                                        Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                                        Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                                        Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                                        Ratan Tata example<\/strong><\/p>\n\n

                                                                                                                        In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                                        Developed Nations<\/strong><\/p>\n\n

                                                                                                                        This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                                        Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                                        Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                                        Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                                        Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                                        Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                                        Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                                        The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                                        AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                                        AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                                        Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                                        Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                                        I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                                        Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                                        Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                                        Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                                        Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                                        Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                                        Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                                        In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                                        Note:<\/p>\n\n\n\n

                                                                                                                        The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                                          \n
                                                                                                                        1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                                        2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                                        3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                                        4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                                        5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                                        6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                                        7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                                        8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                                          Page 1 of 12 1 2 … 12
                                                                                                                          \n

                                                                                                                          4. Action: Commit to a plan and act<\/p>\n\n\n\n

                                                                                                                          5. Maintenance: Sustain change; new behaviour replaces old<\/p>\n\n\n\n

                                                                                                                          Although the model was originally used to help people overcome problematic behaviours including smoking and drug abuse, it is now the standard model for behavioural change. While five stages are discretely called out, people tend to cycle back and forth through these stages as they change. Often a sixth stage is called out called \u2018Relapse\u2019 when people go back to their old ways after a period of maintenance and then they start all over again.<\/p>\n\n\n\n

                                                                                                                          Experience is the best teacher<\/strong><\/p>\n\n\n\n

                                                                                                                          I generally get past the Pre-contemplation and Contemplation stages quickly, at least I think so\ud83d\ude0a. That does not mean I change myself easily. When it comes to exploring the challenges with personal change, one\u2019s own experience is the best teacher. In the college days, change just meant learning new tangible skills. For example, I wanted to improve my spoken English or to hone my Hockey skills. As I started working, I realized I was required to change my behaviour and often based on feedback. Changes were also identified by observing others \u2013 some people I looked up to and wished to emulate; some I did not respect and not chose not to follow. As I grew in my career and got into family life, demands for personal change grew. Some reactive changes were necessitated by the situation, but some proactive ones were required by my dreams and goals.<\/p>\n\n\n\n

                                                                                                                          Let us examine the kind of challenges I faced in the process of personal change. Here are five:<\/p>\n\n\n\n

                                                                                                                          Challenge #1: Tortuous journey<\/strong><\/p>\n\n\n\n

                                                                                                                          The journey from decision to change can be tortuous. To start with it took long time to prepare for the change \u2013 overthinking can be a curse. Once I make a change, I expected results too soon and tended to go back to the drawing board. Quantum of the change tended to be too small to have an impact.<\/p>\n\n\n\n

                                                                                                                          Challenge #2: Re-negotiating decisions<\/strong><\/p>\n\n\n\n

                                                                                                                          Once I decided to get up at 5am every morning. Why? Simply because Robin Sharma said so in one of his talks! 5am Club sounded like a good idea and many successful people did it. After all, my grandmother used to get up very early and my mother gets up at 4am in the morning. It must be a good idea, right? I did it for five days in a row and was ecstatic. On day six, I was a bit sleepy and was wondering if 5:30am will do! For a month, every day I will set the alarm for 5am and negotiate with self. I started getting out of bed as and when I felt like that morning! Does that happen to you? Re-negotiating decisions is major challenge for me.<\/p>\n\n\n\n

                                                                                                                          Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                                          When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                                          Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                                          While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                                          Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                                          Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                                          Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                                          Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                                          Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                                          In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                                          <\/figure>\n\n

                                                                                                                          During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                                          One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                                          Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                                          Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                                          \n\n\n\n
                                                                                                                          \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                                          The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                                          It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                                          Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                                          Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                                          Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                                          Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                                          Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                                          Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                                          Ratan Tata example<\/strong><\/p>\n\n

                                                                                                                          In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                                          Developed Nations<\/strong><\/p>\n\n

                                                                                                                          This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                                          Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                                          Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                                          Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                                          Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                                          Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                                          Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                                          The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                                          AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                                          AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                                          Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                                          Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                                          I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                                          Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                                          Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                                          Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                                          Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                                          Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                                          Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                                          In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                                          Note:<\/p>\n\n\n\n

                                                                                                                          The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                                            \n
                                                                                                                          1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                                          2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                                          3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                                          4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                                          5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                                          6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                                          7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                                          8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                                            Page 1 of 12 1 2 … 12
                                                                                                                            \n

                                                                                                                            3. Preparation (ready): Explore alternative ways to change; try small changes<\/p>\n\n\n\n

                                                                                                                            4. Action: Commit to a plan and act<\/p>\n\n\n\n

                                                                                                                            5. Maintenance: Sustain change; new behaviour replaces old<\/p>\n\n\n\n

                                                                                                                            Although the model was originally used to help people overcome problematic behaviours including smoking and drug abuse, it is now the standard model for behavioural change. While five stages are discretely called out, people tend to cycle back and forth through these stages as they change. Often a sixth stage is called out called \u2018Relapse\u2019 when people go back to their old ways after a period of maintenance and then they start all over again.<\/p>\n\n\n\n

                                                                                                                            Experience is the best teacher<\/strong><\/p>\n\n\n\n

                                                                                                                            I generally get past the Pre-contemplation and Contemplation stages quickly, at least I think so\ud83d\ude0a. That does not mean I change myself easily. When it comes to exploring the challenges with personal change, one\u2019s own experience is the best teacher. In the college days, change just meant learning new tangible skills. For example, I wanted to improve my spoken English or to hone my Hockey skills. As I started working, I realized I was required to change my behaviour and often based on feedback. Changes were also identified by observing others \u2013 some people I looked up to and wished to emulate; some I did not respect and not chose not to follow. As I grew in my career and got into family life, demands for personal change grew. Some reactive changes were necessitated by the situation, but some proactive ones were required by my dreams and goals.<\/p>\n\n\n\n

                                                                                                                            Let us examine the kind of challenges I faced in the process of personal change. Here are five:<\/p>\n\n\n\n

                                                                                                                            Challenge #1: Tortuous journey<\/strong><\/p>\n\n\n\n

                                                                                                                            The journey from decision to change can be tortuous. To start with it took long time to prepare for the change \u2013 overthinking can be a curse. Once I make a change, I expected results too soon and tended to go back to the drawing board. Quantum of the change tended to be too small to have an impact.<\/p>\n\n\n\n

                                                                                                                            Challenge #2: Re-negotiating decisions<\/strong><\/p>\n\n\n\n

                                                                                                                            Once I decided to get up at 5am every morning. Why? Simply because Robin Sharma said so in one of his talks! 5am Club sounded like a good idea and many successful people did it. After all, my grandmother used to get up very early and my mother gets up at 4am in the morning. It must be a good idea, right? I did it for five days in a row and was ecstatic. On day six, I was a bit sleepy and was wondering if 5:30am will do! For a month, every day I will set the alarm for 5am and negotiate with self. I started getting out of bed as and when I felt like that morning! Does that happen to you? Re-negotiating decisions is major challenge for me.<\/p>\n\n\n\n

                                                                                                                            Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                                            When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                                            Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                                            While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                                            Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                                            Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                                            Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                                            Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                                            Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                                            In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                                            <\/figure>\n\n

                                                                                                                            During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                                            One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                                            Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                                            Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                                            \n\n\n\n
                                                                                                                            \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                                            The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                                            It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                                            Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                                            Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                                            Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                                            Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                                            Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                                            Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                                            Ratan Tata example<\/strong><\/p>\n\n

                                                                                                                            In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                                            Developed Nations<\/strong><\/p>\n\n

                                                                                                                            This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                                            Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                                            Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                                            Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                                            Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                                            Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                                            Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                                            The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                                            AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                                            AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                                            Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                                            Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                                            I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                                            Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                                            Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                                            Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                                            Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                                            Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                                            Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                                            In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                                            Note:<\/p>\n\n\n\n

                                                                                                                            The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                                              \n
                                                                                                                            1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                                            2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                                            3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                                            4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                                            5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                                            6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                                            7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                                            8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                                              Page 1 of 12 1 2 … 12
                                                                                                                              \n

                                                                                                                              2. Contemplation (getting ready): Considers change; weighing pros & cons<\/p>\n\n\n\n

                                                                                                                              3. Preparation (ready): Explore alternative ways to change; try small changes<\/p>\n\n\n\n

                                                                                                                              4. Action: Commit to a plan and act<\/p>\n\n\n\n

                                                                                                                              5. Maintenance: Sustain change; new behaviour replaces old<\/p>\n\n\n\n

                                                                                                                              Although the model was originally used to help people overcome problematic behaviours including smoking and drug abuse, it is now the standard model for behavioural change. While five stages are discretely called out, people tend to cycle back and forth through these stages as they change. Often a sixth stage is called out called \u2018Relapse\u2019 when people go back to their old ways after a period of maintenance and then they start all over again.<\/p>\n\n\n\n

                                                                                                                              Experience is the best teacher<\/strong><\/p>\n\n\n\n

                                                                                                                              I generally get past the Pre-contemplation and Contemplation stages quickly, at least I think so\ud83d\ude0a. That does not mean I change myself easily. When it comes to exploring the challenges with personal change, one\u2019s own experience is the best teacher. In the college days, change just meant learning new tangible skills. For example, I wanted to improve my spoken English or to hone my Hockey skills. As I started working, I realized I was required to change my behaviour and often based on feedback. Changes were also identified by observing others \u2013 some people I looked up to and wished to emulate; some I did not respect and not chose not to follow. As I grew in my career and got into family life, demands for personal change grew. Some reactive changes were necessitated by the situation, but some proactive ones were required by my dreams and goals.<\/p>\n\n\n\n

                                                                                                                              Let us examine the kind of challenges I faced in the process of personal change. Here are five:<\/p>\n\n\n\n

                                                                                                                              Challenge #1: Tortuous journey<\/strong><\/p>\n\n\n\n

                                                                                                                              The journey from decision to change can be tortuous. To start with it took long time to prepare for the change \u2013 overthinking can be a curse. Once I make a change, I expected results too soon and tended to go back to the drawing board. Quantum of the change tended to be too small to have an impact.<\/p>\n\n\n\n

                                                                                                                              Challenge #2: Re-negotiating decisions<\/strong><\/p>\n\n\n\n

                                                                                                                              Once I decided to get up at 5am every morning. Why? Simply because Robin Sharma said so in one of his talks! 5am Club sounded like a good idea and many successful people did it. After all, my grandmother used to get up very early and my mother gets up at 4am in the morning. It must be a good idea, right? I did it for five days in a row and was ecstatic. On day six, I was a bit sleepy and was wondering if 5:30am will do! For a month, every day I will set the alarm for 5am and negotiate with self. I started getting out of bed as and when I felt like that morning! Does that happen to you? Re-negotiating decisions is major challenge for me.<\/p>\n\n\n\n

                                                                                                                              Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                                              When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                                              Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                                              While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                                              Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                                              Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                                              Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                                              Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                                              Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                                              In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                                              <\/figure>\n\n

                                                                                                                              During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                                              One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                                              Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                                              Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                                              \n\n\n\n
                                                                                                                              \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                                              The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                                              It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                                              Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                                              Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                                              Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                                              Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                                              Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                                              Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                                              Ratan Tata example<\/strong><\/p>\n\n

                                                                                                                              In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                                              Developed Nations<\/strong><\/p>\n\n

                                                                                                                              This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                                              Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                                              Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                                              Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                                              Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                                              Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                                              Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                                              The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                                              AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                                              AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                                              Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                                              Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                                              I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                                              Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                                              Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                                              Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                                              Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                                              Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                                              Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                                              In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                                              Note:<\/p>\n\n\n\n

                                                                                                                              The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                                                \n
                                                                                                                              1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                                              2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                                              3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                                              4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                                              5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                                              6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                                              7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                                              8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                                                Page 1 of 12 1 2 … 12
                                                                                                                                \n

                                                                                                                                1. Pre-contemplation (not ready): Not considering making a change<\/p>\n\n\n\n

                                                                                                                                2. Contemplation (getting ready): Considers change; weighing pros & cons<\/p>\n\n\n\n

                                                                                                                                3. Preparation (ready): Explore alternative ways to change; try small changes<\/p>\n\n\n\n

                                                                                                                                4. Action: Commit to a plan and act<\/p>\n\n\n\n

                                                                                                                                5. Maintenance: Sustain change; new behaviour replaces old<\/p>\n\n\n\n

                                                                                                                                Although the model was originally used to help people overcome problematic behaviours including smoking and drug abuse, it is now the standard model for behavioural change. While five stages are discretely called out, people tend to cycle back and forth through these stages as they change. Often a sixth stage is called out called \u2018Relapse\u2019 when people go back to their old ways after a period of maintenance and then they start all over again.<\/p>\n\n\n\n

                                                                                                                                Experience is the best teacher<\/strong><\/p>\n\n\n\n

                                                                                                                                I generally get past the Pre-contemplation and Contemplation stages quickly, at least I think so\ud83d\ude0a. That does not mean I change myself easily. When it comes to exploring the challenges with personal change, one\u2019s own experience is the best teacher. In the college days, change just meant learning new tangible skills. For example, I wanted to improve my spoken English or to hone my Hockey skills. As I started working, I realized I was required to change my behaviour and often based on feedback. Changes were also identified by observing others \u2013 some people I looked up to and wished to emulate; some I did not respect and not chose not to follow. As I grew in my career and got into family life, demands for personal change grew. Some reactive changes were necessitated by the situation, but some proactive ones were required by my dreams and goals.<\/p>\n\n\n\n

                                                                                                                                Let us examine the kind of challenges I faced in the process of personal change. Here are five:<\/p>\n\n\n\n

                                                                                                                                Challenge #1: Tortuous journey<\/strong><\/p>\n\n\n\n

                                                                                                                                The journey from decision to change can be tortuous. To start with it took long time to prepare for the change \u2013 overthinking can be a curse. Once I make a change, I expected results too soon and tended to go back to the drawing board. Quantum of the change tended to be too small to have an impact.<\/p>\n\n\n\n

                                                                                                                                Challenge #2: Re-negotiating decisions<\/strong><\/p>\n\n\n\n

                                                                                                                                Once I decided to get up at 5am every morning. Why? Simply because Robin Sharma said so in one of his talks! 5am Club sounded like a good idea and many successful people did it. After all, my grandmother used to get up very early and my mother gets up at 4am in the morning. It must be a good idea, right? I did it for five days in a row and was ecstatic. On day six, I was a bit sleepy and was wondering if 5:30am will do! For a month, every day I will set the alarm for 5am and negotiate with self. I started getting out of bed as and when I felt like that morning! Does that happen to you? Re-negotiating decisions is major challenge for me.<\/p>\n\n\n\n

                                                                                                                                Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                                                When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                                                Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                                                While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                                                Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                                                Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                                                Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                                                Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                                                Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                                                In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                                                <\/figure>\n\n

                                                                                                                                During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                                                One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                                                Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                                                Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                                                \n\n\n\n
                                                                                                                                \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                                                The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                                                It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                                                Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                                                Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                                                Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                                                Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                                                Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                                                Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                                                Ratan Tata example<\/strong><\/p>\n\n

                                                                                                                                In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                                                Developed Nations<\/strong><\/p>\n\n

                                                                                                                                This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                                                Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                                                Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                                                Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                                                Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                                                Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                                                Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                                                The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                                                AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                                                AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                                                Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                                                Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                                                I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                                                Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                                                Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                                                Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                                                Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                                                Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                                                Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                                                In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                                                Note:<\/p>\n\n\n\n

                                                                                                                                The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                                                  \n
                                                                                                                                1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                                                2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                                                3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                                                4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                                                5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                                                6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                                                7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                                                8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                                                  Page 1 of 12 1 2 … 12
                                                                                                                                  \n

                                                                                                                                  In 1970s, James Prochaska and Carlo DiClemente developed a five-stage change model:<\/p>\n\n\n\n

                                                                                                                                  1. Pre-contemplation (not ready): Not considering making a change<\/p>\n\n\n\n

                                                                                                                                  2. Contemplation (getting ready): Considers change; weighing pros & cons<\/p>\n\n\n\n

                                                                                                                                  3. Preparation (ready): Explore alternative ways to change; try small changes<\/p>\n\n\n\n

                                                                                                                                  4. Action: Commit to a plan and act<\/p>\n\n\n\n

                                                                                                                                  5. Maintenance: Sustain change; new behaviour replaces old<\/p>\n\n\n\n

                                                                                                                                  Although the model was originally used to help people overcome problematic behaviours including smoking and drug abuse, it is now the standard model for behavioural change. While five stages are discretely called out, people tend to cycle back and forth through these stages as they change. Often a sixth stage is called out called \u2018Relapse\u2019 when people go back to their old ways after a period of maintenance and then they start all over again.<\/p>\n\n\n\n

                                                                                                                                  Experience is the best teacher<\/strong><\/p>\n\n\n\n

                                                                                                                                  I generally get past the Pre-contemplation and Contemplation stages quickly, at least I think so\ud83d\ude0a. That does not mean I change myself easily. When it comes to exploring the challenges with personal change, one\u2019s own experience is the best teacher. In the college days, change just meant learning new tangible skills. For example, I wanted to improve my spoken English or to hone my Hockey skills. As I started working, I realized I was required to change my behaviour and often based on feedback. Changes were also identified by observing others \u2013 some people I looked up to and wished to emulate; some I did not respect and not chose not to follow. As I grew in my career and got into family life, demands for personal change grew. Some reactive changes were necessitated by the situation, but some proactive ones were required by my dreams and goals.<\/p>\n\n\n\n

                                                                                                                                  Let us examine the kind of challenges I faced in the process of personal change. Here are five:<\/p>\n\n\n\n

                                                                                                                                  Challenge #1: Tortuous journey<\/strong><\/p>\n\n\n\n

                                                                                                                                  The journey from decision to change can be tortuous. To start with it took long time to prepare for the change \u2013 overthinking can be a curse. Once I make a change, I expected results too soon and tended to go back to the drawing board. Quantum of the change tended to be too small to have an impact.<\/p>\n\n\n\n

                                                                                                                                  Challenge #2: Re-negotiating decisions<\/strong><\/p>\n\n\n\n

                                                                                                                                  Once I decided to get up at 5am every morning. Why? Simply because Robin Sharma said so in one of his talks! 5am Club sounded like a good idea and many successful people did it. After all, my grandmother used to get up very early and my mother gets up at 4am in the morning. It must be a good idea, right? I did it for five days in a row and was ecstatic. On day six, I was a bit sleepy and was wondering if 5:30am will do! For a month, every day I will set the alarm for 5am and negotiate with self. I started getting out of bed as and when I felt like that morning! Does that happen to you? Re-negotiating decisions is major challenge for me.<\/p>\n\n\n\n

                                                                                                                                  Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                                                  When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                                                  Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                                                  While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                                                  Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                                                  Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                                                  Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                                                  Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                                                  Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                                                  In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                                                  <\/figure>\n\n

                                                                                                                                  During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                                                  One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                                                  Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                                                  Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                                                  \n\n\n\n
                                                                                                                                  \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                                                  The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                                                  It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                                                  Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                                                  Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                                                  Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                                                  Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                                                  Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                                                  Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                                                  Ratan Tata example<\/strong><\/p>\n\n

                                                                                                                                  In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                                                  Developed Nations<\/strong><\/p>\n\n

                                                                                                                                  This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                                                  Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                                                  Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                                                  Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                                                  Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                                                  Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                                                  Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                                                  The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                                                  AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                                                  AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                                                  Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                                                  Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                                                  I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                                                  Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                                                  Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                                                  Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                                                  Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                                                  Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                                                  Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                                                  In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                                                  Note:<\/p>\n\n\n\n

                                                                                                                                  The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                                                    \n
                                                                                                                                  1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                                                  2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                                                  3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                                                  4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                                                  5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                                                  6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                                                  7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                                                  8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                                                    Page 1 of 12 1 2 … 12
                                                                                                                                    \n

                                                                                                                                    Anatomy of change<\/strong><\/p>\n\n\n\n

                                                                                                                                    In 1970s, James Prochaska and Carlo DiClemente developed a five-stage change model:<\/p>\n\n\n\n

                                                                                                                                    1. Pre-contemplation (not ready): Not considering making a change<\/p>\n\n\n\n

                                                                                                                                    2. Contemplation (getting ready): Considers change; weighing pros & cons<\/p>\n\n\n\n

                                                                                                                                    3. Preparation (ready): Explore alternative ways to change; try small changes<\/p>\n\n\n\n

                                                                                                                                    4. Action: Commit to a plan and act<\/p>\n\n\n\n

                                                                                                                                    5. Maintenance: Sustain change; new behaviour replaces old<\/p>\n\n\n\n

                                                                                                                                    Although the model was originally used to help people overcome problematic behaviours including smoking and drug abuse, it is now the standard model for behavioural change. While five stages are discretely called out, people tend to cycle back and forth through these stages as they change. Often a sixth stage is called out called \u2018Relapse\u2019 when people go back to their old ways after a period of maintenance and then they start all over again.<\/p>\n\n\n\n

                                                                                                                                    Experience is the best teacher<\/strong><\/p>\n\n\n\n

                                                                                                                                    I generally get past the Pre-contemplation and Contemplation stages quickly, at least I think so\ud83d\ude0a. That does not mean I change myself easily. When it comes to exploring the challenges with personal change, one\u2019s own experience is the best teacher. In the college days, change just meant learning new tangible skills. For example, I wanted to improve my spoken English or to hone my Hockey skills. As I started working, I realized I was required to change my behaviour and often based on feedback. Changes were also identified by observing others \u2013 some people I looked up to and wished to emulate; some I did not respect and not chose not to follow. As I grew in my career and got into family life, demands for personal change grew. Some reactive changes were necessitated by the situation, but some proactive ones were required by my dreams and goals.<\/p>\n\n\n\n

                                                                                                                                    Let us examine the kind of challenges I faced in the process of personal change. Here are five:<\/p>\n\n\n\n

                                                                                                                                    Challenge #1: Tortuous journey<\/strong><\/p>\n\n\n\n

                                                                                                                                    The journey from decision to change can be tortuous. To start with it took long time to prepare for the change \u2013 overthinking can be a curse. Once I make a change, I expected results too soon and tended to go back to the drawing board. Quantum of the change tended to be too small to have an impact.<\/p>\n\n\n\n

                                                                                                                                    Challenge #2: Re-negotiating decisions<\/strong><\/p>\n\n\n\n

                                                                                                                                    Once I decided to get up at 5am every morning. Why? Simply because Robin Sharma said so in one of his talks! 5am Club sounded like a good idea and many successful people did it. After all, my grandmother used to get up very early and my mother gets up at 4am in the morning. It must be a good idea, right? I did it for five days in a row and was ecstatic. On day six, I was a bit sleepy and was wondering if 5:30am will do! For a month, every day I will set the alarm for 5am and negotiate with self. I started getting out of bed as and when I felt like that morning! Does that happen to you? Re-negotiating decisions is major challenge for me.<\/p>\n\n\n\n

                                                                                                                                    Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                                                    When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                                                    Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                                                    While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                                                    Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                                                    Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                                                    Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                                                    Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                                                    Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                                                    In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                                                    <\/figure>\n\n

                                                                                                                                    During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                                                    One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                                                    Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                                                    Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                                                    \n\n\n\n
                                                                                                                                    \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                                                    The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                                                    It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                                                    Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                                                    Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                                                    Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                                                    Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                                                    Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                                                    Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                                                    Ratan Tata example<\/strong><\/p>\n\n

                                                                                                                                    In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                                                    Developed Nations<\/strong><\/p>\n\n

                                                                                                                                    This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                                                    Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                                                    Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                                                    Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                                                    Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                                                    Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                                                    Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                                                    The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                                                    AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                                                    AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                                                    Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                                                    Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                                                    I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                                                    Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                                                    Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                                                    Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                                                    Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                                                    Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                                                    Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                                                    In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                                                    Note:<\/p>\n\n\n\n

                                                                                                                                    The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                                                      \n
                                                                                                                                    1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                                                    2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                                                    3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                                                    4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                                                    5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                                                    6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                                                    7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                                                    8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                                                      Page 1 of 12 1 2 … 12
                                                                                                                                      \n

                                                                                                                                      I grew up in a small town in a loving family and a sheltered environment. When I came to college in a big city, I noticed many bright minds from diverse backgrounds from different parts of the country.\u00a0 While it was all overwhelming, it led to an important a decision that \u201cI need to become a better me!\u201d. As life unfolded, I realized that is not a one-time decision but a lifetime one! There is always room for a better me in the future. Despite this awareness, I have always struggled with change and still do. In this post, I would like to reflect on my challenges with changing myself.<\/p>\n\n\n\n

                                                                                                                                      Anatomy of change<\/strong><\/p>\n\n\n\n

                                                                                                                                      In 1970s, James Prochaska and Carlo DiClemente developed a five-stage change model:<\/p>\n\n\n\n

                                                                                                                                      1. Pre-contemplation (not ready): Not considering making a change<\/p>\n\n\n\n

                                                                                                                                      2. Contemplation (getting ready): Considers change; weighing pros & cons<\/p>\n\n\n\n

                                                                                                                                      3. Preparation (ready): Explore alternative ways to change; try small changes<\/p>\n\n\n\n

                                                                                                                                      4. Action: Commit to a plan and act<\/p>\n\n\n\n

                                                                                                                                      5. Maintenance: Sustain change; new behaviour replaces old<\/p>\n\n\n\n

                                                                                                                                      Although the model was originally used to help people overcome problematic behaviours including smoking and drug abuse, it is now the standard model for behavioural change. While five stages are discretely called out, people tend to cycle back and forth through these stages as they change. Often a sixth stage is called out called \u2018Relapse\u2019 when people go back to their old ways after a period of maintenance and then they start all over again.<\/p>\n\n\n\n

                                                                                                                                      Experience is the best teacher<\/strong><\/p>\n\n\n\n

                                                                                                                                      I generally get past the Pre-contemplation and Contemplation stages quickly, at least I think so\ud83d\ude0a. That does not mean I change myself easily. When it comes to exploring the challenges with personal change, one\u2019s own experience is the best teacher. In the college days, change just meant learning new tangible skills. For example, I wanted to improve my spoken English or to hone my Hockey skills. As I started working, I realized I was required to change my behaviour and often based on feedback. Changes were also identified by observing others \u2013 some people I looked up to and wished to emulate; some I did not respect and not chose not to follow. As I grew in my career and got into family life, demands for personal change grew. Some reactive changes were necessitated by the situation, but some proactive ones were required by my dreams and goals.<\/p>\n\n\n\n

                                                                                                                                      Let us examine the kind of challenges I faced in the process of personal change. Here are five:<\/p>\n\n\n\n

                                                                                                                                      Challenge #1: Tortuous journey<\/strong><\/p>\n\n\n\n

                                                                                                                                      The journey from decision to change can be tortuous. To start with it took long time to prepare for the change \u2013 overthinking can be a curse. Once I make a change, I expected results too soon and tended to go back to the drawing board. Quantum of the change tended to be too small to have an impact.<\/p>\n\n\n\n

                                                                                                                                      Challenge #2: Re-negotiating decisions<\/strong><\/p>\n\n\n\n

                                                                                                                                      Once I decided to get up at 5am every morning. Why? Simply because Robin Sharma said so in one of his talks! 5am Club sounded like a good idea and many successful people did it. After all, my grandmother used to get up very early and my mother gets up at 4am in the morning. It must be a good idea, right? I did it for five days in a row and was ecstatic. On day six, I was a bit sleepy and was wondering if 5:30am will do! For a month, every day I will set the alarm for 5am and negotiate with self. I started getting out of bed as and when I felt like that morning! Does that happen to you? Re-negotiating decisions is major challenge for me.<\/p>\n\n\n\n

                                                                                                                                      Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                                                      When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                                                      Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                                                      While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                                                      Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                                                      Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                                                      Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                                                      Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                                                      Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                                                      In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                                                      <\/figure>\n\n

                                                                                                                                      During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                                                      One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                                                      Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                                                      Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                                                      \n\n\n\n
                                                                                                                                      \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                                                      The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                                                      It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                                                      Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                                                      Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                                                      Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                                                      Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                                                      Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                                                      Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                                                      Ratan Tata example<\/strong><\/p>\n\n

                                                                                                                                      In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                                                      Developed Nations<\/strong><\/p>\n\n

                                                                                                                                      This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                                                      Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                                                      Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                                                      Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                                                      Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                                                      Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                                                      Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                                                      The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                                                      AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                                                      AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                                                      Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                                                      Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                                                      I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                                                      Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                                                      Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                                                      Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                                                      Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                                                      Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                                                      Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                                                      In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                                                      Note:<\/p>\n\n\n\n

                                                                                                                                      The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                                                        \n
                                                                                                                                      1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                                                      2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                                                      3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                                                      4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                                                      5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                                                      6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                                                      7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                                                      8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                                                        Page 1 of 12 1 2 … 12
                                                                                                                                        \n

                                                                                                                                        Introduction<\/strong><\/p>\n\n\n\n

                                                                                                                                        I grew up in a small town in a loving family and a sheltered environment. When I came to college in a big city, I noticed many bright minds from diverse backgrounds from different parts of the country.\u00a0 While it was all overwhelming, it led to an important a decision that \u201cI need to become a better me!\u201d. As life unfolded, I realized that is not a one-time decision but a lifetime one! There is always room for a better me in the future. Despite this awareness, I have always struggled with change and still do. In this post, I would like to reflect on my challenges with changing myself.<\/p>\n\n\n\n

                                                                                                                                        Anatomy of change<\/strong><\/p>\n\n\n\n

                                                                                                                                        In 1970s, James Prochaska and Carlo DiClemente developed a five-stage change model:<\/p>\n\n\n\n

                                                                                                                                        1. Pre-contemplation (not ready): Not considering making a change<\/p>\n\n\n\n

                                                                                                                                        2. Contemplation (getting ready): Considers change; weighing pros & cons<\/p>\n\n\n\n

                                                                                                                                        3. Preparation (ready): Explore alternative ways to change; try small changes<\/p>\n\n\n\n

                                                                                                                                        4. Action: Commit to a plan and act<\/p>\n\n\n\n

                                                                                                                                        5. Maintenance: Sustain change; new behaviour replaces old<\/p>\n\n\n\n

                                                                                                                                        Although the model was originally used to help people overcome problematic behaviours including smoking and drug abuse, it is now the standard model for behavioural change. While five stages are discretely called out, people tend to cycle back and forth through these stages as they change. Often a sixth stage is called out called \u2018Relapse\u2019 when people go back to their old ways after a period of maintenance and then they start all over again.<\/p>\n\n\n\n

                                                                                                                                        Experience is the best teacher<\/strong><\/p>\n\n\n\n

                                                                                                                                        I generally get past the Pre-contemplation and Contemplation stages quickly, at least I think so\ud83d\ude0a. That does not mean I change myself easily. When it comes to exploring the challenges with personal change, one\u2019s own experience is the best teacher. In the college days, change just meant learning new tangible skills. For example, I wanted to improve my spoken English or to hone my Hockey skills. As I started working, I realized I was required to change my behaviour and often based on feedback. Changes were also identified by observing others \u2013 some people I looked up to and wished to emulate; some I did not respect and not chose not to follow. As I grew in my career and got into family life, demands for personal change grew. Some reactive changes were necessitated by the situation, but some proactive ones were required by my dreams and goals.<\/p>\n\n\n\n

                                                                                                                                        Let us examine the kind of challenges I faced in the process of personal change. Here are five:<\/p>\n\n\n\n

                                                                                                                                        Challenge #1: Tortuous journey<\/strong><\/p>\n\n\n\n

                                                                                                                                        The journey from decision to change can be tortuous. To start with it took long time to prepare for the change \u2013 overthinking can be a curse. Once I make a change, I expected results too soon and tended to go back to the drawing board. Quantum of the change tended to be too small to have an impact.<\/p>\n\n\n\n

                                                                                                                                        Challenge #2: Re-negotiating decisions<\/strong><\/p>\n\n\n\n

                                                                                                                                        Once I decided to get up at 5am every morning. Why? Simply because Robin Sharma said so in one of his talks! 5am Club sounded like a good idea and many successful people did it. After all, my grandmother used to get up very early and my mother gets up at 4am in the morning. It must be a good idea, right? I did it for five days in a row and was ecstatic. On day six, I was a bit sleepy and was wondering if 5:30am will do! For a month, every day I will set the alarm for 5am and negotiate with self. I started getting out of bed as and when I felt like that morning! Does that happen to you? Re-negotiating decisions is major challenge for me.<\/p>\n\n\n\n

                                                                                                                                        Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                                                        When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                                                        Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                                                        While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                                                        Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                                                        Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                                                        Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                                                        Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                                                        Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                                                        In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                                                        <\/figure>\n\n

                                                                                                                                        During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                                                        One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                                                        Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                                                        Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                                                        \n\n\n\n
                                                                                                                                        \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                                                        The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                                                        It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                                                        Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                                                        Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                                                        Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                                                        Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                                                        Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                                                        Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                                                        Ratan Tata example<\/strong><\/p>\n\n

                                                                                                                                        In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                                                        Developed Nations<\/strong><\/p>\n\n

                                                                                                                                        This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                                                        Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                                                        Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                                                        Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                                                        Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                                                        Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                                                        Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                                                        The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                                                        AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                                                        AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                                                        Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                                                        Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                                                        I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                                                        Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                                                        Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                                                        Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                                                        Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                                                        Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                                                        Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                                                        In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                                                        Note:<\/p>\n\n\n\n

                                                                                                                                        The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                                                          \n
                                                                                                                                        1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                                                        2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                                                        3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                                                        4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                                                        5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                                                        6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                                                        7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                                                        8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                                                          Page 1 of 12 1 2 … 12
                                                                                                                                          \n

                                                                                                                                          <\/p>\n","post_title":"How DEEP is your backlog?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"how-deep-is-your-backlog","to_ping":"","pinged":"","post_modified":"2025-04-28 10:04:30","post_modified_gmt":"2025-04-28 04:34:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=1000084","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999846,"post_author":"7","post_date":"2025-03-31 15:49:53","post_date_gmt":"2025-03-31 10:19:53","post_content":"\n

                                                                                                                                          Introduction<\/strong><\/p>\n\n\n\n

                                                                                                                                          I grew up in a small town in a loving family and a sheltered environment. When I came to college in a big city, I noticed many bright minds from diverse backgrounds from different parts of the country.\u00a0 While it was all overwhelming, it led to an important a decision that \u201cI need to become a better me!\u201d. As life unfolded, I realized that is not a one-time decision but a lifetime one! There is always room for a better me in the future. Despite this awareness, I have always struggled with change and still do. In this post, I would like to reflect on my challenges with changing myself.<\/p>\n\n\n\n

                                                                                                                                          Anatomy of change<\/strong><\/p>\n\n\n\n

                                                                                                                                          In 1970s, James Prochaska and Carlo DiClemente developed a five-stage change model:<\/p>\n\n\n\n

                                                                                                                                          1. Pre-contemplation (not ready): Not considering making a change<\/p>\n\n\n\n

                                                                                                                                          2. Contemplation (getting ready): Considers change; weighing pros & cons<\/p>\n\n\n\n

                                                                                                                                          3. Preparation (ready): Explore alternative ways to change; try small changes<\/p>\n\n\n\n

                                                                                                                                          4. Action: Commit to a plan and act<\/p>\n\n\n\n

                                                                                                                                          5. Maintenance: Sustain change; new behaviour replaces old<\/p>\n\n\n\n

                                                                                                                                          Although the model was originally used to help people overcome problematic behaviours including smoking and drug abuse, it is now the standard model for behavioural change. While five stages are discretely called out, people tend to cycle back and forth through these stages as they change. Often a sixth stage is called out called \u2018Relapse\u2019 when people go back to their old ways after a period of maintenance and then they start all over again.<\/p>\n\n\n\n

                                                                                                                                          Experience is the best teacher<\/strong><\/p>\n\n\n\n

                                                                                                                                          I generally get past the Pre-contemplation and Contemplation stages quickly, at least I think so\ud83d\ude0a. That does not mean I change myself easily. When it comes to exploring the challenges with personal change, one\u2019s own experience is the best teacher. In the college days, change just meant learning new tangible skills. For example, I wanted to improve my spoken English or to hone my Hockey skills. As I started working, I realized I was required to change my behaviour and often based on feedback. Changes were also identified by observing others \u2013 some people I looked up to and wished to emulate; some I did not respect and not chose not to follow. As I grew in my career and got into family life, demands for personal change grew. Some reactive changes were necessitated by the situation, but some proactive ones were required by my dreams and goals.<\/p>\n\n\n\n

                                                                                                                                          Let us examine the kind of challenges I faced in the process of personal change. Here are five:<\/p>\n\n\n\n

                                                                                                                                          Challenge #1: Tortuous journey<\/strong><\/p>\n\n\n\n

                                                                                                                                          The journey from decision to change can be tortuous. To start with it took long time to prepare for the change \u2013 overthinking can be a curse. Once I make a change, I expected results too soon and tended to go back to the drawing board. Quantum of the change tended to be too small to have an impact.<\/p>\n\n\n\n

                                                                                                                                          Challenge #2: Re-negotiating decisions<\/strong><\/p>\n\n\n\n

                                                                                                                                          Once I decided to get up at 5am every morning. Why? Simply because Robin Sharma said so in one of his talks! 5am Club sounded like a good idea and many successful people did it. After all, my grandmother used to get up very early and my mother gets up at 4am in the morning. It must be a good idea, right? I did it for five days in a row and was ecstatic. On day six, I was a bit sleepy and was wondering if 5:30am will do! For a month, every day I will set the alarm for 5am and negotiate with self. I started getting out of bed as and when I felt like that morning! Does that happen to you? Re-negotiating decisions is major challenge for me.<\/p>\n\n\n\n

                                                                                                                                          Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                                                          When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                                                          Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                                                          While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                                                          Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                                                          Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                                                          Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                                                          Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                                                          Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                                                          In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                                                          <\/figure>\n\n

                                                                                                                                          During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                                                          One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                                                          Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                                                          Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                                                          \n\n\n\n
                                                                                                                                          \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                                                          The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                                                          It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                                                          Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                                                          Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                                                          Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                                                          Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                                                          Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                                                          Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                                                          Ratan Tata example<\/strong><\/p>\n\n

                                                                                                                                          In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                                                          Developed Nations<\/strong><\/p>\n\n

                                                                                                                                          This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                                                          Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                                                          Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                                                          Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                                                          Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                                                          Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                                                          Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                                                          The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                                                          AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                                                          AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                                                          Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                                                          Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                                                          I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                                                          Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                                                          Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                                                          Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                                                          Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                                                          Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                                                          Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                                                          In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                                                          Note:<\/p>\n\n\n\n

                                                                                                                                          The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                                                            \n
                                                                                                                                          1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                                                          2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                                                          3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                                                          4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                                                          5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                                                          6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                                                          7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                                                          8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                                                            Page 1 of 12 1 2 … 12
                                                                                                                                            \n

                                                                                                                                            While this was one approach that brought significant improvements, every organization\u2019s context is unique. I'd love to hear how you've tackled backlog challenges in your team. <\/p>\n\n\n\n

                                                                                                                                            <\/p>\n","post_title":"How DEEP is your backlog?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"how-deep-is-your-backlog","to_ping":"","pinged":"","post_modified":"2025-04-28 10:04:30","post_modified_gmt":"2025-04-28 04:34:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=1000084","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999846,"post_author":"7","post_date":"2025-03-31 15:49:53","post_date_gmt":"2025-03-31 10:19:53","post_content":"\n

                                                                                                                                            Introduction<\/strong><\/p>\n\n\n\n

                                                                                                                                            I grew up in a small town in a loving family and a sheltered environment. When I came to college in a big city, I noticed many bright minds from diverse backgrounds from different parts of the country.\u00a0 While it was all overwhelming, it led to an important a decision that \u201cI need to become a better me!\u201d. As life unfolded, I realized that is not a one-time decision but a lifetime one! There is always room for a better me in the future. Despite this awareness, I have always struggled with change and still do. In this post, I would like to reflect on my challenges with changing myself.<\/p>\n\n\n\n

                                                                                                                                            Anatomy of change<\/strong><\/p>\n\n\n\n

                                                                                                                                            In 1970s, James Prochaska and Carlo DiClemente developed a five-stage change model:<\/p>\n\n\n\n

                                                                                                                                            1. Pre-contemplation (not ready): Not considering making a change<\/p>\n\n\n\n

                                                                                                                                            2. Contemplation (getting ready): Considers change; weighing pros & cons<\/p>\n\n\n\n

                                                                                                                                            3. Preparation (ready): Explore alternative ways to change; try small changes<\/p>\n\n\n\n

                                                                                                                                            4. Action: Commit to a plan and act<\/p>\n\n\n\n

                                                                                                                                            5. Maintenance: Sustain change; new behaviour replaces old<\/p>\n\n\n\n

                                                                                                                                            Although the model was originally used to help people overcome problematic behaviours including smoking and drug abuse, it is now the standard model for behavioural change. While five stages are discretely called out, people tend to cycle back and forth through these stages as they change. Often a sixth stage is called out called \u2018Relapse\u2019 when people go back to their old ways after a period of maintenance and then they start all over again.<\/p>\n\n\n\n

                                                                                                                                            Experience is the best teacher<\/strong><\/p>\n\n\n\n

                                                                                                                                            I generally get past the Pre-contemplation and Contemplation stages quickly, at least I think so\ud83d\ude0a. That does not mean I change myself easily. When it comes to exploring the challenges with personal change, one\u2019s own experience is the best teacher. In the college days, change just meant learning new tangible skills. For example, I wanted to improve my spoken English or to hone my Hockey skills. As I started working, I realized I was required to change my behaviour and often based on feedback. Changes were also identified by observing others \u2013 some people I looked up to and wished to emulate; some I did not respect and not chose not to follow. As I grew in my career and got into family life, demands for personal change grew. Some reactive changes were necessitated by the situation, but some proactive ones were required by my dreams and goals.<\/p>\n\n\n\n

                                                                                                                                            Let us examine the kind of challenges I faced in the process of personal change. Here are five:<\/p>\n\n\n\n

                                                                                                                                            Challenge #1: Tortuous journey<\/strong><\/p>\n\n\n\n

                                                                                                                                            The journey from decision to change can be tortuous. To start with it took long time to prepare for the change \u2013 overthinking can be a curse. Once I make a change, I expected results too soon and tended to go back to the drawing board. Quantum of the change tended to be too small to have an impact.<\/p>\n\n\n\n

                                                                                                                                            Challenge #2: Re-negotiating decisions<\/strong><\/p>\n\n\n\n

                                                                                                                                            Once I decided to get up at 5am every morning. Why? Simply because Robin Sharma said so in one of his talks! 5am Club sounded like a good idea and many successful people did it. After all, my grandmother used to get up very early and my mother gets up at 4am in the morning. It must be a good idea, right? I did it for five days in a row and was ecstatic. On day six, I was a bit sleepy and was wondering if 5:30am will do! For a month, every day I will set the alarm for 5am and negotiate with self. I started getting out of bed as and when I felt like that morning! Does that happen to you? Re-negotiating decisions is major challenge for me.<\/p>\n\n\n\n

                                                                                                                                            Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                                                            When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                                                            Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                                                            While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                                                            Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                                                            Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                                                            Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                                                            Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                                                            Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                                                            In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                                                            <\/figure>\n\n

                                                                                                                                            During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                                                            One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                                                            Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                                                            Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                                                            \n\n\n\n
                                                                                                                                            \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                                                            The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                                                            It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                                                            Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                                                            Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                                                            Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                                                            Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                                                            Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                                                            Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                                                            Ratan Tata example<\/strong><\/p>\n\n

                                                                                                                                            In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                                                            Developed Nations<\/strong><\/p>\n\n

                                                                                                                                            This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                                                            Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                                                            Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                                                            Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                                                            Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                                                            Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                                                            Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                                                            The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                                                            AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                                                            AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                                                            Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                                                            Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                                                            I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                                                            Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                                                            Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                                                            Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                                                            Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                                                            Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                                                            Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                                                            In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                                                            Note:<\/p>\n\n\n\n

                                                                                                                                            The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                                                              \n
                                                                                                                                            1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                                                            2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                                                            3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                                                            4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                                                            5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                                                            6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                                                            7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                                                            8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                                                              Page 1 of 12 1 2 … 12
                                                                                                                                              \n

                                                                                                                                              The journey to this state was ensued with participation and contribution from key stakeholders. There was marked improvement in the collaboration and alignment across the organization.<\/p>\n\n\n\n

                                                                                                                                              While this was one approach that brought significant improvements, every organization\u2019s context is unique. I'd love to hear how you've tackled backlog challenges in your team. <\/p>\n\n\n\n

                                                                                                                                              <\/p>\n","post_title":"How DEEP is your backlog?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"how-deep-is-your-backlog","to_ping":"","pinged":"","post_modified":"2025-04-28 10:04:30","post_modified_gmt":"2025-04-28 04:34:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=1000084","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999846,"post_author":"7","post_date":"2025-03-31 15:49:53","post_date_gmt":"2025-03-31 10:19:53","post_content":"\n

                                                                                                                                              Introduction<\/strong><\/p>\n\n\n\n

                                                                                                                                              I grew up in a small town in a loving family and a sheltered environment. When I came to college in a big city, I noticed many bright minds from diverse backgrounds from different parts of the country.\u00a0 While it was all overwhelming, it led to an important a decision that \u201cI need to become a better me!\u201d. As life unfolded, I realized that is not a one-time decision but a lifetime one! There is always room for a better me in the future. Despite this awareness, I have always struggled with change and still do. In this post, I would like to reflect on my challenges with changing myself.<\/p>\n\n\n\n

                                                                                                                                              Anatomy of change<\/strong><\/p>\n\n\n\n

                                                                                                                                              In 1970s, James Prochaska and Carlo DiClemente developed a five-stage change model:<\/p>\n\n\n\n

                                                                                                                                              1. Pre-contemplation (not ready): Not considering making a change<\/p>\n\n\n\n

                                                                                                                                              2. Contemplation (getting ready): Considers change; weighing pros & cons<\/p>\n\n\n\n

                                                                                                                                              3. Preparation (ready): Explore alternative ways to change; try small changes<\/p>\n\n\n\n

                                                                                                                                              4. Action: Commit to a plan and act<\/p>\n\n\n\n

                                                                                                                                              5. Maintenance: Sustain change; new behaviour replaces old<\/p>\n\n\n\n

                                                                                                                                              Although the model was originally used to help people overcome problematic behaviours including smoking and drug abuse, it is now the standard model for behavioural change. While five stages are discretely called out, people tend to cycle back and forth through these stages as they change. Often a sixth stage is called out called \u2018Relapse\u2019 when people go back to their old ways after a period of maintenance and then they start all over again.<\/p>\n\n\n\n

                                                                                                                                              Experience is the best teacher<\/strong><\/p>\n\n\n\n

                                                                                                                                              I generally get past the Pre-contemplation and Contemplation stages quickly, at least I think so\ud83d\ude0a. That does not mean I change myself easily. When it comes to exploring the challenges with personal change, one\u2019s own experience is the best teacher. In the college days, change just meant learning new tangible skills. For example, I wanted to improve my spoken English or to hone my Hockey skills. As I started working, I realized I was required to change my behaviour and often based on feedback. Changes were also identified by observing others \u2013 some people I looked up to and wished to emulate; some I did not respect and not chose not to follow. As I grew in my career and got into family life, demands for personal change grew. Some reactive changes were necessitated by the situation, but some proactive ones were required by my dreams and goals.<\/p>\n\n\n\n

                                                                                                                                              Let us examine the kind of challenges I faced in the process of personal change. Here are five:<\/p>\n\n\n\n

                                                                                                                                              Challenge #1: Tortuous journey<\/strong><\/p>\n\n\n\n

                                                                                                                                              The journey from decision to change can be tortuous. To start with it took long time to prepare for the change \u2013 overthinking can be a curse. Once I make a change, I expected results too soon and tended to go back to the drawing board. Quantum of the change tended to be too small to have an impact.<\/p>\n\n\n\n

                                                                                                                                              Challenge #2: Re-negotiating decisions<\/strong><\/p>\n\n\n\n

                                                                                                                                              Once I decided to get up at 5am every morning. Why? Simply because Robin Sharma said so in one of his talks! 5am Club sounded like a good idea and many successful people did it. After all, my grandmother used to get up very early and my mother gets up at 4am in the morning. It must be a good idea, right? I did it for five days in a row and was ecstatic. On day six, I was a bit sleepy and was wondering if 5:30am will do! For a month, every day I will set the alarm for 5am and negotiate with self. I started getting out of bed as and when I felt like that morning! Does that happen to you? Re-negotiating decisions is major challenge for me.<\/p>\n\n\n\n

                                                                                                                                              Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                                                              When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                                                              Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                                                              While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                                                              Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                                                              Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                                                              Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                                                              Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                                                              Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                                                              In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                                                              <\/figure>\n\n

                                                                                                                                              During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                                                              One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                                                              Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                                                              Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                                                              \n\n\n\n
                                                                                                                                              \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                                                              The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                                                              It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                                                              Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                                                              Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                                                              Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                                                              Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                                                              Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                                                              Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                                                              Ratan Tata example<\/strong><\/p>\n\n

                                                                                                                                              In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                                                              Developed Nations<\/strong><\/p>\n\n

                                                                                                                                              This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                                                              Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                                                              Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                                                              Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                                                              Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                                                              Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                                                              Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                                                              The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                                                              AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                                                              AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                                                              Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                                                              Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                                                              I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                                                              Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                                                              Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                                                              Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                                                              Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                                                              Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                                                              Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                                                              In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                                                              Note:<\/p>\n\n\n\n

                                                                                                                                              The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                                                                \n
                                                                                                                                              1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                                                              2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                                                              3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                                                              4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                                                              5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                                                              6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                                                              7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                                                              8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                                                                Page 1 of 12 1 2 … 12
                                                                                                                                                \n

                                                                                                                                                With this the team was all set with a backlog that met the DoR.<\/p>\n\n\n\n

                                                                                                                                                The journey to this state was ensued with participation and contribution from key stakeholders. There was marked improvement in the collaboration and alignment across the organization.<\/p>\n\n\n\n

                                                                                                                                                While this was one approach that brought significant improvements, every organization\u2019s context is unique. I'd love to hear how you've tackled backlog challenges in your team. <\/p>\n\n\n\n

                                                                                                                                                <\/p>\n","post_title":"How DEEP is your backlog?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"how-deep-is-your-backlog","to_ping":"","pinged":"","post_modified":"2025-04-28 10:04:30","post_modified_gmt":"2025-04-28 04:34:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=1000084","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999846,"post_author":"7","post_date":"2025-03-31 15:49:53","post_date_gmt":"2025-03-31 10:19:53","post_content":"\n

                                                                                                                                                Introduction<\/strong><\/p>\n\n\n\n

                                                                                                                                                I grew up in a small town in a loving family and a sheltered environment. When I came to college in a big city, I noticed many bright minds from diverse backgrounds from different parts of the country.\u00a0 While it was all overwhelming, it led to an important a decision that \u201cI need to become a better me!\u201d. As life unfolded, I realized that is not a one-time decision but a lifetime one! There is always room for a better me in the future. Despite this awareness, I have always struggled with change and still do. In this post, I would like to reflect on my challenges with changing myself.<\/p>\n\n\n\n

                                                                                                                                                Anatomy of change<\/strong><\/p>\n\n\n\n

                                                                                                                                                In 1970s, James Prochaska and Carlo DiClemente developed a five-stage change model:<\/p>\n\n\n\n

                                                                                                                                                1. Pre-contemplation (not ready): Not considering making a change<\/p>\n\n\n\n

                                                                                                                                                2. Contemplation (getting ready): Considers change; weighing pros & cons<\/p>\n\n\n\n

                                                                                                                                                3. Preparation (ready): Explore alternative ways to change; try small changes<\/p>\n\n\n\n

                                                                                                                                                4. Action: Commit to a plan and act<\/p>\n\n\n\n

                                                                                                                                                5. Maintenance: Sustain change; new behaviour replaces old<\/p>\n\n\n\n

                                                                                                                                                Although the model was originally used to help people overcome problematic behaviours including smoking and drug abuse, it is now the standard model for behavioural change. While five stages are discretely called out, people tend to cycle back and forth through these stages as they change. Often a sixth stage is called out called \u2018Relapse\u2019 when people go back to their old ways after a period of maintenance and then they start all over again.<\/p>\n\n\n\n

                                                                                                                                                Experience is the best teacher<\/strong><\/p>\n\n\n\n

                                                                                                                                                I generally get past the Pre-contemplation and Contemplation stages quickly, at least I think so\ud83d\ude0a. That does not mean I change myself easily. When it comes to exploring the challenges with personal change, one\u2019s own experience is the best teacher. In the college days, change just meant learning new tangible skills. For example, I wanted to improve my spoken English or to hone my Hockey skills. As I started working, I realized I was required to change my behaviour and often based on feedback. Changes were also identified by observing others \u2013 some people I looked up to and wished to emulate; some I did not respect and not chose not to follow. As I grew in my career and got into family life, demands for personal change grew. Some reactive changes were necessitated by the situation, but some proactive ones were required by my dreams and goals.<\/p>\n\n\n\n

                                                                                                                                                Let us examine the kind of challenges I faced in the process of personal change. Here are five:<\/p>\n\n\n\n

                                                                                                                                                Challenge #1: Tortuous journey<\/strong><\/p>\n\n\n\n

                                                                                                                                                The journey from decision to change can be tortuous. To start with it took long time to prepare for the change \u2013 overthinking can be a curse. Once I make a change, I expected results too soon and tended to go back to the drawing board. Quantum of the change tended to be too small to have an impact.<\/p>\n\n\n\n

                                                                                                                                                Challenge #2: Re-negotiating decisions<\/strong><\/p>\n\n\n\n

                                                                                                                                                Once I decided to get up at 5am every morning. Why? Simply because Robin Sharma said so in one of his talks! 5am Club sounded like a good idea and many successful people did it. After all, my grandmother used to get up very early and my mother gets up at 4am in the morning. It must be a good idea, right? I did it for five days in a row and was ecstatic. On day six, I was a bit sleepy and was wondering if 5:30am will do! For a month, every day I will set the alarm for 5am and negotiate with self. I started getting out of bed as and when I felt like that morning! Does that happen to you? Re-negotiating decisions is major challenge for me.<\/p>\n\n\n\n

                                                                                                                                                Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                                                                When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                                                                Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                                                                While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                                                                Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                                                                Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                                                                Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                                                                Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                                                                Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                                                                In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                                                                <\/figure>\n\n

                                                                                                                                                During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                                                                One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                                                                Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                                                                Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                                                                \n\n\n\n
                                                                                                                                                \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                                                                The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                                                                It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                                                                Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                                                                Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                                                                Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                                                                Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                                                                Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                                                                Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                                                                Ratan Tata example<\/strong><\/p>\n\n

                                                                                                                                                In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                                                                Developed Nations<\/strong><\/p>\n\n

                                                                                                                                                This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                                                                Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                                                                Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                                                                Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                                                                Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                                                                Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                                                                Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                                                                The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                                                                AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                                                                AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                                                                Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                                                                Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                                                                I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                                                                Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                                                                Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                                                                Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                                                                Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                                                                Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                                                                Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                                                                In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                                                                Note:<\/p>\n\n\n\n

                                                                                                                                                The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                                                                  \n
                                                                                                                                                1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                                                                2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                                                                3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                                                                4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                                                                5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                                                                6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                                                                7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                                                                8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                                                                  Page 1 of 12 1 2 … 12
                                                                                                                                                  \n

                                                                                                                                                  This step culminated in the stories meeting their \u201cDefinition of Ready\u201d. The key change here was participation of all the team members and reaching out to the PO for missing information.<\/strong><\/p>\n\n\n\n

                                                                                                                                                  With this the team was all set with a backlog that met the DoR.<\/p>\n\n\n\n

                                                                                                                                                  The journey to this state was ensued with participation and contribution from key stakeholders. There was marked improvement in the collaboration and alignment across the organization.<\/p>\n\n\n\n

                                                                                                                                                  While this was one approach that brought significant improvements, every organization\u2019s context is unique. I'd love to hear how you've tackled backlog challenges in your team. <\/p>\n\n\n\n

                                                                                                                                                  <\/p>\n","post_title":"How DEEP is your backlog?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"how-deep-is-your-backlog","to_ping":"","pinged":"","post_modified":"2025-04-28 10:04:30","post_modified_gmt":"2025-04-28 04:34:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=1000084","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999846,"post_author":"7","post_date":"2025-03-31 15:49:53","post_date_gmt":"2025-03-31 10:19:53","post_content":"\n

                                                                                                                                                  Introduction<\/strong><\/p>\n\n\n\n

                                                                                                                                                  I grew up in a small town in a loving family and a sheltered environment. When I came to college in a big city, I noticed many bright minds from diverse backgrounds from different parts of the country.\u00a0 While it was all overwhelming, it led to an important a decision that \u201cI need to become a better me!\u201d. As life unfolded, I realized that is not a one-time decision but a lifetime one! There is always room for a better me in the future. Despite this awareness, I have always struggled with change and still do. In this post, I would like to reflect on my challenges with changing myself.<\/p>\n\n\n\n

                                                                                                                                                  Anatomy of change<\/strong><\/p>\n\n\n\n

                                                                                                                                                  In 1970s, James Prochaska and Carlo DiClemente developed a five-stage change model:<\/p>\n\n\n\n

                                                                                                                                                  1. Pre-contemplation (not ready): Not considering making a change<\/p>\n\n\n\n

                                                                                                                                                  2. Contemplation (getting ready): Considers change; weighing pros & cons<\/p>\n\n\n\n

                                                                                                                                                  3. Preparation (ready): Explore alternative ways to change; try small changes<\/p>\n\n\n\n

                                                                                                                                                  4. Action: Commit to a plan and act<\/p>\n\n\n\n

                                                                                                                                                  5. Maintenance: Sustain change; new behaviour replaces old<\/p>\n\n\n\n

                                                                                                                                                  Although the model was originally used to help people overcome problematic behaviours including smoking and drug abuse, it is now the standard model for behavioural change. While five stages are discretely called out, people tend to cycle back and forth through these stages as they change. Often a sixth stage is called out called \u2018Relapse\u2019 when people go back to their old ways after a period of maintenance and then they start all over again.<\/p>\n\n\n\n

                                                                                                                                                  Experience is the best teacher<\/strong><\/p>\n\n\n\n

                                                                                                                                                  I generally get past the Pre-contemplation and Contemplation stages quickly, at least I think so\ud83d\ude0a. That does not mean I change myself easily. When it comes to exploring the challenges with personal change, one\u2019s own experience is the best teacher. In the college days, change just meant learning new tangible skills. For example, I wanted to improve my spoken English or to hone my Hockey skills. As I started working, I realized I was required to change my behaviour and often based on feedback. Changes were also identified by observing others \u2013 some people I looked up to and wished to emulate; some I did not respect and not chose not to follow. As I grew in my career and got into family life, demands for personal change grew. Some reactive changes were necessitated by the situation, but some proactive ones were required by my dreams and goals.<\/p>\n\n\n\n

                                                                                                                                                  Let us examine the kind of challenges I faced in the process of personal change. Here are five:<\/p>\n\n\n\n

                                                                                                                                                  Challenge #1: Tortuous journey<\/strong><\/p>\n\n\n\n

                                                                                                                                                  The journey from decision to change can be tortuous. To start with it took long time to prepare for the change \u2013 overthinking can be a curse. Once I make a change, I expected results too soon and tended to go back to the drawing board. Quantum of the change tended to be too small to have an impact.<\/p>\n\n\n\n

                                                                                                                                                  Challenge #2: Re-negotiating decisions<\/strong><\/p>\n\n\n\n

                                                                                                                                                  Once I decided to get up at 5am every morning. Why? Simply because Robin Sharma said so in one of his talks! 5am Club sounded like a good idea and many successful people did it. After all, my grandmother used to get up very early and my mother gets up at 4am in the morning. It must be a good idea, right? I did it for five days in a row and was ecstatic. On day six, I was a bit sleepy and was wondering if 5:30am will do! For a month, every day I will set the alarm for 5am and negotiate with self. I started getting out of bed as and when I felt like that morning! Does that happen to you? Re-negotiating decisions is major challenge for me.<\/p>\n\n\n\n

                                                                                                                                                  Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                                                                  When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                                                                  Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                                                                  While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                                                                  Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                                                                  Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                                                                  Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                                                                  Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                                                                  Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                                                                  In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                                                                  <\/figure>\n\n

                                                                                                                                                  During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                                                                  One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                                                                  Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                                                                  Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                                                                  \n\n\n\n
                                                                                                                                                  \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                                                                  The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                                                                  It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                                                                  Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                                                                  Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                                                                  Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                                                                  Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                                                                  Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                                                                  Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                                                                  Ratan Tata example<\/strong><\/p>\n\n

                                                                                                                                                  In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                                                                  Developed Nations<\/strong><\/p>\n\n

                                                                                                                                                  This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                                                                  Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                                                                  Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                                                                  Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                                                                  Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                                                                  Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                                                                  Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                                                                  The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                                                                  AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                                                                  AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                                                                  Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                                                                  Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                                                                  I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                                                                  Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                                                                  Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                                                                  Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                                                                  Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                                                                  Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                                                                  Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                                                                  In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                                                                  Note:<\/p>\n\n\n\n

                                                                                                                                                  The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                                                                    \n
                                                                                                                                                  1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                                                                  2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                                                                  3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                                                                  4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                                                                  5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                                                                  6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                                                                  7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                                                                  8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                                                                    Page 1 of 12 1 2 … 12
                                                                                                                                                    \n

                                                                                                                                                    The very act of each team member telling a size for the story, followed by sharing the thought behind that number helped elicit and surface all inputs and questions from all the team. This helped with and inclusion of any missing details in the story and have a common understanding of the story.<\/p>\n\n\n\n

                                                                                                                                                    This step culminated in the stories meeting their \u201cDefinition of Ready\u201d. The key change here was participation of all the team members and reaching out to the PO for missing information.<\/strong><\/p>\n\n\n\n

                                                                                                                                                    With this the team was all set with a backlog that met the DoR.<\/p>\n\n\n\n

                                                                                                                                                    The journey to this state was ensued with participation and contribution from key stakeholders. There was marked improvement in the collaboration and alignment across the organization.<\/p>\n\n\n\n

                                                                                                                                                    While this was one approach that brought significant improvements, every organization\u2019s context is unique. I'd love to hear how you've tackled backlog challenges in your team. <\/p>\n\n\n\n

                                                                                                                                                    <\/p>\n","post_title":"How DEEP is your backlog?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"how-deep-is-your-backlog","to_ping":"","pinged":"","post_modified":"2025-04-28 10:04:30","post_modified_gmt":"2025-04-28 04:34:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=1000084","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999846,"post_author":"7","post_date":"2025-03-31 15:49:53","post_date_gmt":"2025-03-31 10:19:53","post_content":"\n

                                                                                                                                                    Introduction<\/strong><\/p>\n\n\n\n

                                                                                                                                                    I grew up in a small town in a loving family and a sheltered environment. When I came to college in a big city, I noticed many bright minds from diverse backgrounds from different parts of the country.\u00a0 While it was all overwhelming, it led to an important a decision that \u201cI need to become a better me!\u201d. As life unfolded, I realized that is not a one-time decision but a lifetime one! There is always room for a better me in the future. Despite this awareness, I have always struggled with change and still do. In this post, I would like to reflect on my challenges with changing myself.<\/p>\n\n\n\n

                                                                                                                                                    Anatomy of change<\/strong><\/p>\n\n\n\n

                                                                                                                                                    In 1970s, James Prochaska and Carlo DiClemente developed a five-stage change model:<\/p>\n\n\n\n

                                                                                                                                                    1. Pre-contemplation (not ready): Not considering making a change<\/p>\n\n\n\n

                                                                                                                                                    2. Contemplation (getting ready): Considers change; weighing pros & cons<\/p>\n\n\n\n

                                                                                                                                                    3. Preparation (ready): Explore alternative ways to change; try small changes<\/p>\n\n\n\n

                                                                                                                                                    4. Action: Commit to a plan and act<\/p>\n\n\n\n

                                                                                                                                                    5. Maintenance: Sustain change; new behaviour replaces old<\/p>\n\n\n\n

                                                                                                                                                    Although the model was originally used to help people overcome problematic behaviours including smoking and drug abuse, it is now the standard model for behavioural change. While five stages are discretely called out, people tend to cycle back and forth through these stages as they change. Often a sixth stage is called out called \u2018Relapse\u2019 when people go back to their old ways after a period of maintenance and then they start all over again.<\/p>\n\n\n\n

                                                                                                                                                    Experience is the best teacher<\/strong><\/p>\n\n\n\n

                                                                                                                                                    I generally get past the Pre-contemplation and Contemplation stages quickly, at least I think so\ud83d\ude0a. That does not mean I change myself easily. When it comes to exploring the challenges with personal change, one\u2019s own experience is the best teacher. In the college days, change just meant learning new tangible skills. For example, I wanted to improve my spoken English or to hone my Hockey skills. As I started working, I realized I was required to change my behaviour and often based on feedback. Changes were also identified by observing others \u2013 some people I looked up to and wished to emulate; some I did not respect and not chose not to follow. As I grew in my career and got into family life, demands for personal change grew. Some reactive changes were necessitated by the situation, but some proactive ones were required by my dreams and goals.<\/p>\n\n\n\n

                                                                                                                                                    Let us examine the kind of challenges I faced in the process of personal change. Here are five:<\/p>\n\n\n\n

                                                                                                                                                    Challenge #1: Tortuous journey<\/strong><\/p>\n\n\n\n

                                                                                                                                                    The journey from decision to change can be tortuous. To start with it took long time to prepare for the change \u2013 overthinking can be a curse. Once I make a change, I expected results too soon and tended to go back to the drawing board. Quantum of the change tended to be too small to have an impact.<\/p>\n\n\n\n

                                                                                                                                                    Challenge #2: Re-negotiating decisions<\/strong><\/p>\n\n\n\n

                                                                                                                                                    Once I decided to get up at 5am every morning. Why? Simply because Robin Sharma said so in one of his talks! 5am Club sounded like a good idea and many successful people did it. After all, my grandmother used to get up very early and my mother gets up at 4am in the morning. It must be a good idea, right? I did it for five days in a row and was ecstatic. On day six, I was a bit sleepy and was wondering if 5:30am will do! For a month, every day I will set the alarm for 5am and negotiate with self. I started getting out of bed as and when I felt like that morning! Does that happen to you? Re-negotiating decisions is major challenge for me.<\/p>\n\n\n\n

                                                                                                                                                    Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                                                                    When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                                                                    Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                                                                    While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                                                                    Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                                                                    Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                                                                    Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                                                                    Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                                                                    Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                                                                    In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                                                                    <\/figure>\n\n

                                                                                                                                                    During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                                                                    One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                                                                    Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                                                                    Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                                                                    \n\n\n\n
                                                                                                                                                    \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                                                                    The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                                                                    It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                                                                    Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                                                                    Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                                                                    Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                                                                    Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                                                                    Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                                                                    Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                                                                    Ratan Tata example<\/strong><\/p>\n\n

                                                                                                                                                    In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                                                                    Developed Nations<\/strong><\/p>\n\n

                                                                                                                                                    This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                                                                    Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                                                                    Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                                                                    Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                                                                    Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                                                                    Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                                                                    Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                                                                    The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                                                                    AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                                                                    AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                                                                    Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                                                                    Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                                                                    I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                                                                    Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                                                                    Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                                                                    Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                                                                    Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                                                                    Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                                                                    Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                                                                    In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                                                                    Note:<\/p>\n\n\n\n

                                                                                                                                                    The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                                                                      \n
                                                                                                                                                    1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                                                                    2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                                                                    3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                                                                    4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                                                                    5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                                                                    6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                                                                    7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                                                                    8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                                                                      Page 1 of 12 1 2 … 12
                                                                                                                                                      \n

                                                                                                                                                      The concept of relative sizing was refreshed with the team. The sizing was done using planning poker and story points. The story and the acceptance criteria were read out, if it lacked clarity and the team was unable to size it, it was set aside for additional discussion with the PO. The team arrived at the size in two rounds for most of the stories.<\/p>\n\n\n\n

                                                                                                                                                      The very act of each team member telling a size for the story, followed by sharing the thought behind that number helped elicit and surface all inputs and questions from all the team. This helped with and inclusion of any missing details in the story and have a common understanding of the story.<\/p>\n\n\n\n

                                                                                                                                                      This step culminated in the stories meeting their \u201cDefinition of Ready\u201d. The key change here was participation of all the team members and reaching out to the PO for missing information.<\/strong><\/p>\n\n\n\n

                                                                                                                                                      With this the team was all set with a backlog that met the DoR.<\/p>\n\n\n\n

                                                                                                                                                      The journey to this state was ensued with participation and contribution from key stakeholders. There was marked improvement in the collaboration and alignment across the organization.<\/p>\n\n\n\n

                                                                                                                                                      While this was one approach that brought significant improvements, every organization\u2019s context is unique. I'd love to hear how you've tackled backlog challenges in your team. <\/p>\n\n\n\n

                                                                                                                                                      <\/p>\n","post_title":"How DEEP is your backlog?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"how-deep-is-your-backlog","to_ping":"","pinged":"","post_modified":"2025-04-28 10:04:30","post_modified_gmt":"2025-04-28 04:34:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=1000084","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999846,"post_author":"7","post_date":"2025-03-31 15:49:53","post_date_gmt":"2025-03-31 10:19:53","post_content":"\n

                                                                                                                                                      Introduction<\/strong><\/p>\n\n\n\n

                                                                                                                                                      I grew up in a small town in a loving family and a sheltered environment. When I came to college in a big city, I noticed many bright minds from diverse backgrounds from different parts of the country.\u00a0 While it was all overwhelming, it led to an important a decision that \u201cI need to become a better me!\u201d. As life unfolded, I realized that is not a one-time decision but a lifetime one! There is always room for a better me in the future. Despite this awareness, I have always struggled with change and still do. In this post, I would like to reflect on my challenges with changing myself.<\/p>\n\n\n\n

                                                                                                                                                      Anatomy of change<\/strong><\/p>\n\n\n\n

                                                                                                                                                      In 1970s, James Prochaska and Carlo DiClemente developed a five-stage change model:<\/p>\n\n\n\n

                                                                                                                                                      1. Pre-contemplation (not ready): Not considering making a change<\/p>\n\n\n\n

                                                                                                                                                      2. Contemplation (getting ready): Considers change; weighing pros & cons<\/p>\n\n\n\n

                                                                                                                                                      3. Preparation (ready): Explore alternative ways to change; try small changes<\/p>\n\n\n\n

                                                                                                                                                      4. Action: Commit to a plan and act<\/p>\n\n\n\n

                                                                                                                                                      5. Maintenance: Sustain change; new behaviour replaces old<\/p>\n\n\n\n

                                                                                                                                                      Although the model was originally used to help people overcome problematic behaviours including smoking and drug abuse, it is now the standard model for behavioural change. While five stages are discretely called out, people tend to cycle back and forth through these stages as they change. Often a sixth stage is called out called \u2018Relapse\u2019 when people go back to their old ways after a period of maintenance and then they start all over again.<\/p>\n\n\n\n

                                                                                                                                                      Experience is the best teacher<\/strong><\/p>\n\n\n\n

                                                                                                                                                      I generally get past the Pre-contemplation and Contemplation stages quickly, at least I think so\ud83d\ude0a. That does not mean I change myself easily. When it comes to exploring the challenges with personal change, one\u2019s own experience is the best teacher. In the college days, change just meant learning new tangible skills. For example, I wanted to improve my spoken English or to hone my Hockey skills. As I started working, I realized I was required to change my behaviour and often based on feedback. Changes were also identified by observing others \u2013 some people I looked up to and wished to emulate; some I did not respect and not chose not to follow. As I grew in my career and got into family life, demands for personal change grew. Some reactive changes were necessitated by the situation, but some proactive ones were required by my dreams and goals.<\/p>\n\n\n\n

                                                                                                                                                      Let us examine the kind of challenges I faced in the process of personal change. Here are five:<\/p>\n\n\n\n

                                                                                                                                                      Challenge #1: Tortuous journey<\/strong><\/p>\n\n\n\n

                                                                                                                                                      The journey from decision to change can be tortuous. To start with it took long time to prepare for the change \u2013 overthinking can be a curse. Once I make a change, I expected results too soon and tended to go back to the drawing board. Quantum of the change tended to be too small to have an impact.<\/p>\n\n\n\n

                                                                                                                                                      Challenge #2: Re-negotiating decisions<\/strong><\/p>\n\n\n\n

                                                                                                                                                      Once I decided to get up at 5am every morning. Why? Simply because Robin Sharma said so in one of his talks! 5am Club sounded like a good idea and many successful people did it. After all, my grandmother used to get up very early and my mother gets up at 4am in the morning. It must be a good idea, right? I did it for five days in a row and was ecstatic. On day six, I was a bit sleepy and was wondering if 5:30am will do! For a month, every day I will set the alarm for 5am and negotiate with self. I started getting out of bed as and when I felt like that morning! Does that happen to you? Re-negotiating decisions is major challenge for me.<\/p>\n\n\n\n

                                                                                                                                                      Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                                                                      When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                                                                      Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                                                                      While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                                                                      Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                                                                      Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                                                                      Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                                                                      Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                                                                      Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                                                                      In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                                                                      <\/figure>\n\n

                                                                                                                                                      During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                                                                      One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                                                                      Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                                                                      Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                                                                      \n\n\n\n
                                                                                                                                                      \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                                                                      The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                                                                      It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                                                                      Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                                                                      Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                                                                      Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                                                                      Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                                                                      Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                                                                      Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                                                                      Ratan Tata example<\/strong><\/p>\n\n

                                                                                                                                                      In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                                                                      Developed Nations<\/strong><\/p>\n\n

                                                                                                                                                      This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                                                                      Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                                                                      Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                                                                      Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                                                                      Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                                                                      Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                                                                      Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                                                                      The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                                                                      AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                                                                      AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                                                                      Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                                                                      Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                                                                      I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                                                                      Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                                                                      Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                                                                      Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                                                                      Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                                                                      Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                                                                      Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                                                                      In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                                                                      Note:<\/p>\n\n\n\n

                                                                                                                                                      The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                                                                        \n
                                                                                                                                                      1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                                                                      2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                                                                      3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                                                                      4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                                                                      5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                                                                      6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                                                                      7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                                                                      8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                                                                        Page 1 of 12 1 2 … 12
                                                                                                                                                        \n

                                                                                                                                                        The stories were now better than in the past due to the involvement of the PO in the feature break down. It also helped the team arrive at a common understanding of the story with participation from all.<\/p>\n\n\n\n

                                                                                                                                                        The concept of relative sizing was refreshed with the team. The sizing was done using planning poker and story points. The story and the acceptance criteria were read out, if it lacked clarity and the team was unable to size it, it was set aside for additional discussion with the PO. The team arrived at the size in two rounds for most of the stories.<\/p>\n\n\n\n

                                                                                                                                                        The very act of each team member telling a size for the story, followed by sharing the thought behind that number helped elicit and surface all inputs and questions from all the team. This helped with and inclusion of any missing details in the story and have a common understanding of the story.<\/p>\n\n\n\n

                                                                                                                                                        This step culminated in the stories meeting their \u201cDefinition of Ready\u201d. The key change here was participation of all the team members and reaching out to the PO for missing information.<\/strong><\/p>\n\n\n\n

                                                                                                                                                        With this the team was all set with a backlog that met the DoR.<\/p>\n\n\n\n

                                                                                                                                                        The journey to this state was ensued with participation and contribution from key stakeholders. There was marked improvement in the collaboration and alignment across the organization.<\/p>\n\n\n\n

                                                                                                                                                        While this was one approach that brought significant improvements, every organization\u2019s context is unique. I'd love to hear how you've tackled backlog challenges in your team. <\/p>\n\n\n\n

                                                                                                                                                        <\/p>\n","post_title":"How DEEP is your backlog?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"how-deep-is-your-backlog","to_ping":"","pinged":"","post_modified":"2025-04-28 10:04:30","post_modified_gmt":"2025-04-28 04:34:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=1000084","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999846,"post_author":"7","post_date":"2025-03-31 15:49:53","post_date_gmt":"2025-03-31 10:19:53","post_content":"\n

                                                                                                                                                        Introduction<\/strong><\/p>\n\n\n\n

                                                                                                                                                        I grew up in a small town in a loving family and a sheltered environment. When I came to college in a big city, I noticed many bright minds from diverse backgrounds from different parts of the country.\u00a0 While it was all overwhelming, it led to an important a decision that \u201cI need to become a better me!\u201d. As life unfolded, I realized that is not a one-time decision but a lifetime one! There is always room for a better me in the future. Despite this awareness, I have always struggled with change and still do. In this post, I would like to reflect on my challenges with changing myself.<\/p>\n\n\n\n

                                                                                                                                                        Anatomy of change<\/strong><\/p>\n\n\n\n

                                                                                                                                                        In 1970s, James Prochaska and Carlo DiClemente developed a five-stage change model:<\/p>\n\n\n\n

                                                                                                                                                        1. Pre-contemplation (not ready): Not considering making a change<\/p>\n\n\n\n

                                                                                                                                                        2. Contemplation (getting ready): Considers change; weighing pros & cons<\/p>\n\n\n\n

                                                                                                                                                        3. Preparation (ready): Explore alternative ways to change; try small changes<\/p>\n\n\n\n

                                                                                                                                                        4. Action: Commit to a plan and act<\/p>\n\n\n\n

                                                                                                                                                        5. Maintenance: Sustain change; new behaviour replaces old<\/p>\n\n\n\n

                                                                                                                                                        Although the model was originally used to help people overcome problematic behaviours including smoking and drug abuse, it is now the standard model for behavioural change. While five stages are discretely called out, people tend to cycle back and forth through these stages as they change. Often a sixth stage is called out called \u2018Relapse\u2019 when people go back to their old ways after a period of maintenance and then they start all over again.<\/p>\n\n\n\n

                                                                                                                                                        Experience is the best teacher<\/strong><\/p>\n\n\n\n

                                                                                                                                                        I generally get past the Pre-contemplation and Contemplation stages quickly, at least I think so\ud83d\ude0a. That does not mean I change myself easily. When it comes to exploring the challenges with personal change, one\u2019s own experience is the best teacher. In the college days, change just meant learning new tangible skills. For example, I wanted to improve my spoken English or to hone my Hockey skills. As I started working, I realized I was required to change my behaviour and often based on feedback. Changes were also identified by observing others \u2013 some people I looked up to and wished to emulate; some I did not respect and not chose not to follow. As I grew in my career and got into family life, demands for personal change grew. Some reactive changes were necessitated by the situation, but some proactive ones were required by my dreams and goals.<\/p>\n\n\n\n

                                                                                                                                                        Let us examine the kind of challenges I faced in the process of personal change. Here are five:<\/p>\n\n\n\n

                                                                                                                                                        Challenge #1: Tortuous journey<\/strong><\/p>\n\n\n\n

                                                                                                                                                        The journey from decision to change can be tortuous. To start with it took long time to prepare for the change \u2013 overthinking can be a curse. Once I make a change, I expected results too soon and tended to go back to the drawing board. Quantum of the change tended to be too small to have an impact.<\/p>\n\n\n\n

                                                                                                                                                        Challenge #2: Re-negotiating decisions<\/strong><\/p>\n\n\n\n

                                                                                                                                                        Once I decided to get up at 5am every morning. Why? Simply because Robin Sharma said so in one of his talks! 5am Club sounded like a good idea and many successful people did it. After all, my grandmother used to get up very early and my mother gets up at 4am in the morning. It must be a good idea, right? I did it for five days in a row and was ecstatic. On day six, I was a bit sleepy and was wondering if 5:30am will do! For a month, every day I will set the alarm for 5am and negotiate with self. I started getting out of bed as and when I felt like that morning! Does that happen to you? Re-negotiating decisions is major challenge for me.<\/p>\n\n\n\n

                                                                                                                                                        Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                                                                        When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                                                                        Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                                                                        While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                                                                        Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                                                                        Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                                                                        Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                                                                        Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                                                                        Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                                                                        In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                                                                        <\/figure>\n\n

                                                                                                                                                        During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                                                                        One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                                                                        Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                                                                        Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                                                                        \n\n\n\n
                                                                                                                                                        \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                                                                        The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                                                                        It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                                                                        Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                                                                        Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                                                                        Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                                                                        Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                                                                        Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                                                                        Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                                                                        Ratan Tata example<\/strong><\/p>\n\n

                                                                                                                                                        In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                                                                        Developed Nations<\/strong><\/p>\n\n

                                                                                                                                                        This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                                                                        Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                                                                        Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                                                                        Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                                                                        Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                                                                        Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                                                                        Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                                                                        The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                                                                        AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                                                                        AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                                                                        Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                                                                        Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                                                                        I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                                                                        Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                                                                        Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                                                                        Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                                                                        Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                                                                        Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                                                                        Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                                                                        In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                                                                        Note:<\/p>\n\n\n\n

                                                                                                                                                        The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                                                                          \n
                                                                                                                                                        1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                                                                        2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                                                                        3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                                                                        4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                                                                        5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                                                                        6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                                                                        7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                                                                        8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                                                                          Page 1 of 12 1 2 … 12
                                                                                                                                                          \n

                                                                                                                                                          Refining and sizing the stories<\/h3>\n\n\n\n

                                                                                                                                                          The stories were now better than in the past due to the involvement of the PO in the feature break down. It also helped the team arrive at a common understanding of the story with participation from all.<\/p>\n\n\n\n

                                                                                                                                                          The concept of relative sizing was refreshed with the team. The sizing was done using planning poker and story points. The story and the acceptance criteria were read out, if it lacked clarity and the team was unable to size it, it was set aside for additional discussion with the PO. The team arrived at the size in two rounds for most of the stories.<\/p>\n\n\n\n

                                                                                                                                                          The very act of each team member telling a size for the story, followed by sharing the thought behind that number helped elicit and surface all inputs and questions from all the team. This helped with and inclusion of any missing details in the story and have a common understanding of the story.<\/p>\n\n\n\n

                                                                                                                                                          This step culminated in the stories meeting their \u201cDefinition of Ready\u201d. The key change here was participation of all the team members and reaching out to the PO for missing information.<\/strong><\/p>\n\n\n\n

                                                                                                                                                          With this the team was all set with a backlog that met the DoR.<\/p>\n\n\n\n

                                                                                                                                                          The journey to this state was ensued with participation and contribution from key stakeholders. There was marked improvement in the collaboration and alignment across the organization.<\/p>\n\n\n\n

                                                                                                                                                          While this was one approach that brought significant improvements, every organization\u2019s context is unique. I'd love to hear how you've tackled backlog challenges in your team. <\/p>\n\n\n\n

                                                                                                                                                          <\/p>\n","post_title":"How DEEP is your backlog?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"how-deep-is-your-backlog","to_ping":"","pinged":"","post_modified":"2025-04-28 10:04:30","post_modified_gmt":"2025-04-28 04:34:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=1000084","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999846,"post_author":"7","post_date":"2025-03-31 15:49:53","post_date_gmt":"2025-03-31 10:19:53","post_content":"\n

                                                                                                                                                          Introduction<\/strong><\/p>\n\n\n\n

                                                                                                                                                          I grew up in a small town in a loving family and a sheltered environment. When I came to college in a big city, I noticed many bright minds from diverse backgrounds from different parts of the country.\u00a0 While it was all overwhelming, it led to an important a decision that \u201cI need to become a better me!\u201d. As life unfolded, I realized that is not a one-time decision but a lifetime one! There is always room for a better me in the future. Despite this awareness, I have always struggled with change and still do. In this post, I would like to reflect on my challenges with changing myself.<\/p>\n\n\n\n

                                                                                                                                                          Anatomy of change<\/strong><\/p>\n\n\n\n

                                                                                                                                                          In 1970s, James Prochaska and Carlo DiClemente developed a five-stage change model:<\/p>\n\n\n\n

                                                                                                                                                          1. Pre-contemplation (not ready): Not considering making a change<\/p>\n\n\n\n

                                                                                                                                                          2. Contemplation (getting ready): Considers change; weighing pros & cons<\/p>\n\n\n\n

                                                                                                                                                          3. Preparation (ready): Explore alternative ways to change; try small changes<\/p>\n\n\n\n

                                                                                                                                                          4. Action: Commit to a plan and act<\/p>\n\n\n\n

                                                                                                                                                          5. Maintenance: Sustain change; new behaviour replaces old<\/p>\n\n\n\n

                                                                                                                                                          Although the model was originally used to help people overcome problematic behaviours including smoking and drug abuse, it is now the standard model for behavioural change. While five stages are discretely called out, people tend to cycle back and forth through these stages as they change. Often a sixth stage is called out called \u2018Relapse\u2019 when people go back to their old ways after a period of maintenance and then they start all over again.<\/p>\n\n\n\n

                                                                                                                                                          Experience is the best teacher<\/strong><\/p>\n\n\n\n

                                                                                                                                                          I generally get past the Pre-contemplation and Contemplation stages quickly, at least I think so\ud83d\ude0a. That does not mean I change myself easily. When it comes to exploring the challenges with personal change, one\u2019s own experience is the best teacher. In the college days, change just meant learning new tangible skills. For example, I wanted to improve my spoken English or to hone my Hockey skills. As I started working, I realized I was required to change my behaviour and often based on feedback. Changes were also identified by observing others \u2013 some people I looked up to and wished to emulate; some I did not respect and not chose not to follow. As I grew in my career and got into family life, demands for personal change grew. Some reactive changes were necessitated by the situation, but some proactive ones were required by my dreams and goals.<\/p>\n\n\n\n

                                                                                                                                                          Let us examine the kind of challenges I faced in the process of personal change. Here are five:<\/p>\n\n\n\n

                                                                                                                                                          Challenge #1: Tortuous journey<\/strong><\/p>\n\n\n\n

                                                                                                                                                          The journey from decision to change can be tortuous. To start with it took long time to prepare for the change \u2013 overthinking can be a curse. Once I make a change, I expected results too soon and tended to go back to the drawing board. Quantum of the change tended to be too small to have an impact.<\/p>\n\n\n\n

                                                                                                                                                          Challenge #2: Re-negotiating decisions<\/strong><\/p>\n\n\n\n

                                                                                                                                                          Once I decided to get up at 5am every morning. Why? Simply because Robin Sharma said so in one of his talks! 5am Club sounded like a good idea and many successful people did it. After all, my grandmother used to get up very early and my mother gets up at 4am in the morning. It must be a good idea, right? I did it for five days in a row and was ecstatic. On day six, I was a bit sleepy and was wondering if 5:30am will do! For a month, every day I will set the alarm for 5am and negotiate with self. I started getting out of bed as and when I felt like that morning! Does that happen to you? Re-negotiating decisions is major challenge for me.<\/p>\n\n\n\n

                                                                                                                                                          Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                                                                          When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                                                                          Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                                                                          While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                                                                          Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                                                                          Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                                                                          Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                                                                          Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                                                                          Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                                                                          In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                                                                          <\/figure>\n\n

                                                                                                                                                          During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                                                                          One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                                                                          Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                                                                          Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                                                                          \n\n\n\n
                                                                                                                                                          \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                                                                          The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                                                                          It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                                                                          Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                                                                          Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                                                                          Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                                                                          Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                                                                          Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                                                                          Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                                                                          Ratan Tata example<\/strong><\/p>\n\n

                                                                                                                                                          In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                                                                          Developed Nations<\/strong><\/p>\n\n

                                                                                                                                                          This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                                                                          Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                                                                          Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                                                                          Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                                                                          Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                                                                          Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                                                                          Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                                                                          The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                                                                          AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                                                                          AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                                                                          Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                                                                          Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                                                                          I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                                                                          Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                                                                          Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                                                                          Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                                                                          Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                                                                          Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                                                                          Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                                                                          In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                                                                          Note:<\/p>\n\n\n\n

                                                                                                                                                          The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                                                                            \n
                                                                                                                                                          1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                                                                          2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                                                                          3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                                                                          4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                                                                          5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                                                                          6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                                                                          7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                                                                          8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                                                                            Page 1 of 12 1 2 … 12
                                                                                                                                                            \n

                                                                                                                                                            This step culminated by looking at all the stories in a feature and ensuring that the stories would indeed achieve all that the feature was set out to do. The key change here was improved collaboration between PO and the Team for fleshing out the feature.<\/strong><\/p>\n\n\n\n

                                                                                                                                                            Refining and sizing the stories<\/h3>\n\n\n\n

                                                                                                                                                            The stories were now better than in the past due to the involvement of the PO in the feature break down. It also helped the team arrive at a common understanding of the story with participation from all.<\/p>\n\n\n\n

                                                                                                                                                            The concept of relative sizing was refreshed with the team. The sizing was done using planning poker and story points. The story and the acceptance criteria were read out, if it lacked clarity and the team was unable to size it, it was set aside for additional discussion with the PO. The team arrived at the size in two rounds for most of the stories.<\/p>\n\n\n\n

                                                                                                                                                            The very act of each team member telling a size for the story, followed by sharing the thought behind that number helped elicit and surface all inputs and questions from all the team. This helped with and inclusion of any missing details in the story and have a common understanding of the story.<\/p>\n\n\n\n

                                                                                                                                                            This step culminated in the stories meeting their \u201cDefinition of Ready\u201d. The key change here was participation of all the team members and reaching out to the PO for missing information.<\/strong><\/p>\n\n\n\n

                                                                                                                                                            With this the team was all set with a backlog that met the DoR.<\/p>\n\n\n\n

                                                                                                                                                            The journey to this state was ensued with participation and contribution from key stakeholders. There was marked improvement in the collaboration and alignment across the organization.<\/p>\n\n\n\n

                                                                                                                                                            While this was one approach that brought significant improvements, every organization\u2019s context is unique. I'd love to hear how you've tackled backlog challenges in your team. <\/p>\n\n\n\n

                                                                                                                                                            <\/p>\n","post_title":"How DEEP is your backlog?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"how-deep-is-your-backlog","to_ping":"","pinged":"","post_modified":"2025-04-28 10:04:30","post_modified_gmt":"2025-04-28 04:34:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=1000084","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999846,"post_author":"7","post_date":"2025-03-31 15:49:53","post_date_gmt":"2025-03-31 10:19:53","post_content":"\n

                                                                                                                                                            Introduction<\/strong><\/p>\n\n\n\n

                                                                                                                                                            I grew up in a small town in a loving family and a sheltered environment. When I came to college in a big city, I noticed many bright minds from diverse backgrounds from different parts of the country.\u00a0 While it was all overwhelming, it led to an important a decision that \u201cI need to become a better me!\u201d. As life unfolded, I realized that is not a one-time decision but a lifetime one! There is always room for a better me in the future. Despite this awareness, I have always struggled with change and still do. In this post, I would like to reflect on my challenges with changing myself.<\/p>\n\n\n\n

                                                                                                                                                            Anatomy of change<\/strong><\/p>\n\n\n\n

                                                                                                                                                            In 1970s, James Prochaska and Carlo DiClemente developed a five-stage change model:<\/p>\n\n\n\n

                                                                                                                                                            1. Pre-contemplation (not ready): Not considering making a change<\/p>\n\n\n\n

                                                                                                                                                            2. Contemplation (getting ready): Considers change; weighing pros & cons<\/p>\n\n\n\n

                                                                                                                                                            3. Preparation (ready): Explore alternative ways to change; try small changes<\/p>\n\n\n\n

                                                                                                                                                            4. Action: Commit to a plan and act<\/p>\n\n\n\n

                                                                                                                                                            5. Maintenance: Sustain change; new behaviour replaces old<\/p>\n\n\n\n

                                                                                                                                                            Although the model was originally used to help people overcome problematic behaviours including smoking and drug abuse, it is now the standard model for behavioural change. While five stages are discretely called out, people tend to cycle back and forth through these stages as they change. Often a sixth stage is called out called \u2018Relapse\u2019 when people go back to their old ways after a period of maintenance and then they start all over again.<\/p>\n\n\n\n

                                                                                                                                                            Experience is the best teacher<\/strong><\/p>\n\n\n\n

                                                                                                                                                            I generally get past the Pre-contemplation and Contemplation stages quickly, at least I think so\ud83d\ude0a. That does not mean I change myself easily. When it comes to exploring the challenges with personal change, one\u2019s own experience is the best teacher. In the college days, change just meant learning new tangible skills. For example, I wanted to improve my spoken English or to hone my Hockey skills. As I started working, I realized I was required to change my behaviour and often based on feedback. Changes were also identified by observing others \u2013 some people I looked up to and wished to emulate; some I did not respect and not chose not to follow. As I grew in my career and got into family life, demands for personal change grew. Some reactive changes were necessitated by the situation, but some proactive ones were required by my dreams and goals.<\/p>\n\n\n\n

                                                                                                                                                            Let us examine the kind of challenges I faced in the process of personal change. Here are five:<\/p>\n\n\n\n

                                                                                                                                                            Challenge #1: Tortuous journey<\/strong><\/p>\n\n\n\n

                                                                                                                                                            The journey from decision to change can be tortuous. To start with it took long time to prepare for the change \u2013 overthinking can be a curse. Once I make a change, I expected results too soon and tended to go back to the drawing board. Quantum of the change tended to be too small to have an impact.<\/p>\n\n\n\n

                                                                                                                                                            Challenge #2: Re-negotiating decisions<\/strong><\/p>\n\n\n\n

                                                                                                                                                            Once I decided to get up at 5am every morning. Why? Simply because Robin Sharma said so in one of his talks! 5am Club sounded like a good idea and many successful people did it. After all, my grandmother used to get up very early and my mother gets up at 4am in the morning. It must be a good idea, right? I did it for five days in a row and was ecstatic. On day six, I was a bit sleepy and was wondering if 5:30am will do! For a month, every day I will set the alarm for 5am and negotiate with self. I started getting out of bed as and when I felt like that morning! Does that happen to you? Re-negotiating decisions is major challenge for me.<\/p>\n\n\n\n

                                                                                                                                                            Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                                                                            When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                                                                            Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                                                                            While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                                                                            Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                                                                            Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                                                                            Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                                                                            Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                                                                            Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                                                                            In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                                                                            <\/figure>\n\n

                                                                                                                                                            During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                                                                            One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                                                                            Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                                                                            Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                                                                            \n\n\n\n
                                                                                                                                                            \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                                                                            The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                                                                            It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                                                                            Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                                                                            Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                                                                            Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                                                                            Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                                                                            Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                                                                            Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                                                                            Ratan Tata example<\/strong><\/p>\n\n

                                                                                                                                                            In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                                                                            Developed Nations<\/strong><\/p>\n\n

                                                                                                                                                            This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                                                                            Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                                                                            Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                                                                            Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                                                                            Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                                                                            Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                                                                            Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                                                                            The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                                                                            AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                                                                            AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                                                                            Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                                                                            Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                                                                            I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                                                                            Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                                                                            Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                                                                            Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                                                                            Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                                                                            Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                                                                            Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                                                                            In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                                                                            Note:<\/p>\n\n\n\n

                                                                                                                                                            The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                                                                              \n
                                                                                                                                                            1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                                                                            2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                                                                            3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                                                                            4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                                                                            5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                                                                            6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                                                                            7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                                                                            8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                                                                              Page 1 of 12 1 2 … 12
                                                                                                                                                              \n

                                                                                                                                                              The breaking down was being done with just the Engineering Leads and Team; Product Owners were included in the process. PO\u2019s participation helped the team avoid making assumptions, by providing required information\/details. This also helped surface items where more information was to be gathered by the PO.<\/p>\n\n\n\n

                                                                                                                                                              This step culminated by looking at all the stories in a feature and ensuring that the stories would indeed achieve all that the feature was set out to do. The key change here was improved collaboration between PO and the Team for fleshing out the feature.<\/strong><\/p>\n\n\n\n

                                                                                                                                                              Refining and sizing the stories<\/h3>\n\n\n\n

                                                                                                                                                              The stories were now better than in the past due to the involvement of the PO in the feature break down. It also helped the team arrive at a common understanding of the story with participation from all.<\/p>\n\n\n\n

                                                                                                                                                              The concept of relative sizing was refreshed with the team. The sizing was done using planning poker and story points. The story and the acceptance criteria were read out, if it lacked clarity and the team was unable to size it, it was set aside for additional discussion with the PO. The team arrived at the size in two rounds for most of the stories.<\/p>\n\n\n\n

                                                                                                                                                              The very act of each team member telling a size for the story, followed by sharing the thought behind that number helped elicit and surface all inputs and questions from all the team. This helped with and inclusion of any missing details in the story and have a common understanding of the story.<\/p>\n\n\n\n

                                                                                                                                                              This step culminated in the stories meeting their \u201cDefinition of Ready\u201d. The key change here was participation of all the team members and reaching out to the PO for missing information.<\/strong><\/p>\n\n\n\n

                                                                                                                                                              With this the team was all set with a backlog that met the DoR.<\/p>\n\n\n\n

                                                                                                                                                              The journey to this state was ensued with participation and contribution from key stakeholders. There was marked improvement in the collaboration and alignment across the organization.<\/p>\n\n\n\n

                                                                                                                                                              While this was one approach that brought significant improvements, every organization\u2019s context is unique. I'd love to hear how you've tackled backlog challenges in your team. <\/p>\n\n\n\n

                                                                                                                                                              <\/p>\n","post_title":"How DEEP is your backlog?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"how-deep-is-your-backlog","to_ping":"","pinged":"","post_modified":"2025-04-28 10:04:30","post_modified_gmt":"2025-04-28 04:34:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=1000084","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999846,"post_author":"7","post_date":"2025-03-31 15:49:53","post_date_gmt":"2025-03-31 10:19:53","post_content":"\n

                                                                                                                                                              Introduction<\/strong><\/p>\n\n\n\n

                                                                                                                                                              I grew up in a small town in a loving family and a sheltered environment. When I came to college in a big city, I noticed many bright minds from diverse backgrounds from different parts of the country.\u00a0 While it was all overwhelming, it led to an important a decision that \u201cI need to become a better me!\u201d. As life unfolded, I realized that is not a one-time decision but a lifetime one! There is always room for a better me in the future. Despite this awareness, I have always struggled with change and still do. In this post, I would like to reflect on my challenges with changing myself.<\/p>\n\n\n\n

                                                                                                                                                              Anatomy of change<\/strong><\/p>\n\n\n\n

                                                                                                                                                              In 1970s, James Prochaska and Carlo DiClemente developed a five-stage change model:<\/p>\n\n\n\n

                                                                                                                                                              1. Pre-contemplation (not ready): Not considering making a change<\/p>\n\n\n\n

                                                                                                                                                              2. Contemplation (getting ready): Considers change; weighing pros & cons<\/p>\n\n\n\n

                                                                                                                                                              3. Preparation (ready): Explore alternative ways to change; try small changes<\/p>\n\n\n\n

                                                                                                                                                              4. Action: Commit to a plan and act<\/p>\n\n\n\n

                                                                                                                                                              5. Maintenance: Sustain change; new behaviour replaces old<\/p>\n\n\n\n

                                                                                                                                                              Although the model was originally used to help people overcome problematic behaviours including smoking and drug abuse, it is now the standard model for behavioural change. While five stages are discretely called out, people tend to cycle back and forth through these stages as they change. Often a sixth stage is called out called \u2018Relapse\u2019 when people go back to their old ways after a period of maintenance and then they start all over again.<\/p>\n\n\n\n

                                                                                                                                                              Experience is the best teacher<\/strong><\/p>\n\n\n\n

                                                                                                                                                              I generally get past the Pre-contemplation and Contemplation stages quickly, at least I think so\ud83d\ude0a. That does not mean I change myself easily. When it comes to exploring the challenges with personal change, one\u2019s own experience is the best teacher. In the college days, change just meant learning new tangible skills. For example, I wanted to improve my spoken English or to hone my Hockey skills. As I started working, I realized I was required to change my behaviour and often based on feedback. Changes were also identified by observing others \u2013 some people I looked up to and wished to emulate; some I did not respect and not chose not to follow. As I grew in my career and got into family life, demands for personal change grew. Some reactive changes were necessitated by the situation, but some proactive ones were required by my dreams and goals.<\/p>\n\n\n\n

                                                                                                                                                              Let us examine the kind of challenges I faced in the process of personal change. Here are five:<\/p>\n\n\n\n

                                                                                                                                                              Challenge #1: Tortuous journey<\/strong><\/p>\n\n\n\n

                                                                                                                                                              The journey from decision to change can be tortuous. To start with it took long time to prepare for the change \u2013 overthinking can be a curse. Once I make a change, I expected results too soon and tended to go back to the drawing board. Quantum of the change tended to be too small to have an impact.<\/p>\n\n\n\n

                                                                                                                                                              Challenge #2: Re-negotiating decisions<\/strong><\/p>\n\n\n\n

                                                                                                                                                              Once I decided to get up at 5am every morning. Why? Simply because Robin Sharma said so in one of his talks! 5am Club sounded like a good idea and many successful people did it. After all, my grandmother used to get up very early and my mother gets up at 4am in the morning. It must be a good idea, right? I did it for five days in a row and was ecstatic. On day six, I was a bit sleepy and was wondering if 5:30am will do! For a month, every day I will set the alarm for 5am and negotiate with self. I started getting out of bed as and when I felt like that morning! Does that happen to you? Re-negotiating decisions is major challenge for me.<\/p>\n\n\n\n

                                                                                                                                                              Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                                                                              When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                                                                              Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                                                                              While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                                                                              Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                                                                              Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                                                                              Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                                                                              Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                                                                              Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                                                                              In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                                                                              <\/figure>\n\n

                                                                                                                                                              During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                                                                              One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                                                                              Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                                                                              Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                                                                              \n\n\n\n
                                                                                                                                                              \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                                                                              The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                                                                              It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                                                                              Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                                                                              Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                                                                              Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                                                                              Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                                                                              Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                                                                              Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                                                                              Ratan Tata example<\/strong><\/p>\n\n

                                                                                                                                                              In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                                                                              Developed Nations<\/strong><\/p>\n\n

                                                                                                                                                              This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                                                                              Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                                                                              Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                                                                              Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                                                                              Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                                                                              Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                                                                              Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                                                                              The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                                                                              AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                                                                              AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                                                                              Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                                                                              Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                                                                              I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                                                                              Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                                                                              Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                                                                              Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                                                                              Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                                                                              Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                                                                              Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                                                                              In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                                                                              Note:<\/p>\n\n\n\n

                                                                                                                                                              The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                                                                                \n
                                                                                                                                                              1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                                                                              2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                                                                              3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                                                                              4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                                                                              5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                                                                              6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                                                                              7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                                                                              8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                                                                                Page 1 of 12 1 2 … 12
                                                                                                                                                                \n

                                                                                                                                                                This was not being done uniformly across all teams. The teams were educated and coached\/mentored for creating good user stories. The INVEST criteria was used, which helped ensure that the stories were well defined and delivered value to the customer.<\/p>\n\n\n\n

                                                                                                                                                                The breaking down was being done with just the Engineering Leads and Team; Product Owners were included in the process. PO\u2019s participation helped the team avoid making assumptions, by providing required information\/details. This also helped surface items where more information was to be gathered by the PO.<\/p>\n\n\n\n

                                                                                                                                                                This step culminated by looking at all the stories in a feature and ensuring that the stories would indeed achieve all that the feature was set out to do. The key change here was improved collaboration between PO and the Team for fleshing out the feature.<\/strong><\/p>\n\n\n\n

                                                                                                                                                                Refining and sizing the stories<\/h3>\n\n\n\n

                                                                                                                                                                The stories were now better than in the past due to the involvement of the PO in the feature break down. It also helped the team arrive at a common understanding of the story with participation from all.<\/p>\n\n\n\n

                                                                                                                                                                The concept of relative sizing was refreshed with the team. The sizing was done using planning poker and story points. The story and the acceptance criteria were read out, if it lacked clarity and the team was unable to size it, it was set aside for additional discussion with the PO. The team arrived at the size in two rounds for most of the stories.<\/p>\n\n\n\n

                                                                                                                                                                The very act of each team member telling a size for the story, followed by sharing the thought behind that number helped elicit and surface all inputs and questions from all the team. This helped with and inclusion of any missing details in the story and have a common understanding of the story.<\/p>\n\n\n\n

                                                                                                                                                                This step culminated in the stories meeting their \u201cDefinition of Ready\u201d. The key change here was participation of all the team members and reaching out to the PO for missing information.<\/strong><\/p>\n\n\n\n

                                                                                                                                                                With this the team was all set with a backlog that met the DoR.<\/p>\n\n\n\n

                                                                                                                                                                The journey to this state was ensued with participation and contribution from key stakeholders. There was marked improvement in the collaboration and alignment across the organization.<\/p>\n\n\n\n

                                                                                                                                                                While this was one approach that brought significant improvements, every organization\u2019s context is unique. I'd love to hear how you've tackled backlog challenges in your team. <\/p>\n\n\n\n

                                                                                                                                                                <\/p>\n","post_title":"How DEEP is your backlog?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"how-deep-is-your-backlog","to_ping":"","pinged":"","post_modified":"2025-04-28 10:04:30","post_modified_gmt":"2025-04-28 04:34:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=1000084","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999846,"post_author":"7","post_date":"2025-03-31 15:49:53","post_date_gmt":"2025-03-31 10:19:53","post_content":"\n

                                                                                                                                                                Introduction<\/strong><\/p>\n\n\n\n

                                                                                                                                                                I grew up in a small town in a loving family and a sheltered environment. When I came to college in a big city, I noticed many bright minds from diverse backgrounds from different parts of the country.\u00a0 While it was all overwhelming, it led to an important a decision that \u201cI need to become a better me!\u201d. As life unfolded, I realized that is not a one-time decision but a lifetime one! There is always room for a better me in the future. Despite this awareness, I have always struggled with change and still do. In this post, I would like to reflect on my challenges with changing myself.<\/p>\n\n\n\n

                                                                                                                                                                Anatomy of change<\/strong><\/p>\n\n\n\n

                                                                                                                                                                In 1970s, James Prochaska and Carlo DiClemente developed a five-stage change model:<\/p>\n\n\n\n

                                                                                                                                                                1. Pre-contemplation (not ready): Not considering making a change<\/p>\n\n\n\n

                                                                                                                                                                2. Contemplation (getting ready): Considers change; weighing pros & cons<\/p>\n\n\n\n

                                                                                                                                                                3. Preparation (ready): Explore alternative ways to change; try small changes<\/p>\n\n\n\n

                                                                                                                                                                4. Action: Commit to a plan and act<\/p>\n\n\n\n

                                                                                                                                                                5. Maintenance: Sustain change; new behaviour replaces old<\/p>\n\n\n\n

                                                                                                                                                                Although the model was originally used to help people overcome problematic behaviours including smoking and drug abuse, it is now the standard model for behavioural change. While five stages are discretely called out, people tend to cycle back and forth through these stages as they change. Often a sixth stage is called out called \u2018Relapse\u2019 when people go back to their old ways after a period of maintenance and then they start all over again.<\/p>\n\n\n\n

                                                                                                                                                                Experience is the best teacher<\/strong><\/p>\n\n\n\n

                                                                                                                                                                I generally get past the Pre-contemplation and Contemplation stages quickly, at least I think so\ud83d\ude0a. That does not mean I change myself easily. When it comes to exploring the challenges with personal change, one\u2019s own experience is the best teacher. In the college days, change just meant learning new tangible skills. For example, I wanted to improve my spoken English or to hone my Hockey skills. As I started working, I realized I was required to change my behaviour and often based on feedback. Changes were also identified by observing others \u2013 some people I looked up to and wished to emulate; some I did not respect and not chose not to follow. As I grew in my career and got into family life, demands for personal change grew. Some reactive changes were necessitated by the situation, but some proactive ones were required by my dreams and goals.<\/p>\n\n\n\n

                                                                                                                                                                Let us examine the kind of challenges I faced in the process of personal change. Here are five:<\/p>\n\n\n\n

                                                                                                                                                                Challenge #1: Tortuous journey<\/strong><\/p>\n\n\n\n

                                                                                                                                                                The journey from decision to change can be tortuous. To start with it took long time to prepare for the change \u2013 overthinking can be a curse. Once I make a change, I expected results too soon and tended to go back to the drawing board. Quantum of the change tended to be too small to have an impact.<\/p>\n\n\n\n

                                                                                                                                                                Challenge #2: Re-negotiating decisions<\/strong><\/p>\n\n\n\n

                                                                                                                                                                Once I decided to get up at 5am every morning. Why? Simply because Robin Sharma said so in one of his talks! 5am Club sounded like a good idea and many successful people did it. After all, my grandmother used to get up very early and my mother gets up at 4am in the morning. It must be a good idea, right? I did it for five days in a row and was ecstatic. On day six, I was a bit sleepy and was wondering if 5:30am will do! For a month, every day I will set the alarm for 5am and negotiate with self. I started getting out of bed as and when I felt like that morning! Does that happen to you? Re-negotiating decisions is major challenge for me.<\/p>\n\n\n\n

                                                                                                                                                                Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                                                                                When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                                                                                Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                                                                                While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                                                                                Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                                                                                Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                                                                                Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                                                                                Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                                                                                Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                                                                                In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                                                                                <\/figure>\n\n

                                                                                                                                                                During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                                                                                One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                                                                                Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                                                                                Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                                                                                \n\n\n\n
                                                                                                                                                                \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                                                                                The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                                                                                It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                                                                                Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                                                                                Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                                                                                Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                                                                                Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                                                                                Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                                                                                Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                                                                                Ratan Tata example<\/strong><\/p>\n\n

                                                                                                                                                                In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                                                                                Developed Nations<\/strong><\/p>\n\n

                                                                                                                                                                This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                                                                                Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                                                                                Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                                                                                Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                                                                                Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                                                                                Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                                                                                Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                                                                                The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                                                                                AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                                                                                AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                                                                                Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                                                                                Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                                                                                I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                                                                                Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                                                                                Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                                                                                Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                                                                                Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                                                                                Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                                                                                Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                                                                                In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                                                                                Note:<\/p>\n\n\n\n

                                                                                                                                                                The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                                                                                  \n
                                                                                                                                                                1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                                                                                2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                                                                                3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                                                                                4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                                                                                5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                                                                                6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                                                                                7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                                                                                8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                                                                                  Page 1 of 12 1 2 … 12
                                                                                                                                                                  \n

                                                                                                                                                                  Breaking down the Features into stories<\/h3>\n\n\n\n

                                                                                                                                                                  This was not being done uniformly across all teams. The teams were educated and coached\/mentored for creating good user stories. The INVEST criteria was used, which helped ensure that the stories were well defined and delivered value to the customer.<\/p>\n\n\n\n

                                                                                                                                                                  The breaking down was being done with just the Engineering Leads and Team; Product Owners were included in the process. PO\u2019s participation helped the team avoid making assumptions, by providing required information\/details. This also helped surface items where more information was to be gathered by the PO.<\/p>\n\n\n\n

                                                                                                                                                                  This step culminated by looking at all the stories in a feature and ensuring that the stories would indeed achieve all that the feature was set out to do. The key change here was improved collaboration between PO and the Team for fleshing out the feature.<\/strong><\/p>\n\n\n\n

                                                                                                                                                                  Refining and sizing the stories<\/h3>\n\n\n\n

                                                                                                                                                                  The stories were now better than in the past due to the involvement of the PO in the feature break down. It also helped the team arrive at a common understanding of the story with participation from all.<\/p>\n\n\n\n

                                                                                                                                                                  The concept of relative sizing was refreshed with the team. The sizing was done using planning poker and story points. The story and the acceptance criteria were read out, if it lacked clarity and the team was unable to size it, it was set aside for additional discussion with the PO. The team arrived at the size in two rounds for most of the stories.<\/p>\n\n\n\n

                                                                                                                                                                  The very act of each team member telling a size for the story, followed by sharing the thought behind that number helped elicit and surface all inputs and questions from all the team. This helped with and inclusion of any missing details in the story and have a common understanding of the story.<\/p>\n\n\n\n

                                                                                                                                                                  This step culminated in the stories meeting their \u201cDefinition of Ready\u201d. The key change here was participation of all the team members and reaching out to the PO for missing information.<\/strong><\/p>\n\n\n\n

                                                                                                                                                                  With this the team was all set with a backlog that met the DoR.<\/p>\n\n\n\n

                                                                                                                                                                  The journey to this state was ensued with participation and contribution from key stakeholders. There was marked improvement in the collaboration and alignment across the organization.<\/p>\n\n\n\n

                                                                                                                                                                  While this was one approach that brought significant improvements, every organization\u2019s context is unique. I'd love to hear how you've tackled backlog challenges in your team. <\/p>\n\n\n\n

                                                                                                                                                                  <\/p>\n","post_title":"How DEEP is your backlog?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"how-deep-is-your-backlog","to_ping":"","pinged":"","post_modified":"2025-04-28 10:04:30","post_modified_gmt":"2025-04-28 04:34:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=1000084","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999846,"post_author":"7","post_date":"2025-03-31 15:49:53","post_date_gmt":"2025-03-31 10:19:53","post_content":"\n

                                                                                                                                                                  Introduction<\/strong><\/p>\n\n\n\n

                                                                                                                                                                  I grew up in a small town in a loving family and a sheltered environment. When I came to college in a big city, I noticed many bright minds from diverse backgrounds from different parts of the country.\u00a0 While it was all overwhelming, it led to an important a decision that \u201cI need to become a better me!\u201d. As life unfolded, I realized that is not a one-time decision but a lifetime one! There is always room for a better me in the future. Despite this awareness, I have always struggled with change and still do. In this post, I would like to reflect on my challenges with changing myself.<\/p>\n\n\n\n

                                                                                                                                                                  Anatomy of change<\/strong><\/p>\n\n\n\n

                                                                                                                                                                  In 1970s, James Prochaska and Carlo DiClemente developed a five-stage change model:<\/p>\n\n\n\n

                                                                                                                                                                  1. Pre-contemplation (not ready): Not considering making a change<\/p>\n\n\n\n

                                                                                                                                                                  2. Contemplation (getting ready): Considers change; weighing pros & cons<\/p>\n\n\n\n

                                                                                                                                                                  3. Preparation (ready): Explore alternative ways to change; try small changes<\/p>\n\n\n\n

                                                                                                                                                                  4. Action: Commit to a plan and act<\/p>\n\n\n\n

                                                                                                                                                                  5. Maintenance: Sustain change; new behaviour replaces old<\/p>\n\n\n\n

                                                                                                                                                                  Although the model was originally used to help people overcome problematic behaviours including smoking and drug abuse, it is now the standard model for behavioural change. While five stages are discretely called out, people tend to cycle back and forth through these stages as they change. Often a sixth stage is called out called \u2018Relapse\u2019 when people go back to their old ways after a period of maintenance and then they start all over again.<\/p>\n\n\n\n

                                                                                                                                                                  Experience is the best teacher<\/strong><\/p>\n\n\n\n

                                                                                                                                                                  I generally get past the Pre-contemplation and Contemplation stages quickly, at least I think so\ud83d\ude0a. That does not mean I change myself easily. When it comes to exploring the challenges with personal change, one\u2019s own experience is the best teacher. In the college days, change just meant learning new tangible skills. For example, I wanted to improve my spoken English or to hone my Hockey skills. As I started working, I realized I was required to change my behaviour and often based on feedback. Changes were also identified by observing others \u2013 some people I looked up to and wished to emulate; some I did not respect and not chose not to follow. As I grew in my career and got into family life, demands for personal change grew. Some reactive changes were necessitated by the situation, but some proactive ones were required by my dreams and goals.<\/p>\n\n\n\n

                                                                                                                                                                  Let us examine the kind of challenges I faced in the process of personal change. Here are five:<\/p>\n\n\n\n

                                                                                                                                                                  Challenge #1: Tortuous journey<\/strong><\/p>\n\n\n\n

                                                                                                                                                                  The journey from decision to change can be tortuous. To start with it took long time to prepare for the change \u2013 overthinking can be a curse. Once I make a change, I expected results too soon and tended to go back to the drawing board. Quantum of the change tended to be too small to have an impact.<\/p>\n\n\n\n

                                                                                                                                                                  Challenge #2: Re-negotiating decisions<\/strong><\/p>\n\n\n\n

                                                                                                                                                                  Once I decided to get up at 5am every morning. Why? Simply because Robin Sharma said so in one of his talks! 5am Club sounded like a good idea and many successful people did it. After all, my grandmother used to get up very early and my mother gets up at 4am in the morning. It must be a good idea, right? I did it for five days in a row and was ecstatic. On day six, I was a bit sleepy and was wondering if 5:30am will do! For a month, every day I will set the alarm for 5am and negotiate with self. I started getting out of bed as and when I felt like that morning! Does that happen to you? Re-negotiating decisions is major challenge for me.<\/p>\n\n\n\n

                                                                                                                                                                  Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                                                                                  When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                                                                                  Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                                                                                  While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                                                                                  Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                                                                                  Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                                                                                  Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                                                                                  Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                                                                                  Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                                                                                  In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                                                                                  <\/figure>\n\n

                                                                                                                                                                  During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                                                                                  One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                                                                                  Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                                                                                  Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                                                                                  \n\n\n\n
                                                                                                                                                                  \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                                                                                  The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                                                                                  It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                                                                                  Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                                                                                  Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                                                                                  Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                                                                                  Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                                                                                  Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                                                                                  Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                                                                                  Ratan Tata example<\/strong><\/p>\n\n

                                                                                                                                                                  In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                                                                                  Developed Nations<\/strong><\/p>\n\n

                                                                                                                                                                  This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                                                                                  Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                                                                                  Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                                                                                  Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                                                                                  Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                                                                                  Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                                                                                  Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                                                                                  The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                                                                                  AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                                                                                  AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                                                                                  Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                                                                                  Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                                                                                  I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                                                                                  Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                                                                                  Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                                                                                  Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                                                                                  Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                                                                                  Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                                                                                  Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                                                                                  In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                                                                                  Note:<\/p>\n\n\n\n

                                                                                                                                                                  The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                                                                                    \n
                                                                                                                                                                  1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                                                                                  2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                                                                                  3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                                                                                  4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                                                                                  5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                                                                                  6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                                                                                  7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                                                                                  8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                                                                                    Page 1 of 12 1 2 … 12
                                                                                                                                                                    \n

                                                                                                                                                                    The feature sizing was done using T-shirt sizes, with participation of all the leads. For some features all were not able to contribute on the sizing, but were able to get an understanding of the features. This exercise helped immensely with surfacing of the dependencies and risks. One of the changes here was involving all the team leads that helped improving alignment and collaboration across the teams.<\/strong><\/p>\n\n\n\n

                                                                                                                                                                    Breaking down the Features into stories<\/h3>\n\n\n\n

                                                                                                                                                                    This was not being done uniformly across all teams. The teams were educated and coached\/mentored for creating good user stories. The INVEST criteria was used, which helped ensure that the stories were well defined and delivered value to the customer.<\/p>\n\n\n\n

                                                                                                                                                                    The breaking down was being done with just the Engineering Leads and Team; Product Owners were included in the process. PO\u2019s participation helped the team avoid making assumptions, by providing required information\/details. This also helped surface items where more information was to be gathered by the PO.<\/p>\n\n\n\n

                                                                                                                                                                    This step culminated by looking at all the stories in a feature and ensuring that the stories would indeed achieve all that the feature was set out to do. The key change here was improved collaboration between PO and the Team for fleshing out the feature.<\/strong><\/p>\n\n\n\n

                                                                                                                                                                    Refining and sizing the stories<\/h3>\n\n\n\n

                                                                                                                                                                    The stories were now better than in the past due to the involvement of the PO in the feature break down. It also helped the team arrive at a common understanding of the story with participation from all.<\/p>\n\n\n\n

                                                                                                                                                                    The concept of relative sizing was refreshed with the team. The sizing was done using planning poker and story points. The story and the acceptance criteria were read out, if it lacked clarity and the team was unable to size it, it was set aside for additional discussion with the PO. The team arrived at the size in two rounds for most of the stories.<\/p>\n\n\n\n

                                                                                                                                                                    The very act of each team member telling a size for the story, followed by sharing the thought behind that number helped elicit and surface all inputs and questions from all the team. This helped with and inclusion of any missing details in the story and have a common understanding of the story.<\/p>\n\n\n\n

                                                                                                                                                                    This step culminated in the stories meeting their \u201cDefinition of Ready\u201d. The key change here was participation of all the team members and reaching out to the PO for missing information.<\/strong><\/p>\n\n\n\n

                                                                                                                                                                    With this the team was all set with a backlog that met the DoR.<\/p>\n\n\n\n

                                                                                                                                                                    The journey to this state was ensued with participation and contribution from key stakeholders. There was marked improvement in the collaboration and alignment across the organization.<\/p>\n\n\n\n

                                                                                                                                                                    While this was one approach that brought significant improvements, every organization\u2019s context is unique. I'd love to hear how you've tackled backlog challenges in your team. <\/p>\n\n\n\n

                                                                                                                                                                    <\/p>\n","post_title":"How DEEP is your backlog?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"how-deep-is-your-backlog","to_ping":"","pinged":"","post_modified":"2025-04-28 10:04:30","post_modified_gmt":"2025-04-28 04:34:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=1000084","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999846,"post_author":"7","post_date":"2025-03-31 15:49:53","post_date_gmt":"2025-03-31 10:19:53","post_content":"\n

                                                                                                                                                                    Introduction<\/strong><\/p>\n\n\n\n

                                                                                                                                                                    I grew up in a small town in a loving family and a sheltered environment. When I came to college in a big city, I noticed many bright minds from diverse backgrounds from different parts of the country.\u00a0 While it was all overwhelming, it led to an important a decision that \u201cI need to become a better me!\u201d. As life unfolded, I realized that is not a one-time decision but a lifetime one! There is always room for a better me in the future. Despite this awareness, I have always struggled with change and still do. In this post, I would like to reflect on my challenges with changing myself.<\/p>\n\n\n\n

                                                                                                                                                                    Anatomy of change<\/strong><\/p>\n\n\n\n

                                                                                                                                                                    In 1970s, James Prochaska and Carlo DiClemente developed a five-stage change model:<\/p>\n\n\n\n

                                                                                                                                                                    1. Pre-contemplation (not ready): Not considering making a change<\/p>\n\n\n\n

                                                                                                                                                                    2. Contemplation (getting ready): Considers change; weighing pros & cons<\/p>\n\n\n\n

                                                                                                                                                                    3. Preparation (ready): Explore alternative ways to change; try small changes<\/p>\n\n\n\n

                                                                                                                                                                    4. Action: Commit to a plan and act<\/p>\n\n\n\n

                                                                                                                                                                    5. Maintenance: Sustain change; new behaviour replaces old<\/p>\n\n\n\n

                                                                                                                                                                    Although the model was originally used to help people overcome problematic behaviours including smoking and drug abuse, it is now the standard model for behavioural change. While five stages are discretely called out, people tend to cycle back and forth through these stages as they change. Often a sixth stage is called out called \u2018Relapse\u2019 when people go back to their old ways after a period of maintenance and then they start all over again.<\/p>\n\n\n\n

                                                                                                                                                                    Experience is the best teacher<\/strong><\/p>\n\n\n\n

                                                                                                                                                                    I generally get past the Pre-contemplation and Contemplation stages quickly, at least I think so\ud83d\ude0a. That does not mean I change myself easily. When it comes to exploring the challenges with personal change, one\u2019s own experience is the best teacher. In the college days, change just meant learning new tangible skills. For example, I wanted to improve my spoken English or to hone my Hockey skills. As I started working, I realized I was required to change my behaviour and often based on feedback. Changes were also identified by observing others \u2013 some people I looked up to and wished to emulate; some I did not respect and not chose not to follow. As I grew in my career and got into family life, demands for personal change grew. Some reactive changes were necessitated by the situation, but some proactive ones were required by my dreams and goals.<\/p>\n\n\n\n

                                                                                                                                                                    Let us examine the kind of challenges I faced in the process of personal change. Here are five:<\/p>\n\n\n\n

                                                                                                                                                                    Challenge #1: Tortuous journey<\/strong><\/p>\n\n\n\n

                                                                                                                                                                    The journey from decision to change can be tortuous. To start with it took long time to prepare for the change \u2013 overthinking can be a curse. Once I make a change, I expected results too soon and tended to go back to the drawing board. Quantum of the change tended to be too small to have an impact.<\/p>\n\n\n\n

                                                                                                                                                                    Challenge #2: Re-negotiating decisions<\/strong><\/p>\n\n\n\n

                                                                                                                                                                    Once I decided to get up at 5am every morning. Why? Simply because Robin Sharma said so in one of his talks! 5am Club sounded like a good idea and many successful people did it. After all, my grandmother used to get up very early and my mother gets up at 4am in the morning. It must be a good idea, right? I did it for five days in a row and was ecstatic. On day six, I was a bit sleepy and was wondering if 5:30am will do! For a month, every day I will set the alarm for 5am and negotiate with self. I started getting out of bed as and when I felt like that morning! Does that happen to you? Re-negotiating decisions is major challenge for me.<\/p>\n\n\n\n

                                                                                                                                                                    Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                                                                                    When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                                                                                    Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                                                                                    While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                                                                                    Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                                                                                    Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                                                                                    Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                                                                                    Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                                                                                    Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                                                                                    In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                                                                                    <\/figure>\n\n

                                                                                                                                                                    During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                                                                                    One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                                                                                    Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                                                                                    Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                                                                                    \n\n\n\n
                                                                                                                                                                    \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                                                                                    The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                                                                                    It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                                                                                    Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                                                                                    Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                                                                                    Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                                                                                    Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                                                                                    Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                                                                                    Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                                                                                    Ratan Tata example<\/strong><\/p>\n\n

                                                                                                                                                                    In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                                                                                    Developed Nations<\/strong><\/p>\n\n

                                                                                                                                                                    This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                                                                                    Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                                                                                    Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                                                                                    Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                                                                                    Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                                                                                    Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                                                                                    Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                                                                                    The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                                                                                    AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                                                                                    AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                                                                                    Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                                                                                    Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                                                                                    I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                                                                                    Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                                                                                    Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                                                                                    Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                                                                                    Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                                                                                    Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                                                                                    Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                                                                                    In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                                                                                    Note:<\/p>\n\n\n\n

                                                                                                                                                                    The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                                                                                      \n
                                                                                                                                                                    1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                                                                                    2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                                                                                    3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                                                                                    4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                                                                                    5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                                                                                    6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                                                                                    7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                                                                                    8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                                                                                      Page 1 of 12 1 2 … 12
                                                                                                                                                                      \n

                                                                                                                                                                      The teams worked upon a template for the feature which would capture all the details, including acceptance criteria, dependencies, and risks. The template used by various teams were collated into a single template, reviewed, and enhanced\/updated.<\/p>\n\n\n\n

                                                                                                                                                                      The feature sizing was done using T-shirt sizes, with participation of all the leads. For some features all were not able to contribute on the sizing, but were able to get an understanding of the features. This exercise helped immensely with surfacing of the dependencies and risks. One of the changes here was involving all the team leads that helped improving alignment and collaboration across the teams.<\/strong><\/p>\n\n\n\n

                                                                                                                                                                      Breaking down the Features into stories<\/h3>\n\n\n\n

                                                                                                                                                                      This was not being done uniformly across all teams. The teams were educated and coached\/mentored for creating good user stories. The INVEST criteria was used, which helped ensure that the stories were well defined and delivered value to the customer.<\/p>\n\n\n\n

                                                                                                                                                                      The breaking down was being done with just the Engineering Leads and Team; Product Owners were included in the process. PO\u2019s participation helped the team avoid making assumptions, by providing required information\/details. This also helped surface items where more information was to be gathered by the PO.<\/p>\n\n\n\n

                                                                                                                                                                      This step culminated by looking at all the stories in a feature and ensuring that the stories would indeed achieve all that the feature was set out to do. The key change here was improved collaboration between PO and the Team for fleshing out the feature.<\/strong><\/p>\n\n\n\n

                                                                                                                                                                      Refining and sizing the stories<\/h3>\n\n\n\n

                                                                                                                                                                      The stories were now better than in the past due to the involvement of the PO in the feature break down. It also helped the team arrive at a common understanding of the story with participation from all.<\/p>\n\n\n\n

                                                                                                                                                                      The concept of relative sizing was refreshed with the team. The sizing was done using planning poker and story points. The story and the acceptance criteria were read out, if it lacked clarity and the team was unable to size it, it was set aside for additional discussion with the PO. The team arrived at the size in two rounds for most of the stories.<\/p>\n\n\n\n

                                                                                                                                                                      The very act of each team member telling a size for the story, followed by sharing the thought behind that number helped elicit and surface all inputs and questions from all the team. This helped with and inclusion of any missing details in the story and have a common understanding of the story.<\/p>\n\n\n\n

                                                                                                                                                                      This step culminated in the stories meeting their \u201cDefinition of Ready\u201d. The key change here was participation of all the team members and reaching out to the PO for missing information.<\/strong><\/p>\n\n\n\n

                                                                                                                                                                      With this the team was all set with a backlog that met the DoR.<\/p>\n\n\n\n

                                                                                                                                                                      The journey to this state was ensued with participation and contribution from key stakeholders. There was marked improvement in the collaboration and alignment across the organization.<\/p>\n\n\n\n

                                                                                                                                                                      While this was one approach that brought significant improvements, every organization\u2019s context is unique. I'd love to hear how you've tackled backlog challenges in your team. <\/p>\n\n\n\n

                                                                                                                                                                      <\/p>\n","post_title":"How DEEP is your backlog?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"how-deep-is-your-backlog","to_ping":"","pinged":"","post_modified":"2025-04-28 10:04:30","post_modified_gmt":"2025-04-28 04:34:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=1000084","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999846,"post_author":"7","post_date":"2025-03-31 15:49:53","post_date_gmt":"2025-03-31 10:19:53","post_content":"\n

                                                                                                                                                                      Introduction<\/strong><\/p>\n\n\n\n

                                                                                                                                                                      I grew up in a small town in a loving family and a sheltered environment. When I came to college in a big city, I noticed many bright minds from diverse backgrounds from different parts of the country.\u00a0 While it was all overwhelming, it led to an important a decision that \u201cI need to become a better me!\u201d. As life unfolded, I realized that is not a one-time decision but a lifetime one! There is always room for a better me in the future. Despite this awareness, I have always struggled with change and still do. In this post, I would like to reflect on my challenges with changing myself.<\/p>\n\n\n\n

                                                                                                                                                                      Anatomy of change<\/strong><\/p>\n\n\n\n

                                                                                                                                                                      In 1970s, James Prochaska and Carlo DiClemente developed a five-stage change model:<\/p>\n\n\n\n

                                                                                                                                                                      1. Pre-contemplation (not ready): Not considering making a change<\/p>\n\n\n\n

                                                                                                                                                                      2. Contemplation (getting ready): Considers change; weighing pros & cons<\/p>\n\n\n\n

                                                                                                                                                                      3. Preparation (ready): Explore alternative ways to change; try small changes<\/p>\n\n\n\n

                                                                                                                                                                      4. Action: Commit to a plan and act<\/p>\n\n\n\n

                                                                                                                                                                      5. Maintenance: Sustain change; new behaviour replaces old<\/p>\n\n\n\n

                                                                                                                                                                      Although the model was originally used to help people overcome problematic behaviours including smoking and drug abuse, it is now the standard model for behavioural change. While five stages are discretely called out, people tend to cycle back and forth through these stages as they change. Often a sixth stage is called out called \u2018Relapse\u2019 when people go back to their old ways after a period of maintenance and then they start all over again.<\/p>\n\n\n\n

                                                                                                                                                                      Experience is the best teacher<\/strong><\/p>\n\n\n\n

                                                                                                                                                                      I generally get past the Pre-contemplation and Contemplation stages quickly, at least I think so\ud83d\ude0a. That does not mean I change myself easily. When it comes to exploring the challenges with personal change, one\u2019s own experience is the best teacher. In the college days, change just meant learning new tangible skills. For example, I wanted to improve my spoken English or to hone my Hockey skills. As I started working, I realized I was required to change my behaviour and often based on feedback. Changes were also identified by observing others \u2013 some people I looked up to and wished to emulate; some I did not respect and not chose not to follow. As I grew in my career and got into family life, demands for personal change grew. Some reactive changes were necessitated by the situation, but some proactive ones were required by my dreams and goals.<\/p>\n\n\n\n

                                                                                                                                                                      Let us examine the kind of challenges I faced in the process of personal change. Here are five:<\/p>\n\n\n\n

                                                                                                                                                                      Challenge #1: Tortuous journey<\/strong><\/p>\n\n\n\n

                                                                                                                                                                      The journey from decision to change can be tortuous. To start with it took long time to prepare for the change \u2013 overthinking can be a curse. Once I make a change, I expected results too soon and tended to go back to the drawing board. Quantum of the change tended to be too small to have an impact.<\/p>\n\n\n\n

                                                                                                                                                                      Challenge #2: Re-negotiating decisions<\/strong><\/p>\n\n\n\n

                                                                                                                                                                      Once I decided to get up at 5am every morning. Why? Simply because Robin Sharma said so in one of his talks! 5am Club sounded like a good idea and many successful people did it. After all, my grandmother used to get up very early and my mother gets up at 4am in the morning. It must be a good idea, right? I did it for five days in a row and was ecstatic. On day six, I was a bit sleepy and was wondering if 5:30am will do! For a month, every day I will set the alarm for 5am and negotiate with self. I started getting out of bed as and when I felt like that morning! Does that happen to you? Re-negotiating decisions is major challenge for me.<\/p>\n\n\n\n

                                                                                                                                                                      Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                                                                                      When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                                                                                      Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                                                                                      While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                                                                                      Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                                                                                      Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                                                                                      Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                                                                                      Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                                                                                      Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                                                                                      In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                                                                                      <\/figure>\n\n

                                                                                                                                                                      During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                                                                                      One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                                                                                      Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                                                                                      Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                                                                                      \n\n\n\n
                                                                                                                                                                      \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                                                                                      The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                                                                                      It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                                                                                      Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                                                                                      Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                                                                                      Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                                                                                      Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                                                                                      Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                                                                                      Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                                                                                      Ratan Tata example<\/strong><\/p>\n\n

                                                                                                                                                                      In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                                                                                      Developed Nations<\/strong><\/p>\n\n

                                                                                                                                                                      This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                                                                                      Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                                                                                      Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                                                                                      Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                                                                                      Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                                                                                      Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                                                                                      Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                                                                                      The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                                                                                      AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                                                                                      AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                                                                                      Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                                                                                      Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                                                                                      I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                                                                                      Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                                                                                      Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                                                                                      Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                                                                                      Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                                                                                      Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                                                                                      Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                                                                                      In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                                                                                      Note:<\/p>\n\n\n\n

                                                                                                                                                                      The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                                                                                        \n
                                                                                                                                                                      1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                                                                                      2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                                                                                      3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                                                                                      4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                                                                                      5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                                                                                      6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                                                                                      7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                                                                                      8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                                                                                        Page 1 of 12 1 2 … 12
                                                                                                                                                                        \n

                                                                                                                                                                         Refining and sizing the features<\/h3>\n\n\n\n

                                                                                                                                                                        The teams worked upon a template for the feature which would capture all the details, including acceptance criteria, dependencies, and risks. The template used by various teams were collated into a single template, reviewed, and enhanced\/updated.<\/p>\n\n\n\n

                                                                                                                                                                        The feature sizing was done using T-shirt sizes, with participation of all the leads. For some features all were not able to contribute on the sizing, but were able to get an understanding of the features. This exercise helped immensely with surfacing of the dependencies and risks. One of the changes here was involving all the team leads that helped improving alignment and collaboration across the teams.<\/strong><\/p>\n\n\n\n

                                                                                                                                                                        Breaking down the Features into stories<\/h3>\n\n\n\n

                                                                                                                                                                        This was not being done uniformly across all teams. The teams were educated and coached\/mentored for creating good user stories. The INVEST criteria was used, which helped ensure that the stories were well defined and delivered value to the customer.<\/p>\n\n\n\n

                                                                                                                                                                        The breaking down was being done with just the Engineering Leads and Team; Product Owners were included in the process. PO\u2019s participation helped the team avoid making assumptions, by providing required information\/details. This also helped surface items where more information was to be gathered by the PO.<\/p>\n\n\n\n

                                                                                                                                                                        This step culminated by looking at all the stories in a feature and ensuring that the stories would indeed achieve all that the feature was set out to do. The key change here was improved collaboration between PO and the Team for fleshing out the feature.<\/strong><\/p>\n\n\n\n

                                                                                                                                                                        Refining and sizing the stories<\/h3>\n\n\n\n

                                                                                                                                                                        The stories were now better than in the past due to the involvement of the PO in the feature break down. It also helped the team arrive at a common understanding of the story with participation from all.<\/p>\n\n\n\n

                                                                                                                                                                        The concept of relative sizing was refreshed with the team. The sizing was done using planning poker and story points. The story and the acceptance criteria were read out, if it lacked clarity and the team was unable to size it, it was set aside for additional discussion with the PO. The team arrived at the size in two rounds for most of the stories.<\/p>\n\n\n\n

                                                                                                                                                                        The very act of each team member telling a size for the story, followed by sharing the thought behind that number helped elicit and surface all inputs and questions from all the team. This helped with and inclusion of any missing details in the story and have a common understanding of the story.<\/p>\n\n\n\n

                                                                                                                                                                        This step culminated in the stories meeting their \u201cDefinition of Ready\u201d. The key change here was participation of all the team members and reaching out to the PO for missing information.<\/strong><\/p>\n\n\n\n

                                                                                                                                                                        With this the team was all set with a backlog that met the DoR.<\/p>\n\n\n\n

                                                                                                                                                                        The journey to this state was ensued with participation and contribution from key stakeholders. There was marked improvement in the collaboration and alignment across the organization.<\/p>\n\n\n\n

                                                                                                                                                                        While this was one approach that brought significant improvements, every organization\u2019s context is unique. I'd love to hear how you've tackled backlog challenges in your team. <\/p>\n\n\n\n

                                                                                                                                                                        <\/p>\n","post_title":"How DEEP is your backlog?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"how-deep-is-your-backlog","to_ping":"","pinged":"","post_modified":"2025-04-28 10:04:30","post_modified_gmt":"2025-04-28 04:34:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=1000084","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999846,"post_author":"7","post_date":"2025-03-31 15:49:53","post_date_gmt":"2025-03-31 10:19:53","post_content":"\n

                                                                                                                                                                        Introduction<\/strong><\/p>\n\n\n\n

                                                                                                                                                                        I grew up in a small town in a loving family and a sheltered environment. When I came to college in a big city, I noticed many bright minds from diverse backgrounds from different parts of the country.\u00a0 While it was all overwhelming, it led to an important a decision that \u201cI need to become a better me!\u201d. As life unfolded, I realized that is not a one-time decision but a lifetime one! There is always room for a better me in the future. Despite this awareness, I have always struggled with change and still do. In this post, I would like to reflect on my challenges with changing myself.<\/p>\n\n\n\n

                                                                                                                                                                        Anatomy of change<\/strong><\/p>\n\n\n\n

                                                                                                                                                                        In 1970s, James Prochaska and Carlo DiClemente developed a five-stage change model:<\/p>\n\n\n\n

                                                                                                                                                                        1. Pre-contemplation (not ready): Not considering making a change<\/p>\n\n\n\n

                                                                                                                                                                        2. Contemplation (getting ready): Considers change; weighing pros & cons<\/p>\n\n\n\n

                                                                                                                                                                        3. Preparation (ready): Explore alternative ways to change; try small changes<\/p>\n\n\n\n

                                                                                                                                                                        4. Action: Commit to a plan and act<\/p>\n\n\n\n

                                                                                                                                                                        5. Maintenance: Sustain change; new behaviour replaces old<\/p>\n\n\n\n

                                                                                                                                                                        Although the model was originally used to help people overcome problematic behaviours including smoking and drug abuse, it is now the standard model for behavioural change. While five stages are discretely called out, people tend to cycle back and forth through these stages as they change. Often a sixth stage is called out called \u2018Relapse\u2019 when people go back to their old ways after a period of maintenance and then they start all over again.<\/p>\n\n\n\n

                                                                                                                                                                        Experience is the best teacher<\/strong><\/p>\n\n\n\n

                                                                                                                                                                        I generally get past the Pre-contemplation and Contemplation stages quickly, at least I think so\ud83d\ude0a. That does not mean I change myself easily. When it comes to exploring the challenges with personal change, one\u2019s own experience is the best teacher. In the college days, change just meant learning new tangible skills. For example, I wanted to improve my spoken English or to hone my Hockey skills. As I started working, I realized I was required to change my behaviour and often based on feedback. Changes were also identified by observing others \u2013 some people I looked up to and wished to emulate; some I did not respect and not chose not to follow. As I grew in my career and got into family life, demands for personal change grew. Some reactive changes were necessitated by the situation, but some proactive ones were required by my dreams and goals.<\/p>\n\n\n\n

                                                                                                                                                                        Let us examine the kind of challenges I faced in the process of personal change. Here are five:<\/p>\n\n\n\n

                                                                                                                                                                        Challenge #1: Tortuous journey<\/strong><\/p>\n\n\n\n

                                                                                                                                                                        The journey from decision to change can be tortuous. To start with it took long time to prepare for the change \u2013 overthinking can be a curse. Once I make a change, I expected results too soon and tended to go back to the drawing board. Quantum of the change tended to be too small to have an impact.<\/p>\n\n\n\n

                                                                                                                                                                        Challenge #2: Re-negotiating decisions<\/strong><\/p>\n\n\n\n

                                                                                                                                                                        Once I decided to get up at 5am every morning. Why? Simply because Robin Sharma said so in one of his talks! 5am Club sounded like a good idea and many successful people did it. After all, my grandmother used to get up very early and my mother gets up at 4am in the morning. It must be a good idea, right? I did it for five days in a row and was ecstatic. On day six, I was a bit sleepy and was wondering if 5:30am will do! For a month, every day I will set the alarm for 5am and negotiate with self. I started getting out of bed as and when I felt like that morning! Does that happen to you? Re-negotiating decisions is major challenge for me.<\/p>\n\n\n\n

                                                                                                                                                                        Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                                                                                        When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                                                                                        Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                                                                                        While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                                                                                        Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                                                                                        Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                                                                                        Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                                                                                        Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                                                                                        Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                                                                                        In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                                                                                        <\/figure>\n\n

                                                                                                                                                                        During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                                                                                        One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                                                                                        Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                                                                                        Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                                                                                        \n\n\n\n
                                                                                                                                                                        \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                                                                                        The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                                                                                        It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                                                                                        Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                                                                                        Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                                                                                        Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                                                                                        Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                                                                                        Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                                                                                        Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                                                                                        Ratan Tata example<\/strong><\/p>\n\n

                                                                                                                                                                        In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                                                                                        Developed Nations<\/strong><\/p>\n\n

                                                                                                                                                                        This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                                                                                        Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                                                                                        Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                                                                                        Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                                                                                        Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                                                                                        Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                                                                                        Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                                                                                        The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                                                                                        AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                                                                                        AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                                                                                        Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                                                                                        Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                                                                                        I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                                                                                        Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                                                                                        Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                                                                                        Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                                                                                        Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                                                                                        Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                                                                                        Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                                                                                        In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                                                                                        Note:<\/p>\n\n\n\n

                                                                                                                                                                        The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                                                                                          \n
                                                                                                                                                                        1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                                                                                        2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                                                                                        3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                                                                                        4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                                                                                        5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                                                                                        6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                                                                                        7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                                                                                        8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                                                                                          Page 1 of 12 1 2 … 12
                                                                                                                                                                          \n

                                                                                                                                                                          The Product Manager was made accountable for the Release goal. This was a shift from the diffused accountability of the initial days, which had worked well when they were a smaller team. <\/p>\n\n\n\n

                                                                                                                                                                           Refining and sizing the features<\/h3>\n\n\n\n

                                                                                                                                                                          The teams worked upon a template for the feature which would capture all the details, including acceptance criteria, dependencies, and risks. The template used by various teams were collated into a single template, reviewed, and enhanced\/updated.<\/p>\n\n\n\n

                                                                                                                                                                          The feature sizing was done using T-shirt sizes, with participation of all the leads. For some features all were not able to contribute on the sizing, but were able to get an understanding of the features. This exercise helped immensely with surfacing of the dependencies and risks. One of the changes here was involving all the team leads that helped improving alignment and collaboration across the teams.<\/strong><\/p>\n\n\n\n

                                                                                                                                                                          Breaking down the Features into stories<\/h3>\n\n\n\n

                                                                                                                                                                          This was not being done uniformly across all teams. The teams were educated and coached\/mentored for creating good user stories. The INVEST criteria was used, which helped ensure that the stories were well defined and delivered value to the customer.<\/p>\n\n\n\n

                                                                                                                                                                          The breaking down was being done with just the Engineering Leads and Team; Product Owners were included in the process. PO\u2019s participation helped the team avoid making assumptions, by providing required information\/details. This also helped surface items where more information was to be gathered by the PO.<\/p>\n\n\n\n

                                                                                                                                                                          This step culminated by looking at all the stories in a feature and ensuring that the stories would indeed achieve all that the feature was set out to do. The key change here was improved collaboration between PO and the Team for fleshing out the feature.<\/strong><\/p>\n\n\n\n

                                                                                                                                                                          Refining and sizing the stories<\/h3>\n\n\n\n

                                                                                                                                                                          The stories were now better than in the past due to the involvement of the PO in the feature break down. It also helped the team arrive at a common understanding of the story with participation from all.<\/p>\n\n\n\n

                                                                                                                                                                          The concept of relative sizing was refreshed with the team. The sizing was done using planning poker and story points. The story and the acceptance criteria were read out, if it lacked clarity and the team was unable to size it, it was set aside for additional discussion with the PO. The team arrived at the size in two rounds for most of the stories.<\/p>\n\n\n\n

                                                                                                                                                                          The very act of each team member telling a size for the story, followed by sharing the thought behind that number helped elicit and surface all inputs and questions from all the team. This helped with and inclusion of any missing details in the story and have a common understanding of the story.<\/p>\n\n\n\n

                                                                                                                                                                          This step culminated in the stories meeting their \u201cDefinition of Ready\u201d. The key change here was participation of all the team members and reaching out to the PO for missing information.<\/strong><\/p>\n\n\n\n

                                                                                                                                                                          With this the team was all set with a backlog that met the DoR.<\/p>\n\n\n\n

                                                                                                                                                                          The journey to this state was ensued with participation and contribution from key stakeholders. There was marked improvement in the collaboration and alignment across the organization.<\/p>\n\n\n\n

                                                                                                                                                                          While this was one approach that brought significant improvements, every organization\u2019s context is unique. I'd love to hear how you've tackled backlog challenges in your team. <\/p>\n\n\n\n

                                                                                                                                                                          <\/p>\n","post_title":"How DEEP is your backlog?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"how-deep-is-your-backlog","to_ping":"","pinged":"","post_modified":"2025-04-28 10:04:30","post_modified_gmt":"2025-04-28 04:34:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=1000084","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999846,"post_author":"7","post_date":"2025-03-31 15:49:53","post_date_gmt":"2025-03-31 10:19:53","post_content":"\n

                                                                                                                                                                          Introduction<\/strong><\/p>\n\n\n\n

                                                                                                                                                                          I grew up in a small town in a loving family and a sheltered environment. When I came to college in a big city, I noticed many bright minds from diverse backgrounds from different parts of the country.\u00a0 While it was all overwhelming, it led to an important a decision that \u201cI need to become a better me!\u201d. As life unfolded, I realized that is not a one-time decision but a lifetime one! There is always room for a better me in the future. Despite this awareness, I have always struggled with change and still do. In this post, I would like to reflect on my challenges with changing myself.<\/p>\n\n\n\n

                                                                                                                                                                          Anatomy of change<\/strong><\/p>\n\n\n\n

                                                                                                                                                                          In 1970s, James Prochaska and Carlo DiClemente developed a five-stage change model:<\/p>\n\n\n\n

                                                                                                                                                                          1. Pre-contemplation (not ready): Not considering making a change<\/p>\n\n\n\n

                                                                                                                                                                          2. Contemplation (getting ready): Considers change; weighing pros & cons<\/p>\n\n\n\n

                                                                                                                                                                          3. Preparation (ready): Explore alternative ways to change; try small changes<\/p>\n\n\n\n

                                                                                                                                                                          4. Action: Commit to a plan and act<\/p>\n\n\n\n

                                                                                                                                                                          5. Maintenance: Sustain change; new behaviour replaces old<\/p>\n\n\n\n

                                                                                                                                                                          Although the model was originally used to help people overcome problematic behaviours including smoking and drug abuse, it is now the standard model for behavioural change. While five stages are discretely called out, people tend to cycle back and forth through these stages as they change. Often a sixth stage is called out called \u2018Relapse\u2019 when people go back to their old ways after a period of maintenance and then they start all over again.<\/p>\n\n\n\n

                                                                                                                                                                          Experience is the best teacher<\/strong><\/p>\n\n\n\n

                                                                                                                                                                          I generally get past the Pre-contemplation and Contemplation stages quickly, at least I think so\ud83d\ude0a. That does not mean I change myself easily. When it comes to exploring the challenges with personal change, one\u2019s own experience is the best teacher. In the college days, change just meant learning new tangible skills. For example, I wanted to improve my spoken English or to hone my Hockey skills. As I started working, I realized I was required to change my behaviour and often based on feedback. Changes were also identified by observing others \u2013 some people I looked up to and wished to emulate; some I did not respect and not chose not to follow. As I grew in my career and got into family life, demands for personal change grew. Some reactive changes were necessitated by the situation, but some proactive ones were required by my dreams and goals.<\/p>\n\n\n\n

                                                                                                                                                                          Let us examine the kind of challenges I faced in the process of personal change. Here are five:<\/p>\n\n\n\n

                                                                                                                                                                          Challenge #1: Tortuous journey<\/strong><\/p>\n\n\n\n

                                                                                                                                                                          The journey from decision to change can be tortuous. To start with it took long time to prepare for the change \u2013 overthinking can be a curse. Once I make a change, I expected results too soon and tended to go back to the drawing board. Quantum of the change tended to be too small to have an impact.<\/p>\n\n\n\n

                                                                                                                                                                          Challenge #2: Re-negotiating decisions<\/strong><\/p>\n\n\n\n

                                                                                                                                                                          Once I decided to get up at 5am every morning. Why? Simply because Robin Sharma said so in one of his talks! 5am Club sounded like a good idea and many successful people did it. After all, my grandmother used to get up very early and my mother gets up at 4am in the morning. It must be a good idea, right? I did it for five days in a row and was ecstatic. On day six, I was a bit sleepy and was wondering if 5:30am will do! For a month, every day I will set the alarm for 5am and negotiate with self. I started getting out of bed as and when I felt like that morning! Does that happen to you? Re-negotiating decisions is major challenge for me.<\/p>\n\n\n\n

                                                                                                                                                                          Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                                                                                          When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                                                                                          Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                                                                                          While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                                                                                          Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                                                                                          Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                                                                                          Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                                                                                          Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                                                                                          Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                                                                                          In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                                                                                          <\/figure>\n\n

                                                                                                                                                                          During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                                                                                          One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                                                                                          Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                                                                                          Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                                                                                          \n\n\n\n
                                                                                                                                                                          \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                                                                                          The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                                                                                          It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                                                                                          Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                                                                                          Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                                                                                          Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                                                                                          Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                                                                                          Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                                                                                          Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                                                                                          Ratan Tata example<\/strong><\/p>\n\n

                                                                                                                                                                          In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                                                                                          Developed Nations<\/strong><\/p>\n\n

                                                                                                                                                                          This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                                                                                          Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                                                                                          Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                                                                                          Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                                                                                          Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                                                                                          Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                                                                                          Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                                                                                          The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                                                                                          AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                                                                                          AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                                                                                          Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                                                                                          Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                                                                                          I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                                                                                          Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                                                                                          Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                                                                                          Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                                                                                          Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                                                                                          Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                                                                                          Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                                                                                          In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                                                                                          Note:<\/p>\n\n\n\n

                                                                                                                                                                          The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                                                                                            \n
                                                                                                                                                                          1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                                                                                          2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                                                                                          3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                                                                                          4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                                                                                          5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                                                                                          6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                                                                                          7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                                                                                          8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                                                                                            Page 1 of 12 1 2 … 12
                                                                                                                                                                            \n

                                                                                                                                                                            One of the challenges was that inputs were coming from many stakeholders, all seemed valid and of immediate interest. The key stakeholder\u2019s Product Manager, Engineering Head and Sales Head collaborated to define what should the Release goal<\/strong> be for the subsequent and adjacent releases. It was not something cast in stone, changes could be incorporated if needed, but would need a review of the plans and consensus to make changes. All agreed that these changes would be recorded to help understand the changing needs and how they can be managed better going forward.<\/p>\n\n\n\n

                                                                                                                                                                            The Product Manager was made accountable for the Release goal. This was a shift from the diffused accountability of the initial days, which had worked well when they were a smaller team. <\/p>\n\n\n\n

                                                                                                                                                                             Refining and sizing the features<\/h3>\n\n\n\n

                                                                                                                                                                            The teams worked upon a template for the feature which would capture all the details, including acceptance criteria, dependencies, and risks. The template used by various teams were collated into a single template, reviewed, and enhanced\/updated.<\/p>\n\n\n\n

                                                                                                                                                                            The feature sizing was done using T-shirt sizes, with participation of all the leads. For some features all were not able to contribute on the sizing, but were able to get an understanding of the features. This exercise helped immensely with surfacing of the dependencies and risks. One of the changes here was involving all the team leads that helped improving alignment and collaboration across the teams.<\/strong><\/p>\n\n\n\n

                                                                                                                                                                            Breaking down the Features into stories<\/h3>\n\n\n\n

                                                                                                                                                                            This was not being done uniformly across all teams. The teams were educated and coached\/mentored for creating good user stories. The INVEST criteria was used, which helped ensure that the stories were well defined and delivered value to the customer.<\/p>\n\n\n\n

                                                                                                                                                                            The breaking down was being done with just the Engineering Leads and Team; Product Owners were included in the process. PO\u2019s participation helped the team avoid making assumptions, by providing required information\/details. This also helped surface items where more information was to be gathered by the PO.<\/p>\n\n\n\n

                                                                                                                                                                            This step culminated by looking at all the stories in a feature and ensuring that the stories would indeed achieve all that the feature was set out to do. The key change here was improved collaboration between PO and the Team for fleshing out the feature.<\/strong><\/p>\n\n\n\n

                                                                                                                                                                            Refining and sizing the stories<\/h3>\n\n\n\n

                                                                                                                                                                            The stories were now better than in the past due to the involvement of the PO in the feature break down. It also helped the team arrive at a common understanding of the story with participation from all.<\/p>\n\n\n\n

                                                                                                                                                                            The concept of relative sizing was refreshed with the team. The sizing was done using planning poker and story points. The story and the acceptance criteria were read out, if it lacked clarity and the team was unable to size it, it was set aside for additional discussion with the PO. The team arrived at the size in two rounds for most of the stories.<\/p>\n\n\n\n

                                                                                                                                                                            The very act of each team member telling a size for the story, followed by sharing the thought behind that number helped elicit and surface all inputs and questions from all the team. This helped with and inclusion of any missing details in the story and have a common understanding of the story.<\/p>\n\n\n\n

                                                                                                                                                                            This step culminated in the stories meeting their \u201cDefinition of Ready\u201d. The key change here was participation of all the team members and reaching out to the PO for missing information.<\/strong><\/p>\n\n\n\n

                                                                                                                                                                            With this the team was all set with a backlog that met the DoR.<\/p>\n\n\n\n

                                                                                                                                                                            The journey to this state was ensued with participation and contribution from key stakeholders. There was marked improvement in the collaboration and alignment across the organization.<\/p>\n\n\n\n

                                                                                                                                                                            While this was one approach that brought significant improvements, every organization\u2019s context is unique. I'd love to hear how you've tackled backlog challenges in your team. <\/p>\n\n\n\n

                                                                                                                                                                            <\/p>\n","post_title":"How DEEP is your backlog?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"how-deep-is-your-backlog","to_ping":"","pinged":"","post_modified":"2025-04-28 10:04:30","post_modified_gmt":"2025-04-28 04:34:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=1000084","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999846,"post_author":"7","post_date":"2025-03-31 15:49:53","post_date_gmt":"2025-03-31 10:19:53","post_content":"\n

                                                                                                                                                                            Introduction<\/strong><\/p>\n\n\n\n

                                                                                                                                                                            I grew up in a small town in a loving family and a sheltered environment. When I came to college in a big city, I noticed many bright minds from diverse backgrounds from different parts of the country.\u00a0 While it was all overwhelming, it led to an important a decision that \u201cI need to become a better me!\u201d. As life unfolded, I realized that is not a one-time decision but a lifetime one! There is always room for a better me in the future. Despite this awareness, I have always struggled with change and still do. In this post, I would like to reflect on my challenges with changing myself.<\/p>\n\n\n\n

                                                                                                                                                                            Anatomy of change<\/strong><\/p>\n\n\n\n

                                                                                                                                                                            In 1970s, James Prochaska and Carlo DiClemente developed a five-stage change model:<\/p>\n\n\n\n

                                                                                                                                                                            1. Pre-contemplation (not ready): Not considering making a change<\/p>\n\n\n\n

                                                                                                                                                                            2. Contemplation (getting ready): Considers change; weighing pros & cons<\/p>\n\n\n\n

                                                                                                                                                                            3. Preparation (ready): Explore alternative ways to change; try small changes<\/p>\n\n\n\n

                                                                                                                                                                            4. Action: Commit to a plan and act<\/p>\n\n\n\n

                                                                                                                                                                            5. Maintenance: Sustain change; new behaviour replaces old<\/p>\n\n\n\n

                                                                                                                                                                            Although the model was originally used to help people overcome problematic behaviours including smoking and drug abuse, it is now the standard model for behavioural change. While five stages are discretely called out, people tend to cycle back and forth through these stages as they change. Often a sixth stage is called out called \u2018Relapse\u2019 when people go back to their old ways after a period of maintenance and then they start all over again.<\/p>\n\n\n\n

                                                                                                                                                                            Experience is the best teacher<\/strong><\/p>\n\n\n\n

                                                                                                                                                                            I generally get past the Pre-contemplation and Contemplation stages quickly, at least I think so\ud83d\ude0a. That does not mean I change myself easily. When it comes to exploring the challenges with personal change, one\u2019s own experience is the best teacher. In the college days, change just meant learning new tangible skills. For example, I wanted to improve my spoken English or to hone my Hockey skills. As I started working, I realized I was required to change my behaviour and often based on feedback. Changes were also identified by observing others \u2013 some people I looked up to and wished to emulate; some I did not respect and not chose not to follow. As I grew in my career and got into family life, demands for personal change grew. Some reactive changes were necessitated by the situation, but some proactive ones were required by my dreams and goals.<\/p>\n\n\n\n

                                                                                                                                                                            Let us examine the kind of challenges I faced in the process of personal change. Here are five:<\/p>\n\n\n\n

                                                                                                                                                                            Challenge #1: Tortuous journey<\/strong><\/p>\n\n\n\n

                                                                                                                                                                            The journey from decision to change can be tortuous. To start with it took long time to prepare for the change \u2013 overthinking can be a curse. Once I make a change, I expected results too soon and tended to go back to the drawing board. Quantum of the change tended to be too small to have an impact.<\/p>\n\n\n\n

                                                                                                                                                                            Challenge #2: Re-negotiating decisions<\/strong><\/p>\n\n\n\n

                                                                                                                                                                            Once I decided to get up at 5am every morning. Why? Simply because Robin Sharma said so in one of his talks! 5am Club sounded like a good idea and many successful people did it. After all, my grandmother used to get up very early and my mother gets up at 4am in the morning. It must be a good idea, right? I did it for five days in a row and was ecstatic. On day six, I was a bit sleepy and was wondering if 5:30am will do! For a month, every day I will set the alarm for 5am and negotiate with self. I started getting out of bed as and when I felt like that morning! Does that happen to you? Re-negotiating decisions is major challenge for me.<\/p>\n\n\n\n

                                                                                                                                                                            Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                                                                                            When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                                                                                            Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                                                                                            While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                                                                                            Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                                                                                            Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                                                                                            Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                                                                                            Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                                                                                            Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                                                                                            In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                                                                                            <\/figure>\n\n

                                                                                                                                                                            During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                                                                                            One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                                                                                            Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                                                                                            Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                                                                                            \n\n\n\n
                                                                                                                                                                            \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                                                                                            The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                                                                                            It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                                                                                            Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                                                                                            Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                                                                                            Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                                                                                            Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                                                                                            Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                                                                                            Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                                                                                            Ratan Tata example<\/strong><\/p>\n\n

                                                                                                                                                                            In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                                                                                            Developed Nations<\/strong><\/p>\n\n

                                                                                                                                                                            This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                                                                                            Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                                                                                            Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                                                                                            Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                                                                                            Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                                                                                            Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                                                                                            Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                                                                                            The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                                                                                            AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                                                                                            AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                                                                                            Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                                                                                            Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                                                                                            I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                                                                                            Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                                                                                            Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                                                                                            Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                                                                                            Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                                                                                            Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                                                                                            Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                                                                                            In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                                                                                            Note:<\/p>\n\n\n\n

                                                                                                                                                                            The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                                                                                              \n
                                                                                                                                                                            1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                                                                                            2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                                                                                            3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                                                                                            4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                                                                                            5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                                                                                            6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                                                                                            7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                                                                                            8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                                                                                              Page 1 of 12 1 2 … 12
                                                                                                                                                                              \n

                                                                                                                                                                              Set up the Release goal<\/h3>\n\n\n\n

                                                                                                                                                                              One of the challenges was that inputs were coming from many stakeholders, all seemed valid and of immediate interest. The key stakeholder\u2019s Product Manager, Engineering Head and Sales Head collaborated to define what should the Release goal<\/strong> be for the subsequent and adjacent releases. It was not something cast in stone, changes could be incorporated if needed, but would need a review of the plans and consensus to make changes. All agreed that these changes would be recorded to help understand the changing needs and how they can be managed better going forward.<\/p>\n\n\n\n

                                                                                                                                                                              The Product Manager was made accountable for the Release goal. This was a shift from the diffused accountability of the initial days, which had worked well when they were a smaller team. <\/p>\n\n\n\n

                                                                                                                                                                               Refining and sizing the features<\/h3>\n\n\n\n

                                                                                                                                                                              The teams worked upon a template for the feature which would capture all the details, including acceptance criteria, dependencies, and risks. The template used by various teams were collated into a single template, reviewed, and enhanced\/updated.<\/p>\n\n\n\n

                                                                                                                                                                              The feature sizing was done using T-shirt sizes, with participation of all the leads. For some features all were not able to contribute on the sizing, but were able to get an understanding of the features. This exercise helped immensely with surfacing of the dependencies and risks. One of the changes here was involving all the team leads that helped improving alignment and collaboration across the teams.<\/strong><\/p>\n\n\n\n

                                                                                                                                                                              Breaking down the Features into stories<\/h3>\n\n\n\n

                                                                                                                                                                              This was not being done uniformly across all teams. The teams were educated and coached\/mentored for creating good user stories. The INVEST criteria was used, which helped ensure that the stories were well defined and delivered value to the customer.<\/p>\n\n\n\n

                                                                                                                                                                              The breaking down was being done with just the Engineering Leads and Team; Product Owners were included in the process. PO\u2019s participation helped the team avoid making assumptions, by providing required information\/details. This also helped surface items where more information was to be gathered by the PO.<\/p>\n\n\n\n

                                                                                                                                                                              This step culminated by looking at all the stories in a feature and ensuring that the stories would indeed achieve all that the feature was set out to do. The key change here was improved collaboration between PO and the Team for fleshing out the feature.<\/strong><\/p>\n\n\n\n

                                                                                                                                                                              Refining and sizing the stories<\/h3>\n\n\n\n

                                                                                                                                                                              The stories were now better than in the past due to the involvement of the PO in the feature break down. It also helped the team arrive at a common understanding of the story with participation from all.<\/p>\n\n\n\n

                                                                                                                                                                              The concept of relative sizing was refreshed with the team. The sizing was done using planning poker and story points. The story and the acceptance criteria were read out, if it lacked clarity and the team was unable to size it, it was set aside for additional discussion with the PO. The team arrived at the size in two rounds for most of the stories.<\/p>\n\n\n\n

                                                                                                                                                                              The very act of each team member telling a size for the story, followed by sharing the thought behind that number helped elicit and surface all inputs and questions from all the team. This helped with and inclusion of any missing details in the story and have a common understanding of the story.<\/p>\n\n\n\n

                                                                                                                                                                              This step culminated in the stories meeting their \u201cDefinition of Ready\u201d. The key change here was participation of all the team members and reaching out to the PO for missing information.<\/strong><\/p>\n\n\n\n

                                                                                                                                                                              With this the team was all set with a backlog that met the DoR.<\/p>\n\n\n\n

                                                                                                                                                                              The journey to this state was ensued with participation and contribution from key stakeholders. There was marked improvement in the collaboration and alignment across the organization.<\/p>\n\n\n\n

                                                                                                                                                                              While this was one approach that brought significant improvements, every organization\u2019s context is unique. I'd love to hear how you've tackled backlog challenges in your team. <\/p>\n\n\n\n

                                                                                                                                                                              <\/p>\n","post_title":"How DEEP is your backlog?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"how-deep-is-your-backlog","to_ping":"","pinged":"","post_modified":"2025-04-28 10:04:30","post_modified_gmt":"2025-04-28 04:34:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=1000084","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999846,"post_author":"7","post_date":"2025-03-31 15:49:53","post_date_gmt":"2025-03-31 10:19:53","post_content":"\n

                                                                                                                                                                              Introduction<\/strong><\/p>\n\n\n\n

                                                                                                                                                                              I grew up in a small town in a loving family and a sheltered environment. When I came to college in a big city, I noticed many bright minds from diverse backgrounds from different parts of the country.\u00a0 While it was all overwhelming, it led to an important a decision that \u201cI need to become a better me!\u201d. As life unfolded, I realized that is not a one-time decision but a lifetime one! There is always room for a better me in the future. Despite this awareness, I have always struggled with change and still do. In this post, I would like to reflect on my challenges with changing myself.<\/p>\n\n\n\n

                                                                                                                                                                              Anatomy of change<\/strong><\/p>\n\n\n\n

                                                                                                                                                                              In 1970s, James Prochaska and Carlo DiClemente developed a five-stage change model:<\/p>\n\n\n\n

                                                                                                                                                                              1. Pre-contemplation (not ready): Not considering making a change<\/p>\n\n\n\n

                                                                                                                                                                              2. Contemplation (getting ready): Considers change; weighing pros & cons<\/p>\n\n\n\n

                                                                                                                                                                              3. Preparation (ready): Explore alternative ways to change; try small changes<\/p>\n\n\n\n

                                                                                                                                                                              4. Action: Commit to a plan and act<\/p>\n\n\n\n

                                                                                                                                                                              5. Maintenance: Sustain change; new behaviour replaces old<\/p>\n\n\n\n

                                                                                                                                                                              Although the model was originally used to help people overcome problematic behaviours including smoking and drug abuse, it is now the standard model for behavioural change. While five stages are discretely called out, people tend to cycle back and forth through these stages as they change. Often a sixth stage is called out called \u2018Relapse\u2019 when people go back to their old ways after a period of maintenance and then they start all over again.<\/p>\n\n\n\n

                                                                                                                                                                              Experience is the best teacher<\/strong><\/p>\n\n\n\n

                                                                                                                                                                              I generally get past the Pre-contemplation and Contemplation stages quickly, at least I think so\ud83d\ude0a. That does not mean I change myself easily. When it comes to exploring the challenges with personal change, one\u2019s own experience is the best teacher. In the college days, change just meant learning new tangible skills. For example, I wanted to improve my spoken English or to hone my Hockey skills. As I started working, I realized I was required to change my behaviour and often based on feedback. Changes were also identified by observing others \u2013 some people I looked up to and wished to emulate; some I did not respect and not chose not to follow. As I grew in my career and got into family life, demands for personal change grew. Some reactive changes were necessitated by the situation, but some proactive ones were required by my dreams and goals.<\/p>\n\n\n\n

                                                                                                                                                                              Let us examine the kind of challenges I faced in the process of personal change. Here are five:<\/p>\n\n\n\n

                                                                                                                                                                              Challenge #1: Tortuous journey<\/strong><\/p>\n\n\n\n

                                                                                                                                                                              The journey from decision to change can be tortuous. To start with it took long time to prepare for the change \u2013 overthinking can be a curse. Once I make a change, I expected results too soon and tended to go back to the drawing board. Quantum of the change tended to be too small to have an impact.<\/p>\n\n\n\n

                                                                                                                                                                              Challenge #2: Re-negotiating decisions<\/strong><\/p>\n\n\n\n

                                                                                                                                                                              Once I decided to get up at 5am every morning. Why? Simply because Robin Sharma said so in one of his talks! 5am Club sounded like a good idea and many successful people did it. After all, my grandmother used to get up very early and my mother gets up at 4am in the morning. It must be a good idea, right? I did it for five days in a row and was ecstatic. On day six, I was a bit sleepy and was wondering if 5:30am will do! For a month, every day I will set the alarm for 5am and negotiate with self. I started getting out of bed as and when I felt like that morning! Does that happen to you? Re-negotiating decisions is major challenge for me.<\/p>\n\n\n\n

                                                                                                                                                                              Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                                                                                              When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                                                                                              Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                                                                                              While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                                                                                              Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                                                                                              Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                                                                                              Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                                                                                              Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                                                                                              Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                                                                                              In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                                                                                              <\/figure>\n\n

                                                                                                                                                                              During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                                                                                              One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                                                                                              Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                                                                                              Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                                                                                              \n\n\n\n
                                                                                                                                                                              \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                                                                                              The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                                                                                              It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                                                                                              Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                                                                                              Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                                                                                              Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                                                                                              Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                                                                                              Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                                                                                              Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                                                                                              Ratan Tata example<\/strong><\/p>\n\n

                                                                                                                                                                              In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                                                                                              Developed Nations<\/strong><\/p>\n\n

                                                                                                                                                                              This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                                                                                              Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                                                                                              Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                                                                                              Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                                                                                              Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                                                                                              Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                                                                                              Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                                                                                              The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                                                                                              AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                                                                                              AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                                                                                              Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                                                                                              Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                                                                                              I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                                                                                              Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                                                                                              Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                                                                                              Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                                                                                              Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                                                                                              Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                                                                                              Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                                                                                              In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                                                                                              Note:<\/p>\n\n\n\n

                                                                                                                                                                              The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                                                                                                \n
                                                                                                                                                                              1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                                                                                              2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                                                                                              3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                                                                                              4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                                                                                              5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                                                                                              6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                                                                                              7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                                                                                              8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                                                                                                Page 1 of 12 1 2 … 12
                                                                                                                                                                                \n

                                                                                                                                                                                We could help the organization with a workshop covering all aspects of backlog management, followed by bringing in changes in their approach to the backlog refinement, with our mentoring and coaching.<\/p>\n\n\n\n

                                                                                                                                                                                Set up the Release goal<\/h3>\n\n\n\n

                                                                                                                                                                                One of the challenges was that inputs were coming from many stakeholders, all seemed valid and of immediate interest. The key stakeholder\u2019s Product Manager, Engineering Head and Sales Head collaborated to define what should the Release goal<\/strong> be for the subsequent and adjacent releases. It was not something cast in stone, changes could be incorporated if needed, but would need a review of the plans and consensus to make changes. All agreed that these changes would be recorded to help understand the changing needs and how they can be managed better going forward.<\/p>\n\n\n\n

                                                                                                                                                                                The Product Manager was made accountable for the Release goal. This was a shift from the diffused accountability of the initial days, which had worked well when they were a smaller team. <\/p>\n\n\n\n

                                                                                                                                                                                 Refining and sizing the features<\/h3>\n\n\n\n

                                                                                                                                                                                The teams worked upon a template for the feature which would capture all the details, including acceptance criteria, dependencies, and risks. The template used by various teams were collated into a single template, reviewed, and enhanced\/updated.<\/p>\n\n\n\n

                                                                                                                                                                                The feature sizing was done using T-shirt sizes, with participation of all the leads. For some features all were not able to contribute on the sizing, but were able to get an understanding of the features. This exercise helped immensely with surfacing of the dependencies and risks. One of the changes here was involving all the team leads that helped improving alignment and collaboration across the teams.<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                Breaking down the Features into stories<\/h3>\n\n\n\n

                                                                                                                                                                                This was not being done uniformly across all teams. The teams were educated and coached\/mentored for creating good user stories. The INVEST criteria was used, which helped ensure that the stories were well defined and delivered value to the customer.<\/p>\n\n\n\n

                                                                                                                                                                                The breaking down was being done with just the Engineering Leads and Team; Product Owners were included in the process. PO\u2019s participation helped the team avoid making assumptions, by providing required information\/details. This also helped surface items where more information was to be gathered by the PO.<\/p>\n\n\n\n

                                                                                                                                                                                This step culminated by looking at all the stories in a feature and ensuring that the stories would indeed achieve all that the feature was set out to do. The key change here was improved collaboration between PO and the Team for fleshing out the feature.<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                Refining and sizing the stories<\/h3>\n\n\n\n

                                                                                                                                                                                The stories were now better than in the past due to the involvement of the PO in the feature break down. It also helped the team arrive at a common understanding of the story with participation from all.<\/p>\n\n\n\n

                                                                                                                                                                                The concept of relative sizing was refreshed with the team. The sizing was done using planning poker and story points. The story and the acceptance criteria were read out, if it lacked clarity and the team was unable to size it, it was set aside for additional discussion with the PO. The team arrived at the size in two rounds for most of the stories.<\/p>\n\n\n\n

                                                                                                                                                                                The very act of each team member telling a size for the story, followed by sharing the thought behind that number helped elicit and surface all inputs and questions from all the team. This helped with and inclusion of any missing details in the story and have a common understanding of the story.<\/p>\n\n\n\n

                                                                                                                                                                                This step culminated in the stories meeting their \u201cDefinition of Ready\u201d. The key change here was participation of all the team members and reaching out to the PO for missing information.<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                With this the team was all set with a backlog that met the DoR.<\/p>\n\n\n\n

                                                                                                                                                                                The journey to this state was ensued with participation and contribution from key stakeholders. There was marked improvement in the collaboration and alignment across the organization.<\/p>\n\n\n\n

                                                                                                                                                                                While this was one approach that brought significant improvements, every organization\u2019s context is unique. I'd love to hear how you've tackled backlog challenges in your team. <\/p>\n\n\n\n

                                                                                                                                                                                <\/p>\n","post_title":"How DEEP is your backlog?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"how-deep-is-your-backlog","to_ping":"","pinged":"","post_modified":"2025-04-28 10:04:30","post_modified_gmt":"2025-04-28 04:34:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=1000084","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999846,"post_author":"7","post_date":"2025-03-31 15:49:53","post_date_gmt":"2025-03-31 10:19:53","post_content":"\n

                                                                                                                                                                                Introduction<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                I grew up in a small town in a loving family and a sheltered environment. When I came to college in a big city, I noticed many bright minds from diverse backgrounds from different parts of the country.\u00a0 While it was all overwhelming, it led to an important a decision that \u201cI need to become a better me!\u201d. As life unfolded, I realized that is not a one-time decision but a lifetime one! There is always room for a better me in the future. Despite this awareness, I have always struggled with change and still do. In this post, I would like to reflect on my challenges with changing myself.<\/p>\n\n\n\n

                                                                                                                                                                                Anatomy of change<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                In 1970s, James Prochaska and Carlo DiClemente developed a five-stage change model:<\/p>\n\n\n\n

                                                                                                                                                                                1. Pre-contemplation (not ready): Not considering making a change<\/p>\n\n\n\n

                                                                                                                                                                                2. Contemplation (getting ready): Considers change; weighing pros & cons<\/p>\n\n\n\n

                                                                                                                                                                                3. Preparation (ready): Explore alternative ways to change; try small changes<\/p>\n\n\n\n

                                                                                                                                                                                4. Action: Commit to a plan and act<\/p>\n\n\n\n

                                                                                                                                                                                5. Maintenance: Sustain change; new behaviour replaces old<\/p>\n\n\n\n

                                                                                                                                                                                Although the model was originally used to help people overcome problematic behaviours including smoking and drug abuse, it is now the standard model for behavioural change. While five stages are discretely called out, people tend to cycle back and forth through these stages as they change. Often a sixth stage is called out called \u2018Relapse\u2019 when people go back to their old ways after a period of maintenance and then they start all over again.<\/p>\n\n\n\n

                                                                                                                                                                                Experience is the best teacher<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                I generally get past the Pre-contemplation and Contemplation stages quickly, at least I think so\ud83d\ude0a. That does not mean I change myself easily. When it comes to exploring the challenges with personal change, one\u2019s own experience is the best teacher. In the college days, change just meant learning new tangible skills. For example, I wanted to improve my spoken English or to hone my Hockey skills. As I started working, I realized I was required to change my behaviour and often based on feedback. Changes were also identified by observing others \u2013 some people I looked up to and wished to emulate; some I did not respect and not chose not to follow. As I grew in my career and got into family life, demands for personal change grew. Some reactive changes were necessitated by the situation, but some proactive ones were required by my dreams and goals.<\/p>\n\n\n\n

                                                                                                                                                                                Let us examine the kind of challenges I faced in the process of personal change. Here are five:<\/p>\n\n\n\n

                                                                                                                                                                                Challenge #1: Tortuous journey<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                The journey from decision to change can be tortuous. To start with it took long time to prepare for the change \u2013 overthinking can be a curse. Once I make a change, I expected results too soon and tended to go back to the drawing board. Quantum of the change tended to be too small to have an impact.<\/p>\n\n\n\n

                                                                                                                                                                                Challenge #2: Re-negotiating decisions<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                Once I decided to get up at 5am every morning. Why? Simply because Robin Sharma said so in one of his talks! 5am Club sounded like a good idea and many successful people did it. After all, my grandmother used to get up very early and my mother gets up at 4am in the morning. It must be a good idea, right? I did it for five days in a row and was ecstatic. On day six, I was a bit sleepy and was wondering if 5:30am will do! For a month, every day I will set the alarm for 5am and negotiate with self. I started getting out of bed as and when I felt like that morning! Does that happen to you? Re-negotiating decisions is major challenge for me.<\/p>\n\n\n\n

                                                                                                                                                                                Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                                                                                                Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                                                                                                Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                                                                                                Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                                                                                                Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                                                                                                <\/figure>\n\n

                                                                                                                                                                                During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                                                                                                One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                                                                                                Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                                                                                                Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                                                                                                \n\n\n\n
                                                                                                                                                                                \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                                                                                                The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                                                                                                It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                                                                                                Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                                                                                                Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                                                                                                Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                                                                                                Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                                                                                                Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                                                                                                Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                                                                                                Ratan Tata example<\/strong><\/p>\n\n

                                                                                                                                                                                In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                                                                                                Developed Nations<\/strong><\/p>\n\n

                                                                                                                                                                                This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                                                                                                Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                                                                                                Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                                                                                                Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                                                                                                Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                                                                                                Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                                                                                                Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                                                                                                The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                                                                                                AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                                                                                                AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                                                                                                Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                                                                                                Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                                                                                                I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                                                                                                Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                                                                                                Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                                                                                                Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                                                                                                Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                                                                                                Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                                                                                                Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                                                                                                In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                                                                                                Note:<\/p>\n\n\n\n

                                                                                                                                                                                The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                                                                                                  \n
                                                                                                                                                                                1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                                                                                                2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                                                                                                3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                                                                                                4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                                                                                                5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                                                                                                6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                                                                                                7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                                                                                                8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                                                                                                  Page 1 of 12 1 2 … 12
                                                                                                                                                                                  \n

                                                                                                                                                                                  The solution:<\/h2>\n\n\n\n

                                                                                                                                                                                  We could help the organization with a workshop covering all aspects of backlog management, followed by bringing in changes in their approach to the backlog refinement, with our mentoring and coaching.<\/p>\n\n\n\n

                                                                                                                                                                                  Set up the Release goal<\/h3>\n\n\n\n

                                                                                                                                                                                  One of the challenges was that inputs were coming from many stakeholders, all seemed valid and of immediate interest. The key stakeholder\u2019s Product Manager, Engineering Head and Sales Head collaborated to define what should the Release goal<\/strong> be for the subsequent and adjacent releases. It was not something cast in stone, changes could be incorporated if needed, but would need a review of the plans and consensus to make changes. All agreed that these changes would be recorded to help understand the changing needs and how they can be managed better going forward.<\/p>\n\n\n\n

                                                                                                                                                                                  The Product Manager was made accountable for the Release goal. This was a shift from the diffused accountability of the initial days, which had worked well when they were a smaller team. <\/p>\n\n\n\n

                                                                                                                                                                                   Refining and sizing the features<\/h3>\n\n\n\n

                                                                                                                                                                                  The teams worked upon a template for the feature which would capture all the details, including acceptance criteria, dependencies, and risks. The template used by various teams were collated into a single template, reviewed, and enhanced\/updated.<\/p>\n\n\n\n

                                                                                                                                                                                  The feature sizing was done using T-shirt sizes, with participation of all the leads. For some features all were not able to contribute on the sizing, but were able to get an understanding of the features. This exercise helped immensely with surfacing of the dependencies and risks. One of the changes here was involving all the team leads that helped improving alignment and collaboration across the teams.<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                  Breaking down the Features into stories<\/h3>\n\n\n\n

                                                                                                                                                                                  This was not being done uniformly across all teams. The teams were educated and coached\/mentored for creating good user stories. The INVEST criteria was used, which helped ensure that the stories were well defined and delivered value to the customer.<\/p>\n\n\n\n

                                                                                                                                                                                  The breaking down was being done with just the Engineering Leads and Team; Product Owners were included in the process. PO\u2019s participation helped the team avoid making assumptions, by providing required information\/details. This also helped surface items where more information was to be gathered by the PO.<\/p>\n\n\n\n

                                                                                                                                                                                  This step culminated by looking at all the stories in a feature and ensuring that the stories would indeed achieve all that the feature was set out to do. The key change here was improved collaboration between PO and the Team for fleshing out the feature.<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                  Refining and sizing the stories<\/h3>\n\n\n\n

                                                                                                                                                                                  The stories were now better than in the past due to the involvement of the PO in the feature break down. It also helped the team arrive at a common understanding of the story with participation from all.<\/p>\n\n\n\n

                                                                                                                                                                                  The concept of relative sizing was refreshed with the team. The sizing was done using planning poker and story points. The story and the acceptance criteria were read out, if it lacked clarity and the team was unable to size it, it was set aside for additional discussion with the PO. The team arrived at the size in two rounds for most of the stories.<\/p>\n\n\n\n

                                                                                                                                                                                  The very act of each team member telling a size for the story, followed by sharing the thought behind that number helped elicit and surface all inputs and questions from all the team. This helped with and inclusion of any missing details in the story and have a common understanding of the story.<\/p>\n\n\n\n

                                                                                                                                                                                  This step culminated in the stories meeting their \u201cDefinition of Ready\u201d. The key change here was participation of all the team members and reaching out to the PO for missing information.<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                  With this the team was all set with a backlog that met the DoR.<\/p>\n\n\n\n

                                                                                                                                                                                  The journey to this state was ensued with participation and contribution from key stakeholders. There was marked improvement in the collaboration and alignment across the organization.<\/p>\n\n\n\n

                                                                                                                                                                                  While this was one approach that brought significant improvements, every organization\u2019s context is unique. I'd love to hear how you've tackled backlog challenges in your team. <\/p>\n\n\n\n

                                                                                                                                                                                  <\/p>\n","post_title":"How DEEP is your backlog?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"how-deep-is-your-backlog","to_ping":"","pinged":"","post_modified":"2025-04-28 10:04:30","post_modified_gmt":"2025-04-28 04:34:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=1000084","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999846,"post_author":"7","post_date":"2025-03-31 15:49:53","post_date_gmt":"2025-03-31 10:19:53","post_content":"\n

                                                                                                                                                                                  Introduction<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                  I grew up in a small town in a loving family and a sheltered environment. When I came to college in a big city, I noticed many bright minds from diverse backgrounds from different parts of the country.\u00a0 While it was all overwhelming, it led to an important a decision that \u201cI need to become a better me!\u201d. As life unfolded, I realized that is not a one-time decision but a lifetime one! There is always room for a better me in the future. Despite this awareness, I have always struggled with change and still do. In this post, I would like to reflect on my challenges with changing myself.<\/p>\n\n\n\n

                                                                                                                                                                                  Anatomy of change<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                  In 1970s, James Prochaska and Carlo DiClemente developed a five-stage change model:<\/p>\n\n\n\n

                                                                                                                                                                                  1. Pre-contemplation (not ready): Not considering making a change<\/p>\n\n\n\n

                                                                                                                                                                                  2. Contemplation (getting ready): Considers change; weighing pros & cons<\/p>\n\n\n\n

                                                                                                                                                                                  3. Preparation (ready): Explore alternative ways to change; try small changes<\/p>\n\n\n\n

                                                                                                                                                                                  4. Action: Commit to a plan and act<\/p>\n\n\n\n

                                                                                                                                                                                  5. Maintenance: Sustain change; new behaviour replaces old<\/p>\n\n\n\n

                                                                                                                                                                                  Although the model was originally used to help people overcome problematic behaviours including smoking and drug abuse, it is now the standard model for behavioural change. While five stages are discretely called out, people tend to cycle back and forth through these stages as they change. Often a sixth stage is called out called \u2018Relapse\u2019 when people go back to their old ways after a period of maintenance and then they start all over again.<\/p>\n\n\n\n

                                                                                                                                                                                  Experience is the best teacher<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                  I generally get past the Pre-contemplation and Contemplation stages quickly, at least I think so\ud83d\ude0a. That does not mean I change myself easily. When it comes to exploring the challenges with personal change, one\u2019s own experience is the best teacher. In the college days, change just meant learning new tangible skills. For example, I wanted to improve my spoken English or to hone my Hockey skills. As I started working, I realized I was required to change my behaviour and often based on feedback. Changes were also identified by observing others \u2013 some people I looked up to and wished to emulate; some I did not respect and not chose not to follow. As I grew in my career and got into family life, demands for personal change grew. Some reactive changes were necessitated by the situation, but some proactive ones were required by my dreams and goals.<\/p>\n\n\n\n

                                                                                                                                                                                  Let us examine the kind of challenges I faced in the process of personal change. Here are five:<\/p>\n\n\n\n

                                                                                                                                                                                  Challenge #1: Tortuous journey<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                  The journey from decision to change can be tortuous. To start with it took long time to prepare for the change \u2013 overthinking can be a curse. Once I make a change, I expected results too soon and tended to go back to the drawing board. Quantum of the change tended to be too small to have an impact.<\/p>\n\n\n\n

                                                                                                                                                                                  Challenge #2: Re-negotiating decisions<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                  Once I decided to get up at 5am every morning. Why? Simply because Robin Sharma said so in one of his talks! 5am Club sounded like a good idea and many successful people did it. After all, my grandmother used to get up very early and my mother gets up at 4am in the morning. It must be a good idea, right? I did it for five days in a row and was ecstatic. On day six, I was a bit sleepy and was wondering if 5:30am will do! For a month, every day I will set the alarm for 5am and negotiate with self. I started getting out of bed as and when I felt like that morning! Does that happen to you? Re-negotiating decisions is major challenge for me.<\/p>\n\n\n\n

                                                                                                                                                                                  Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                  When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                                                                                                  Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                  While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                                                                                                  Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                  Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                                                                                                  Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                  Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                                                                                                  Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                  In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                                                                                                  <\/figure>\n\n

                                                                                                                                                                                  During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                                                                                                  One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                                                                                                  Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                                                                                                  Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                                                                                                  \n\n\n\n
                                                                                                                                                                                  \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                                                                                                  The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                                                                                                  It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                                                                                                  Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                                                                                                  Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                                                                                                  Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                                                                                                  Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                                                                                                  Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                                                                                                  Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                                                                                                  Ratan Tata example<\/strong><\/p>\n\n

                                                                                                                                                                                  In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                                                                                                  Developed Nations<\/strong><\/p>\n\n

                                                                                                                                                                                  This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                                                                                                  Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                                                                                                  Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                                                                                                  Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                                                                                                  Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                                                                                                  Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                                                                                                  Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                                                                                                  The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                                                                                                  AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                                                                                                  AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                                                                                                  Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                                                                                                  Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                                                                                                  I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                                                                                                  Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                                                                                                  Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                                                                                                  Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                                                                                                  Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                                                                                                  Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                                                                                                  Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                                                                                                  In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                                                                                                  Note:<\/p>\n\n\n\n

                                                                                                                                                                                  The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                                                                                                    \n
                                                                                                                                                                                  1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                                                                                                  2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                                                                                                  3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                                                                                                  4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                                                                                                  5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                                                                                                  6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                                                                                                  7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                                                                                                  8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
                                                                                                                                                                                    Page 1 of 12 1 2 … 12
                                                                                                                                                                                    \n

                                                                                                                                                                                    This required using guidelines like DEEP to arrive at a good backlog. Along with this the level of collaboration between the stakeholders \u2013 Product Manager, Product Owners, Engineering Head, Functional Leads, Tech Leads and Teams; had to be enhanced and sustained.<\/p>\n\n\n\n

                                                                                                                                                                                    The solution:<\/h2>\n\n\n\n

                                                                                                                                                                                    We could help the organization with a workshop covering all aspects of backlog management, followed by bringing in changes in their approach to the backlog refinement, with our mentoring and coaching.<\/p>\n\n\n\n

                                                                                                                                                                                    Set up the Release goal<\/h3>\n\n\n\n

                                                                                                                                                                                    One of the challenges was that inputs were coming from many stakeholders, all seemed valid and of immediate interest. The key stakeholder\u2019s Product Manager, Engineering Head and Sales Head collaborated to define what should the Release goal<\/strong> be for the subsequent and adjacent releases. It was not something cast in stone, changes could be incorporated if needed, but would need a review of the plans and consensus to make changes. All agreed that these changes would be recorded to help understand the changing needs and how they can be managed better going forward.<\/p>\n\n\n\n

                                                                                                                                                                                    The Product Manager was made accountable for the Release goal. This was a shift from the diffused accountability of the initial days, which had worked well when they were a smaller team. <\/p>\n\n\n\n

                                                                                                                                                                                     Refining and sizing the features<\/h3>\n\n\n\n

                                                                                                                                                                                    The teams worked upon a template for the feature which would capture all the details, including acceptance criteria, dependencies, and risks. The template used by various teams were collated into a single template, reviewed, and enhanced\/updated.<\/p>\n\n\n\n

                                                                                                                                                                                    The feature sizing was done using T-shirt sizes, with participation of all the leads. For some features all were not able to contribute on the sizing, but were able to get an understanding of the features. This exercise helped immensely with surfacing of the dependencies and risks. One of the changes here was involving all the team leads that helped improving alignment and collaboration across the teams.<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                    Breaking down the Features into stories<\/h3>\n\n\n\n

                                                                                                                                                                                    This was not being done uniformly across all teams. The teams were educated and coached\/mentored for creating good user stories. The INVEST criteria was used, which helped ensure that the stories were well defined and delivered value to the customer.<\/p>\n\n\n\n

                                                                                                                                                                                    The breaking down was being done with just the Engineering Leads and Team; Product Owners were included in the process. PO\u2019s participation helped the team avoid making assumptions, by providing required information\/details. This also helped surface items where more information was to be gathered by the PO.<\/p>\n\n\n\n

                                                                                                                                                                                    This step culminated by looking at all the stories in a feature and ensuring that the stories would indeed achieve all that the feature was set out to do. The key change here was improved collaboration between PO and the Team for fleshing out the feature.<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                    Refining and sizing the stories<\/h3>\n\n\n\n

                                                                                                                                                                                    The stories were now better than in the past due to the involvement of the PO in the feature break down. It also helped the team arrive at a common understanding of the story with participation from all.<\/p>\n\n\n\n

                                                                                                                                                                                    The concept of relative sizing was refreshed with the team. The sizing was done using planning poker and story points. The story and the acceptance criteria were read out, if it lacked clarity and the team was unable to size it, it was set aside for additional discussion with the PO. The team arrived at the size in two rounds for most of the stories.<\/p>\n\n\n\n

                                                                                                                                                                                    The very act of each team member telling a size for the story, followed by sharing the thought behind that number helped elicit and surface all inputs and questions from all the team. This helped with and inclusion of any missing details in the story and have a common understanding of the story.<\/p>\n\n\n\n

                                                                                                                                                                                    This step culminated in the stories meeting their \u201cDefinition of Ready\u201d. The key change here was participation of all the team members and reaching out to the PO for missing information.<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                    With this the team was all set with a backlog that met the DoR.<\/p>\n\n\n\n

                                                                                                                                                                                    The journey to this state was ensued with participation and contribution from key stakeholders. There was marked improvement in the collaboration and alignment across the organization.<\/p>\n\n\n\n

                                                                                                                                                                                    While this was one approach that brought significant improvements, every organization\u2019s context is unique. I'd love to hear how you've tackled backlog challenges in your team. <\/p>\n\n\n\n

                                                                                                                                                                                    <\/p>\n","post_title":"How DEEP is your backlog?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"how-deep-is-your-backlog","to_ping":"","pinged":"","post_modified":"2025-04-28 10:04:30","post_modified_gmt":"2025-04-28 04:34:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=1000084","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999846,"post_author":"7","post_date":"2025-03-31 15:49:53","post_date_gmt":"2025-03-31 10:19:53","post_content":"\n

                                                                                                                                                                                    Introduction<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                    I grew up in a small town in a loving family and a sheltered environment. When I came to college in a big city, I noticed many bright minds from diverse backgrounds from different parts of the country.\u00a0 While it was all overwhelming, it led to an important a decision that \u201cI need to become a better me!\u201d. As life unfolded, I realized that is not a one-time decision but a lifetime one! There is always room for a better me in the future. Despite this awareness, I have always struggled with change and still do. In this post, I would like to reflect on my challenges with changing myself.<\/p>\n\n\n\n

                                                                                                                                                                                    Anatomy of change<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                    In 1970s, James Prochaska and Carlo DiClemente developed a five-stage change model:<\/p>\n\n\n\n

                                                                                                                                                                                    1. Pre-contemplation (not ready): Not considering making a change<\/p>\n\n\n\n

                                                                                                                                                                                    2. Contemplation (getting ready): Considers change; weighing pros & cons<\/p>\n\n\n\n

                                                                                                                                                                                    3. Preparation (ready): Explore alternative ways to change; try small changes<\/p>\n\n\n\n

                                                                                                                                                                                    4. Action: Commit to a plan and act<\/p>\n\n\n\n

                                                                                                                                                                                    5. Maintenance: Sustain change; new behaviour replaces old<\/p>\n\n\n\n

                                                                                                                                                                                    Although the model was originally used to help people overcome problematic behaviours including smoking and drug abuse, it is now the standard model for behavioural change. While five stages are discretely called out, people tend to cycle back and forth through these stages as they change. Often a sixth stage is called out called \u2018Relapse\u2019 when people go back to their old ways after a period of maintenance and then they start all over again.<\/p>\n\n\n\n

                                                                                                                                                                                    Experience is the best teacher<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                    I generally get past the Pre-contemplation and Contemplation stages quickly, at least I think so\ud83d\ude0a. That does not mean I change myself easily. When it comes to exploring the challenges with personal change, one\u2019s own experience is the best teacher. In the college days, change just meant learning new tangible skills. For example, I wanted to improve my spoken English or to hone my Hockey skills. As I started working, I realized I was required to change my behaviour and often based on feedback. Changes were also identified by observing others \u2013 some people I looked up to and wished to emulate; some I did not respect and not chose not to follow. As I grew in my career and got into family life, demands for personal change grew. Some reactive changes were necessitated by the situation, but some proactive ones were required by my dreams and goals.<\/p>\n\n\n\n

                                                                                                                                                                                    Let us examine the kind of challenges I faced in the process of personal change. Here are five:<\/p>\n\n\n\n

                                                                                                                                                                                    Challenge #1: Tortuous journey<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                    The journey from decision to change can be tortuous. To start with it took long time to prepare for the change \u2013 overthinking can be a curse. Once I make a change, I expected results too soon and tended to go back to the drawing board. Quantum of the change tended to be too small to have an impact.<\/p>\n\n\n\n

                                                                                                                                                                                    Challenge #2: Re-negotiating decisions<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                    Once I decided to get up at 5am every morning. Why? Simply because Robin Sharma said so in one of his talks! 5am Club sounded like a good idea and many successful people did it. After all, my grandmother used to get up very early and my mother gets up at 4am in the morning. It must be a good idea, right? I did it for five days in a row and was ecstatic. On day six, I was a bit sleepy and was wondering if 5:30am will do! For a month, every day I will set the alarm for 5am and negotiate with self. I started getting out of bed as and when I felt like that morning! Does that happen to you? Re-negotiating decisions is major challenge for me.<\/p>\n\n\n\n

                                                                                                                                                                                    Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                    When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                                                                                                    Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                    While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                                                                                                    Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                    Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                                                                                                    Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                    Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                                                                                                    Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                    In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                                                                                                    <\/figure>\n\n

                                                                                                                                                                                    During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                                                                                                    One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                                                                                                    Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                                                                                                    Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                                                                                                    \n\n\n\n
                                                                                                                                                                                    \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                                                                                                    The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                                                                                                    It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                                                                                                    Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                                                                                                    Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                                                                                                    Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                                                                                                    Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                                                                                                    Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                                                                                                    Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                                                                                                    Ratan Tata example<\/strong><\/p>\n\n

                                                                                                                                                                                    In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                                                                                                    Developed Nations<\/strong><\/p>\n\n

                                                                                                                                                                                    This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                                                                                                    Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                                                                                                    Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                                                                                                    Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                                                                                                    Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                                                                                                    Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                                                                                                    Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                                                                                                    The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                                                                                                    AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                                                                                                    AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                                                                                                    Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                                                                                                    Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                                                                                                    I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                                                                                                    Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                                                                                                    Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                                                                                                    Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                                                                                                    Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                                                                                                    Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                                                                                                    Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                                                                                                    In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                                                                                                    Note:<\/p>\n\n\n\n

                                                                                                                                                                                    The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                                                                                                      \n
                                                                                                                                                                                    1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                                                                                                    2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                                                                                                    3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                                                                                                    4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                                                                                                    5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                                                                                                    6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                                                                                                    7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                                                                                                    8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
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                                                                                                                                                                                      \n

                                                                                                                                                                                      The above pattern is common and repeats across organizations with some variations. The need here was to help teams improve backlog management, ensure delivery readiness, and align backlog items with strategic value. To ensure that vague and scattered requirements are transformed into structured, value-driven backlogs.<\/p>\n\n\n\n

                                                                                                                                                                                      This required using guidelines like DEEP to arrive at a good backlog. Along with this the level of collaboration between the stakeholders \u2013 Product Manager, Product Owners, Engineering Head, Functional Leads, Tech Leads and Teams; had to be enhanced and sustained.<\/p>\n\n\n\n

                                                                                                                                                                                      The solution:<\/h2>\n\n\n\n

                                                                                                                                                                                      We could help the organization with a workshop covering all aspects of backlog management, followed by bringing in changes in their approach to the backlog refinement, with our mentoring and coaching.<\/p>\n\n\n\n

                                                                                                                                                                                      Set up the Release goal<\/h3>\n\n\n\n

                                                                                                                                                                                      One of the challenges was that inputs were coming from many stakeholders, all seemed valid and of immediate interest. The key stakeholder\u2019s Product Manager, Engineering Head and Sales Head collaborated to define what should the Release goal<\/strong> be for the subsequent and adjacent releases. It was not something cast in stone, changes could be incorporated if needed, but would need a review of the plans and consensus to make changes. All agreed that these changes would be recorded to help understand the changing needs and how they can be managed better going forward.<\/p>\n\n\n\n

                                                                                                                                                                                      The Product Manager was made accountable for the Release goal. This was a shift from the diffused accountability of the initial days, which had worked well when they were a smaller team. <\/p>\n\n\n\n

                                                                                                                                                                                       Refining and sizing the features<\/h3>\n\n\n\n

                                                                                                                                                                                      The teams worked upon a template for the feature which would capture all the details, including acceptance criteria, dependencies, and risks. The template used by various teams were collated into a single template, reviewed, and enhanced\/updated.<\/p>\n\n\n\n

                                                                                                                                                                                      The feature sizing was done using T-shirt sizes, with participation of all the leads. For some features all were not able to contribute on the sizing, but were able to get an understanding of the features. This exercise helped immensely with surfacing of the dependencies and risks. One of the changes here was involving all the team leads that helped improving alignment and collaboration across the teams.<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                      Breaking down the Features into stories<\/h3>\n\n\n\n

                                                                                                                                                                                      This was not being done uniformly across all teams. The teams were educated and coached\/mentored for creating good user stories. The INVEST criteria was used, which helped ensure that the stories were well defined and delivered value to the customer.<\/p>\n\n\n\n

                                                                                                                                                                                      The breaking down was being done with just the Engineering Leads and Team; Product Owners were included in the process. PO\u2019s participation helped the team avoid making assumptions, by providing required information\/details. This also helped surface items where more information was to be gathered by the PO.<\/p>\n\n\n\n

                                                                                                                                                                                      This step culminated by looking at all the stories in a feature and ensuring that the stories would indeed achieve all that the feature was set out to do. The key change here was improved collaboration between PO and the Team for fleshing out the feature.<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                      Refining and sizing the stories<\/h3>\n\n\n\n

                                                                                                                                                                                      The stories were now better than in the past due to the involvement of the PO in the feature break down. It also helped the team arrive at a common understanding of the story with participation from all.<\/p>\n\n\n\n

                                                                                                                                                                                      The concept of relative sizing was refreshed with the team. The sizing was done using planning poker and story points. The story and the acceptance criteria were read out, if it lacked clarity and the team was unable to size it, it was set aside for additional discussion with the PO. The team arrived at the size in two rounds for most of the stories.<\/p>\n\n\n\n

                                                                                                                                                                                      The very act of each team member telling a size for the story, followed by sharing the thought behind that number helped elicit and surface all inputs and questions from all the team. This helped with and inclusion of any missing details in the story and have a common understanding of the story.<\/p>\n\n\n\n

                                                                                                                                                                                      This step culminated in the stories meeting their \u201cDefinition of Ready\u201d. The key change here was participation of all the team members and reaching out to the PO for missing information.<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                      With this the team was all set with a backlog that met the DoR.<\/p>\n\n\n\n

                                                                                                                                                                                      The journey to this state was ensued with participation and contribution from key stakeholders. There was marked improvement in the collaboration and alignment across the organization.<\/p>\n\n\n\n

                                                                                                                                                                                      While this was one approach that brought significant improvements, every organization\u2019s context is unique. I'd love to hear how you've tackled backlog challenges in your team. <\/p>\n\n\n\n

                                                                                                                                                                                      <\/p>\n","post_title":"How DEEP is your backlog?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"how-deep-is-your-backlog","to_ping":"","pinged":"","post_modified":"2025-04-28 10:04:30","post_modified_gmt":"2025-04-28 04:34:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=1000084","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999846,"post_author":"7","post_date":"2025-03-31 15:49:53","post_date_gmt":"2025-03-31 10:19:53","post_content":"\n

                                                                                                                                                                                      Introduction<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                      I grew up in a small town in a loving family and a sheltered environment. When I came to college in a big city, I noticed many bright minds from diverse backgrounds from different parts of the country.\u00a0 While it was all overwhelming, it led to an important a decision that \u201cI need to become a better me!\u201d. As life unfolded, I realized that is not a one-time decision but a lifetime one! There is always room for a better me in the future. Despite this awareness, I have always struggled with change and still do. In this post, I would like to reflect on my challenges with changing myself.<\/p>\n\n\n\n

                                                                                                                                                                                      Anatomy of change<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                      In 1970s, James Prochaska and Carlo DiClemente developed a five-stage change model:<\/p>\n\n\n\n

                                                                                                                                                                                      1. Pre-contemplation (not ready): Not considering making a change<\/p>\n\n\n\n

                                                                                                                                                                                      2. Contemplation (getting ready): Considers change; weighing pros & cons<\/p>\n\n\n\n

                                                                                                                                                                                      3. Preparation (ready): Explore alternative ways to change; try small changes<\/p>\n\n\n\n

                                                                                                                                                                                      4. Action: Commit to a plan and act<\/p>\n\n\n\n

                                                                                                                                                                                      5. Maintenance: Sustain change; new behaviour replaces old<\/p>\n\n\n\n

                                                                                                                                                                                      Although the model was originally used to help people overcome problematic behaviours including smoking and drug abuse, it is now the standard model for behavioural change. While five stages are discretely called out, people tend to cycle back and forth through these stages as they change. Often a sixth stage is called out called \u2018Relapse\u2019 when people go back to their old ways after a period of maintenance and then they start all over again.<\/p>\n\n\n\n

                                                                                                                                                                                      Experience is the best teacher<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                      I generally get past the Pre-contemplation and Contemplation stages quickly, at least I think so\ud83d\ude0a. That does not mean I change myself easily. When it comes to exploring the challenges with personal change, one\u2019s own experience is the best teacher. In the college days, change just meant learning new tangible skills. For example, I wanted to improve my spoken English or to hone my Hockey skills. As I started working, I realized I was required to change my behaviour and often based on feedback. Changes were also identified by observing others \u2013 some people I looked up to and wished to emulate; some I did not respect and not chose not to follow. As I grew in my career and got into family life, demands for personal change grew. Some reactive changes were necessitated by the situation, but some proactive ones were required by my dreams and goals.<\/p>\n\n\n\n

                                                                                                                                                                                      Let us examine the kind of challenges I faced in the process of personal change. Here are five:<\/p>\n\n\n\n

                                                                                                                                                                                      Challenge #1: Tortuous journey<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                      The journey from decision to change can be tortuous. To start with it took long time to prepare for the change \u2013 overthinking can be a curse. Once I make a change, I expected results too soon and tended to go back to the drawing board. Quantum of the change tended to be too small to have an impact.<\/p>\n\n\n\n

                                                                                                                                                                                      Challenge #2: Re-negotiating decisions<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                      Once I decided to get up at 5am every morning. Why? Simply because Robin Sharma said so in one of his talks! 5am Club sounded like a good idea and many successful people did it. After all, my grandmother used to get up very early and my mother gets up at 4am in the morning. It must be a good idea, right? I did it for five days in a row and was ecstatic. On day six, I was a bit sleepy and was wondering if 5:30am will do! For a month, every day I will set the alarm for 5am and negotiate with self. I started getting out of bed as and when I felt like that morning! Does that happen to you? Re-negotiating decisions is major challenge for me.<\/p>\n\n\n\n

                                                                                                                                                                                      Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                      When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                                                                                                      Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                      While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                                                                                                      Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                      Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                                                                                                      Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                      Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                                                                                                      Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                      In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                                                                                                      <\/figure>\n\n

                                                                                                                                                                                      During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                                                                                                      One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                                                                                                      Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                                                                                                      Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                                                                                                      \n\n\n\n
                                                                                                                                                                                      \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                                                                                                      The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                                                                                                      It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                                                                                                      Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                                                                                                      Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                                                                                                      Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                                                                                                      Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                                                                                                      Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                                                                                                      Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                                                                                                      Ratan Tata example<\/strong><\/p>\n\n

                                                                                                                                                                                      In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                                                                                                      Developed Nations<\/strong><\/p>\n\n

                                                                                                                                                                                      This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                                                                                                      Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                                                                                                      Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                                                                                                      Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                                                                                                      Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                                                                                                      Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                                                                                                      Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                                                                                                      The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                                                                                                      AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                                                                                                      AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                                                                                                      Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                                                                                                      Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                                                                                                      I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                                                                                                      Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                                                                                                      Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                                                                                                      Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                                                                                                      Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                                                                                                      Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                                                                                                      Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                                                                                                      In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                                                                                                      Note:<\/p>\n\n\n\n

                                                                                                                                                                                      The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                                                                                                        \n
                                                                                                                                                                                      1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                                                                                                      2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                                                                                                      3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                                                                                                      4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                                                                                                      5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                                                                                                      6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                                                                                                      7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                                                                                                      8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
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                                                                                                                                                                                        \n

                                                                                                                                                                                        The need<\/h2>\n\n\n\n

                                                                                                                                                                                        The above pattern is common and repeats across organizations with some variations. The need here was to help teams improve backlog management, ensure delivery readiness, and align backlog items with strategic value. To ensure that vague and scattered requirements are transformed into structured, value-driven backlogs.<\/p>\n\n\n\n

                                                                                                                                                                                        This required using guidelines like DEEP to arrive at a good backlog. Along with this the level of collaboration between the stakeholders \u2013 Product Manager, Product Owners, Engineering Head, Functional Leads, Tech Leads and Teams; had to be enhanced and sustained.<\/p>\n\n\n\n

                                                                                                                                                                                        The solution:<\/h2>\n\n\n\n

                                                                                                                                                                                        We could help the organization with a workshop covering all aspects of backlog management, followed by bringing in changes in their approach to the backlog refinement, with our mentoring and coaching.<\/p>\n\n\n\n

                                                                                                                                                                                        Set up the Release goal<\/h3>\n\n\n\n

                                                                                                                                                                                        One of the challenges was that inputs were coming from many stakeholders, all seemed valid and of immediate interest. The key stakeholder\u2019s Product Manager, Engineering Head and Sales Head collaborated to define what should the Release goal<\/strong> be for the subsequent and adjacent releases. It was not something cast in stone, changes could be incorporated if needed, but would need a review of the plans and consensus to make changes. All agreed that these changes would be recorded to help understand the changing needs and how they can be managed better going forward.<\/p>\n\n\n\n

                                                                                                                                                                                        The Product Manager was made accountable for the Release goal. This was a shift from the diffused accountability of the initial days, which had worked well when they were a smaller team. <\/p>\n\n\n\n

                                                                                                                                                                                         Refining and sizing the features<\/h3>\n\n\n\n

                                                                                                                                                                                        The teams worked upon a template for the feature which would capture all the details, including acceptance criteria, dependencies, and risks. The template used by various teams were collated into a single template, reviewed, and enhanced\/updated.<\/p>\n\n\n\n

                                                                                                                                                                                        The feature sizing was done using T-shirt sizes, with participation of all the leads. For some features all were not able to contribute on the sizing, but were able to get an understanding of the features. This exercise helped immensely with surfacing of the dependencies and risks. One of the changes here was involving all the team leads that helped improving alignment and collaboration across the teams.<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                        Breaking down the Features into stories<\/h3>\n\n\n\n

                                                                                                                                                                                        This was not being done uniformly across all teams. The teams were educated and coached\/mentored for creating good user stories. The INVEST criteria was used, which helped ensure that the stories were well defined and delivered value to the customer.<\/p>\n\n\n\n

                                                                                                                                                                                        The breaking down was being done with just the Engineering Leads and Team; Product Owners were included in the process. PO\u2019s participation helped the team avoid making assumptions, by providing required information\/details. This also helped surface items where more information was to be gathered by the PO.<\/p>\n\n\n\n

                                                                                                                                                                                        This step culminated by looking at all the stories in a feature and ensuring that the stories would indeed achieve all that the feature was set out to do. The key change here was improved collaboration between PO and the Team for fleshing out the feature.<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                        Refining and sizing the stories<\/h3>\n\n\n\n

                                                                                                                                                                                        The stories were now better than in the past due to the involvement of the PO in the feature break down. It also helped the team arrive at a common understanding of the story with participation from all.<\/p>\n\n\n\n

                                                                                                                                                                                        The concept of relative sizing was refreshed with the team. The sizing was done using planning poker and story points. The story and the acceptance criteria were read out, if it lacked clarity and the team was unable to size it, it was set aside for additional discussion with the PO. The team arrived at the size in two rounds for most of the stories.<\/p>\n\n\n\n

                                                                                                                                                                                        The very act of each team member telling a size for the story, followed by sharing the thought behind that number helped elicit and surface all inputs and questions from all the team. This helped with and inclusion of any missing details in the story and have a common understanding of the story.<\/p>\n\n\n\n

                                                                                                                                                                                        This step culminated in the stories meeting their \u201cDefinition of Ready\u201d. The key change here was participation of all the team members and reaching out to the PO for missing information.<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                        With this the team was all set with a backlog that met the DoR.<\/p>\n\n\n\n

                                                                                                                                                                                        The journey to this state was ensued with participation and contribution from key stakeholders. There was marked improvement in the collaboration and alignment across the organization.<\/p>\n\n\n\n

                                                                                                                                                                                        While this was one approach that brought significant improvements, every organization\u2019s context is unique. I'd love to hear how you've tackled backlog challenges in your team. <\/p>\n\n\n\n

                                                                                                                                                                                        <\/p>\n","post_title":"How DEEP is your backlog?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"how-deep-is-your-backlog","to_ping":"","pinged":"","post_modified":"2025-04-28 10:04:30","post_modified_gmt":"2025-04-28 04:34:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=1000084","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999846,"post_author":"7","post_date":"2025-03-31 15:49:53","post_date_gmt":"2025-03-31 10:19:53","post_content":"\n

                                                                                                                                                                                        Introduction<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                        I grew up in a small town in a loving family and a sheltered environment. When I came to college in a big city, I noticed many bright minds from diverse backgrounds from different parts of the country.\u00a0 While it was all overwhelming, it led to an important a decision that \u201cI need to become a better me!\u201d. As life unfolded, I realized that is not a one-time decision but a lifetime one! There is always room for a better me in the future. Despite this awareness, I have always struggled with change and still do. In this post, I would like to reflect on my challenges with changing myself.<\/p>\n\n\n\n

                                                                                                                                                                                        Anatomy of change<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                        In 1970s, James Prochaska and Carlo DiClemente developed a five-stage change model:<\/p>\n\n\n\n

                                                                                                                                                                                        1. Pre-contemplation (not ready): Not considering making a change<\/p>\n\n\n\n

                                                                                                                                                                                        2. Contemplation (getting ready): Considers change; weighing pros & cons<\/p>\n\n\n\n

                                                                                                                                                                                        3. Preparation (ready): Explore alternative ways to change; try small changes<\/p>\n\n\n\n

                                                                                                                                                                                        4. Action: Commit to a plan and act<\/p>\n\n\n\n

                                                                                                                                                                                        5. Maintenance: Sustain change; new behaviour replaces old<\/p>\n\n\n\n

                                                                                                                                                                                        Although the model was originally used to help people overcome problematic behaviours including smoking and drug abuse, it is now the standard model for behavioural change. While five stages are discretely called out, people tend to cycle back and forth through these stages as they change. Often a sixth stage is called out called \u2018Relapse\u2019 when people go back to their old ways after a period of maintenance and then they start all over again.<\/p>\n\n\n\n

                                                                                                                                                                                        Experience is the best teacher<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                        I generally get past the Pre-contemplation and Contemplation stages quickly, at least I think so\ud83d\ude0a. That does not mean I change myself easily. When it comes to exploring the challenges with personal change, one\u2019s own experience is the best teacher. In the college days, change just meant learning new tangible skills. For example, I wanted to improve my spoken English or to hone my Hockey skills. As I started working, I realized I was required to change my behaviour and often based on feedback. Changes were also identified by observing others \u2013 some people I looked up to and wished to emulate; some I did not respect and not chose not to follow. As I grew in my career and got into family life, demands for personal change grew. Some reactive changes were necessitated by the situation, but some proactive ones were required by my dreams and goals.<\/p>\n\n\n\n

                                                                                                                                                                                        Let us examine the kind of challenges I faced in the process of personal change. Here are five:<\/p>\n\n\n\n

                                                                                                                                                                                        Challenge #1: Tortuous journey<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                        The journey from decision to change can be tortuous. To start with it took long time to prepare for the change \u2013 overthinking can be a curse. Once I make a change, I expected results too soon and tended to go back to the drawing board. Quantum of the change tended to be too small to have an impact.<\/p>\n\n\n\n

                                                                                                                                                                                        Challenge #2: Re-negotiating decisions<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                        Once I decided to get up at 5am every morning. Why? Simply because Robin Sharma said so in one of his talks! 5am Club sounded like a good idea and many successful people did it. After all, my grandmother used to get up very early and my mother gets up at 4am in the morning. It must be a good idea, right? I did it for five days in a row and was ecstatic. On day six, I was a bit sleepy and was wondering if 5:30am will do! For a month, every day I will set the alarm for 5am and negotiate with self. I started getting out of bed as and when I felt like that morning! Does that happen to you? Re-negotiating decisions is major challenge for me.<\/p>\n\n\n\n

                                                                                                                                                                                        Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                        When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                                                                                                        Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                        While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                                                                                                        Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                        Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                                                                                                        Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                        Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                                                                                                        Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                        In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                                                                                                        <\/figure>\n\n

                                                                                                                                                                                        During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                                                                                                        One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                                                                                                        Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                                                                                                        Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                                                                                                        \n\n\n\n
                                                                                                                                                                                        \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                                                                                                        The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                                                                                                        It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                                                                                                        Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                                                                                                        Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                                                                                                        Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                                                                                                        Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                                                                                                        Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                                                                                                        Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                                                                                                        Ratan Tata example<\/strong><\/p>\n\n

                                                                                                                                                                                        In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                                                                                                        Developed Nations<\/strong><\/p>\n\n

                                                                                                                                                                                        This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                                                                                                        Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                                                                                                        Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                                                                                                        Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                                                                                                        Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                                                                                                        Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                                                                                                        Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                                                                                                        The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                                                                                                        AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                                                                                                        AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                                                                                                        Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                                                                                                        Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                                                                                                        I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                                                                                                        Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                                                                                                        Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                                                                                                        Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                                                                                                        Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                                                                                                        Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                                                                                                        Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                                                                                                        In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                                                                                                        Note:<\/p>\n\n\n\n

                                                                                                                                                                                        The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                                                                                                          \n
                                                                                                                                                                                        1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                                                                                                        2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                                                                                                        3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                                                                                                        4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                                                                                                        5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                                                                                                        6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                                                                                                        7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                                                                                                        8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
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                                                                                                                                                                                          \n
                                                                                                                                                                                        9. Unclear Prioritization:<\/strong> Teams were struggling to focus on what delivers the most value, as along with Product Managers; Sales Leads and Functional heads would come up with new ideas and needs.<\/li>\n<\/ul>\n\n\n\n

                                                                                                                                                                                          The need<\/h2>\n\n\n\n

                                                                                                                                                                                          The above pattern is common and repeats across organizations with some variations. The need here was to help teams improve backlog management, ensure delivery readiness, and align backlog items with strategic value. To ensure that vague and scattered requirements are transformed into structured, value-driven backlogs.<\/p>\n\n\n\n

                                                                                                                                                                                          This required using guidelines like DEEP to arrive at a good backlog. Along with this the level of collaboration between the stakeholders \u2013 Product Manager, Product Owners, Engineering Head, Functional Leads, Tech Leads and Teams; had to be enhanced and sustained.<\/p>\n\n\n\n

                                                                                                                                                                                          The solution:<\/h2>\n\n\n\n

                                                                                                                                                                                          We could help the organization with a workshop covering all aspects of backlog management, followed by bringing in changes in their approach to the backlog refinement, with our mentoring and coaching.<\/p>\n\n\n\n

                                                                                                                                                                                          Set up the Release goal<\/h3>\n\n\n\n

                                                                                                                                                                                          One of the challenges was that inputs were coming from many stakeholders, all seemed valid and of immediate interest. The key stakeholder\u2019s Product Manager, Engineering Head and Sales Head collaborated to define what should the Release goal<\/strong> be for the subsequent and adjacent releases. It was not something cast in stone, changes could be incorporated if needed, but would need a review of the plans and consensus to make changes. All agreed that these changes would be recorded to help understand the changing needs and how they can be managed better going forward.<\/p>\n\n\n\n

                                                                                                                                                                                          The Product Manager was made accountable for the Release goal. This was a shift from the diffused accountability of the initial days, which had worked well when they were a smaller team. <\/p>\n\n\n\n

                                                                                                                                                                                           Refining and sizing the features<\/h3>\n\n\n\n

                                                                                                                                                                                          The teams worked upon a template for the feature which would capture all the details, including acceptance criteria, dependencies, and risks. The template used by various teams were collated into a single template, reviewed, and enhanced\/updated.<\/p>\n\n\n\n

                                                                                                                                                                                          The feature sizing was done using T-shirt sizes, with participation of all the leads. For some features all were not able to contribute on the sizing, but were able to get an understanding of the features. This exercise helped immensely with surfacing of the dependencies and risks. One of the changes here was involving all the team leads that helped improving alignment and collaboration across the teams.<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                          Breaking down the Features into stories<\/h3>\n\n\n\n

                                                                                                                                                                                          This was not being done uniformly across all teams. The teams were educated and coached\/mentored for creating good user stories. The INVEST criteria was used, which helped ensure that the stories were well defined and delivered value to the customer.<\/p>\n\n\n\n

                                                                                                                                                                                          The breaking down was being done with just the Engineering Leads and Team; Product Owners were included in the process. PO\u2019s participation helped the team avoid making assumptions, by providing required information\/details. This also helped surface items where more information was to be gathered by the PO.<\/p>\n\n\n\n

                                                                                                                                                                                          This step culminated by looking at all the stories in a feature and ensuring that the stories would indeed achieve all that the feature was set out to do. The key change here was improved collaboration between PO and the Team for fleshing out the feature.<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                          Refining and sizing the stories<\/h3>\n\n\n\n

                                                                                                                                                                                          The stories were now better than in the past due to the involvement of the PO in the feature break down. It also helped the team arrive at a common understanding of the story with participation from all.<\/p>\n\n\n\n

                                                                                                                                                                                          The concept of relative sizing was refreshed with the team. The sizing was done using planning poker and story points. The story and the acceptance criteria were read out, if it lacked clarity and the team was unable to size it, it was set aside for additional discussion with the PO. The team arrived at the size in two rounds for most of the stories.<\/p>\n\n\n\n

                                                                                                                                                                                          The very act of each team member telling a size for the story, followed by sharing the thought behind that number helped elicit and surface all inputs and questions from all the team. This helped with and inclusion of any missing details in the story and have a common understanding of the story.<\/p>\n\n\n\n

                                                                                                                                                                                          This step culminated in the stories meeting their \u201cDefinition of Ready\u201d. The key change here was participation of all the team members and reaching out to the PO for missing information.<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                          With this the team was all set with a backlog that met the DoR.<\/p>\n\n\n\n

                                                                                                                                                                                          The journey to this state was ensued with participation and contribution from key stakeholders. There was marked improvement in the collaboration and alignment across the organization.<\/p>\n\n\n\n

                                                                                                                                                                                          While this was one approach that brought significant improvements, every organization\u2019s context is unique. I'd love to hear how you've tackled backlog challenges in your team. <\/p>\n\n\n\n

                                                                                                                                                                                          <\/p>\n","post_title":"How DEEP is your backlog?","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"how-deep-is-your-backlog","to_ping":"","pinged":"","post_modified":"2025-04-28 10:04:30","post_modified_gmt":"2025-04-28 04:34:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=1000084","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999846,"post_author":"7","post_date":"2025-03-31 15:49:53","post_date_gmt":"2025-03-31 10:19:53","post_content":"\n

                                                                                                                                                                                          Introduction<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                          I grew up in a small town in a loving family and a sheltered environment. When I came to college in a big city, I noticed many bright minds from diverse backgrounds from different parts of the country.\u00a0 While it was all overwhelming, it led to an important a decision that \u201cI need to become a better me!\u201d. As life unfolded, I realized that is not a one-time decision but a lifetime one! There is always room for a better me in the future. Despite this awareness, I have always struggled with change and still do. In this post, I would like to reflect on my challenges with changing myself.<\/p>\n\n\n\n

                                                                                                                                                                                          Anatomy of change<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                          In 1970s, James Prochaska and Carlo DiClemente developed a five-stage change model:<\/p>\n\n\n\n

                                                                                                                                                                                          1. Pre-contemplation (not ready): Not considering making a change<\/p>\n\n\n\n

                                                                                                                                                                                          2. Contemplation (getting ready): Considers change; weighing pros & cons<\/p>\n\n\n\n

                                                                                                                                                                                          3. Preparation (ready): Explore alternative ways to change; try small changes<\/p>\n\n\n\n

                                                                                                                                                                                          4. Action: Commit to a plan and act<\/p>\n\n\n\n

                                                                                                                                                                                          5. Maintenance: Sustain change; new behaviour replaces old<\/p>\n\n\n\n

                                                                                                                                                                                          Although the model was originally used to help people overcome problematic behaviours including smoking and drug abuse, it is now the standard model for behavioural change. While five stages are discretely called out, people tend to cycle back and forth through these stages as they change. Often a sixth stage is called out called \u2018Relapse\u2019 when people go back to their old ways after a period of maintenance and then they start all over again.<\/p>\n\n\n\n

                                                                                                                                                                                          Experience is the best teacher<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                          I generally get past the Pre-contemplation and Contemplation stages quickly, at least I think so\ud83d\ude0a. That does not mean I change myself easily. When it comes to exploring the challenges with personal change, one\u2019s own experience is the best teacher. In the college days, change just meant learning new tangible skills. For example, I wanted to improve my spoken English or to hone my Hockey skills. As I started working, I realized I was required to change my behaviour and often based on feedback. Changes were also identified by observing others \u2013 some people I looked up to and wished to emulate; some I did not respect and not chose not to follow. As I grew in my career and got into family life, demands for personal change grew. Some reactive changes were necessitated by the situation, but some proactive ones were required by my dreams and goals.<\/p>\n\n\n\n

                                                                                                                                                                                          Let us examine the kind of challenges I faced in the process of personal change. Here are five:<\/p>\n\n\n\n

                                                                                                                                                                                          Challenge #1: Tortuous journey<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                          The journey from decision to change can be tortuous. To start with it took long time to prepare for the change \u2013 overthinking can be a curse. Once I make a change, I expected results too soon and tended to go back to the drawing board. Quantum of the change tended to be too small to have an impact.<\/p>\n\n\n\n

                                                                                                                                                                                          Challenge #2: Re-negotiating decisions<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                          Once I decided to get up at 5am every morning. Why? Simply because Robin Sharma said so in one of his talks! 5am Club sounded like a good idea and many successful people did it. After all, my grandmother used to get up very early and my mother gets up at 4am in the morning. It must be a good idea, right? I did it for five days in a row and was ecstatic. On day six, I was a bit sleepy and was wondering if 5:30am will do! For a month, every day I will set the alarm for 5am and negotiate with self. I started getting out of bed as and when I felt like that morning! Does that happen to you? Re-negotiating decisions is major challenge for me.<\/p>\n\n\n\n

                                                                                                                                                                                          Challenge #3: Guilt<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                          When one goes back and forth through the change process, guilt starts building up gradually. You can only rationalize away inaction for a short while. Guilt is a sure symptom of downward spiral setting in. It is a state that takes enormous mental energy to bounce back from. It is possible though it takes powerful motivation!<\/p>\n\n\n\n

                                                                                                                                                                                          Challenge #4: Weak Reason<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                          While having a goal or a reason is a motivator, its strength counts! I found I do not need a big goal but a strong one even it is small. It is the feeling that goes into it that makes the difference. In my example of 5am Club, there was a reason but a bit weak. There wasn\u2019t enough emotional component to the reason.<\/p>\n\n\n\n

                                                                                                                                                                                          Challenge #5: Complacency<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                          Over a period, guilt starts to weaken, and complacency sets it. An attitude sets in where it is ok not to change. Reason for change fades into the background of life. When this happens to me, I fall off the change process and learn to live with it.<\/p>\n\n\n\n

                                                                                                                                                                                          Red Alert<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                          Failing to change is ok at times \u2013 maybe it is not always worth it. However, the danger lies in branding yourself as \u2018undisciplined\u2019 or \u2018weak\u2019, or worse \u2018a failure\u2019. That kind of belief about yourself results in regressive behaviours. One does not take up new opportunities when they present themselves. If a new situation is thrust upon you, you go about it with the belief that you don\u2019t have what it takes and it naturally results in poor performance.<\/p>\n\n\n\n

                                                                                                                                                                                          Conclusion<\/strong><\/p>\n\n\n\n

                                                                                                                                                                                          In this post, we looked at the kind of challenges that people can face when posed with the need for personal change. These challenges are certainly not insurmountable. While I did not talk much about remedies for each of the challenges, I believe there is one universal remedy: process of deep self-reflection. A dose of self-reflection without judging yourself can go a long way. I have also been lucky to have a coach at crucial junctures of my life to facilitate this process of self-reflection.<\/p>\n","post_title":"Challenges with Changing Oneself \u2013 My personal experience","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"challenges-with-changing-oneself-my-personal-experience","to_ping":"","pinged":"","post_modified":"2025-03-31 15:54:28","post_modified_gmt":"2025-03-31 10:24:28","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999846","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999717,"post_author":"33","post_date":"2025-02-28 09:35:13","post_date_gmt":"2025-02-28 04:05:13","post_content":"\n

                                                                                                                                                                                          <\/figure>\n\n

                                                                                                                                                                                          During coaching for several Emerging Leaders, we encounter a pattern where they struggle to grow from Individual Contributor to a Lead role, like Team Lead or Manager or Technical Lead.<\/p>\n\n

                                                                                                                                                                                          One of the key reasons we notice is lack of Empathy \u2013 ability to sense other people\u2019s emotional make up and to interface with them accordingly.<\/p>\n\n

                                                                                                                                                                                          Empathy is one of the key components of Emotional Intelligence, which is the bedrock of Leadership\u00a0 - very relevant even in Technical Career paths and in any role for that matter.<\/p>\n\n

                                                                                                                                                                                          Many times, Empathy is misunderstood as Sympathy \u2013 there is a subtle difference, but a significant impact. We use a story to illustrate this:<\/p>\n\n

                                                                                                                                                                                          \n\n\n\n
                                                                                                                                                                                          \"\"<\/td>\nThere was a little girl observing a butterfly coming out of the cocoon, struggling to break open the shell. Little girl thought the poor butterfly is struggling hard and going through pain, let me help. She broke open the shell. Butterfly came out. But it couldn\u2019t fly. The very act of butterfly struggling & breaking the shell strengthens its wings to enable it to fly.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n\n

                                                                                                                                                                                          The act of this little girl \u2013 is it Empathy or Sympathy?<\/p>\n\n

                                                                                                                                                                                          It's Sympathy, isn\u2019t it? If she was empathetic, she would have known that the struggle is good for the butterfly and allowed it.\u00a0 \u00a0\u00a0<\/p>\n\n

                                                                                                                                                                                          Victims of Sympathy<\/strong><\/p>\n\n

                                                                                                                                                                                          Many times, we become victims of sympathy in our upbringing & education, unknowingly. Especially the affluent parents disable their children with over-protection, over-care and instant gratification of their desires\/demands. This creates a psychological conditioning which plays into work-life as well.<\/p>\n\n

                                                                                                                                                                                          Such people subconsciously develop a sense of entitlement \u2013 I should get what I want, instantly; they expect others to take care of them, instead of they taking ownership and responsibility to take care of others, especially as Managers\/Leaders. They crave for recognition rather than they recognizing others. They will not know how to deal with failures and how to receive feedbacks. They may lack courage to take risks, take actions & decisions on their own.\u00a0<\/p>\n\n

                                                                                                                                                                                          Essentially, they do not grow out of their comfort zone.<\/p>\n\n

                                                                                                                                                                                          Accidental Diminishers<\/strong><\/p>\n\n

                                                                                                                                                                                          Liz Wiseman, in her well-researched book \u2018The Multipliers\u2019, writes about Accidental Diminishers ( https:\/\/www.youtube.com\/watch?v=hZlg-mJA-Co&t=14s<\/a> 20 min video) \u2013\u00a0 as managers or leaders or parents, with our best intentions we want to help people\/children become strong & capable, but our action has exact opposite result \u2013 we actually weaken them & disable them. She calls this pattern as the \u2018Rescuer\u2019 \u2013 one who jumps in to solve the problem rather than help the person\/child to find the solution. Such Managers\/Leaders\/Parents do not develop other people\/children, instead they diminish their capabilities.<\/p>\n\n

                                                                                                                                                                                          Ratan Tata example<\/strong><\/p>\n\n

                                                                                                                                                                                          In one of the interviews Ratan Tata shares about his early career: After finishing his graduation in US and working for an year at US, his grand mother requested him to come back to India, as she loved him very much. He was asked to work in Tata Steel at Jamshedpur, on probationary for 2 years, not as a Manager\/Owner, but as a worker in the shopfloor. He was required to go to factory by bicycle (not car), have lunch at workers\u2019 canteen, \u2026. and no extra privileges than any other worker. He said he rebelled & frowned at that time, but looking back, he says, it was the best thing to happen to shape his life.\u00a0 \u00a0<\/p>\n\n

                                                                                                                                                                                          Developed Nations<\/strong><\/p>\n\n

                                                                                                                                                                                          This pattern can be seen at the levels of Nations as well. There are studies which show that immigrant populations, who come through struggles in life, are thriving in Developed Countries, while the native affluent population is underperforming. \u00a0<\/p>\n\n

                                                                                                                                                                                          Such is the subtlety of Sympathy and the negative impact of Sympathy.<\/p>\n\n

                                                                                                                                                                                          Empathy strengthens people & relationships; Sympathy weakens people & relationships.<\/p>\n\n

                                                                                                                                                                                          Empathy can be short-term pain, but long-term gain; Sympathy is for sure, short-term gain, but long-term pain.<\/p>\n\n

                                                                                                                                                                                          Empathy comes from Compassion; Sympathy comes from Attachment.<\/p>\n\n

                                                                                                                                                                                          Empathy is Emotional Intelligence; Sympathy is Emotional Ignorance. And to discern the two we need to develop higher Self-Awareness, which is the core of Emotional Intelligence, Leadership and even Spiritual growth. Meditation\/Mindfulness practices are a great toolset for enhancing Self-Awareness.<\/p>\n","post_title":"Empathy Vs Sympathy","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"empathy-vs-sympathy","to_ping":"","pinged":"","post_modified":"2025-03-28 22:05:30","post_modified_gmt":"2025-03-28 16:35:30","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999717","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":999660,"post_author":"20","post_date":"2025-02-17 11:11:18","post_date_gmt":"2025-02-17 05:41:18","post_content":"\n

                                                                                                                                                                                          Continued from Synopsis of Full-Stack Leadership \u2013 Upcoming book from PM Power \u2013 Post IV- Leading Self<\/a><\/p>\n\n\n\n

                                                                                                                                                                                          The book ends with a discussion on how the new AI revolution influences the principles of leadership. A summary of that discussion is given below:<\/p>\n\n\n\n

                                                                                                                                                                                          AI has turned our world upside down. AI has moved from the earlier Markov chain models, through Bayesian network models to deep neural networks and ways to manipulate them. In addition, the explosion in chip technologies with organizations like Nvidia making huge strides in areas like GPU and TPU, also helped.<\/p>\n\n\n\n

                                                                                                                                                                                          AI can now make content, pictures, videos, and also support scientific research. Large data and AI together can produce unbelievable results with the AI machines spotting patterns, styles, and structures in the data they see. When it has learned from these data sets, it can make new content all on its own. AI can bring in more productivity and efficiency, allow for better decision-making, help in experiments, and innovation and accessibility. Of course, there are also dangers like job loss, information bias, privacy issues, transparency issues and so on. Some of the ways these dangers can be mitigated are developing internationally recognized guidelines on the use of AI, address biases and lack of transparency, and invest in awareness of the benefits and dangers of AI.<\/p>\n\n\n\n

                                                                                                                                                                                          Some of the principles of leadership that will be affected by this new wave are:<\/p>\n\n\n\n

                                                                                                                                                                                          Breaking tradition and finding trailblazing ideas and Constant looking out for opportunities to grab them \u2013 principles of Leading Business and Proactively seeking change from a leading self perspective. All leaders should be aware of this. AI is creating, and will continue to create, a rapid change in the world of technologies and applications. This makes it important that we change the way we look for new ideas. <\/p>\n\n\n\n

                                                                                                                                                                                          I said, \u201cAnother principle is Data driven organization of Leading business. AI can be used with great advantage to generate data and also analyse it. But, if we are making decisions based on this data, we need to ensure the correctness of the data. <\/p>\n\n\n\n

                                                                                                                                                                                          Another principle that can benefit from the new advances is No active inertia. AI can be used to study current systems and suggest better and more efficient processes and systems. <\/p>\n\n\n\n

                                                                                                                                                                                          Another is High levels of EQ. One of the main worries that AI brings is the loss of human connection. Human connections are essential even when we allow AI to take over many jobs You may find that this human connection is slipping away with the taking over by AI. <\/p>\n\n\n\n

                                                                                                                                                                                          Trustworthiness is another area that gets affected. Leadership is majorly about trust and inspiration. Some of the issues coming from partnership with AI like job displacement, bias and discrimination, lack of empathy, making decisions based on fake information can affect a leader's trustworthiness.<\/p>\n\n\n\n

                                                                                                                                                                                          Another is Protection against cyberattacks. AI can help process vast amounts of data, learn from patterns, and quickly detect and thus prevent threats. Leaders must be smart enough to ensure the harnessing of AI power to detect and prevent attacks.<\/p>\n\n\n\n

                                                                                                                                                                                          Some of the other areas in the context of leadership affected by AI, though not mentioned as principles in the book, are: ethical considerations, copyright infringement and deep fake misinformation. <\/p>\n\n\n\n

                                                                                                                                                                                          Another area is accountability. AI can be blamed for mistakes made by people.<\/p>\n\n\n\n

                                                                                                                                                                                          In summary, we should stress the word \u2018Synergy\u2019 between humans and AI, for leveraging each other's capabilities and keeping our sanity close to our sleeves to ensure goodness.<\/p>\n\n\n\n

                                                                                                                                                                                          Note:<\/p>\n\n\n\n

                                                                                                                                                                                          The following posts together give a complete summary of the new book from PM Power - Full-Stack Leadership<\/p>\n\n\n\n

                                                                                                                                                                                            \n
                                                                                                                                                                                          1. Background and introduction to the book - 1<\/a><\/li>\n\n\n\n
                                                                                                                                                                                          2. Background and introduction to the book - 2<\/a><\/li>\n\n\n\n
                                                                                                                                                                                          3. Background and introduction to the book - 3<\/a><\/li>\n\n\n\n
                                                                                                                                                                                          4. Synopsis of the book - Introduction<\/a><\/li>\n\n\n\n
                                                                                                                                                                                          5. Synopsis of the book - Leading Business<\/a><\/li>\n\n\n\n
                                                                                                                                                                                          6. Synopsis of the book - Leading Execution<\/a><\/li>\n\n\n\n
                                                                                                                                                                                          7. Synopsis of the book - Leading Self<\/a><\/li>\n\n\n\n
                                                                                                                                                                                          8. Synopsis of the book - AI<\/a><\/li>\n<\/ol>\n","post_title":"Synopsis of Full-Stack Leadership - Upcoming book from PM Power - Post V - AI","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"closed","post_password":"","post_name":"synopsis-of-full-stack-leadership-upcoming-book-from-pm-power-post-v-ai","to_ping":"","pinged":"","post_modified":"2025-05-14 20:28:36","post_modified_gmt":"2025-05-14 14:58:36","post_content_filtered":"","post_parent":0,"guid":"https:\/\/www.pm-powerconsulting.com\/?p=999660","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":false,"total_page":1},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
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