We overlook examples like football teams and such by saying that they enjoy the benefit of the teams playing together for a long time; The attitude of a team members or the lack of it is easily visible; The duration of matches demanding highly performance is hours rather than days. The bottom line is that \u2018sense of ownership\u2019 is critical for team success is also very visible in these examples and they are not different from software projects in that regard.<\/p>\n\n\n\n
So, one difference between average teams that may deliver per expectation and great teams that deliver customer delight is the culture of involvement or a sense of ownership. Everyone feels proud to be a part of such a team.<\/p>\n","post_title":"Take Pride in what you do!","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"take-pride-in-what-you-do","to_ping":"","pinged":"","post_modified":"2024-01-24 07:06:16","post_modified_gmt":"2024-01-24 07:06:16","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=10881","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"1","filter":"raw"}],"next":false,"prev":true,"total_page":2},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
It is true that sense of ownership is hard to define and is somewhat intrinsic. However, such soft aspects need to be developed - leading by example.<\/p>\n\n\n\n
We overlook examples like football teams and such by saying that they enjoy the benefit of the teams playing together for a long time; The attitude of a team members or the lack of it is easily visible; The duration of matches demanding highly performance is hours rather than days. The bottom line is that \u2018sense of ownership\u2019 is critical for team success is also very visible in these examples and they are not different from software projects in that regard.<\/p>\n\n\n\n
So, one difference between average teams that may deliver per expectation and great teams that deliver customer delight is the culture of involvement or a sense of ownership. Everyone feels proud to be a part of such a team.<\/p>\n","post_title":"Take Pride in what you do!","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"take-pride-in-what-you-do","to_ping":"","pinged":"","post_modified":"2024-01-24 07:06:16","post_modified_gmt":"2024-01-24 07:06:16","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=10881","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"1","filter":"raw"}],"next":false,"prev":true,"total_page":2},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
It is not to say that, they don\u2019t do what has been told as requirement. It is that extra mile that needs to be travelled, which is missing often. When we debate this issue with the members, most are oblivious to such a behavior to the point of being surprised.<\/p>\n\n\n\n
It is true that sense of ownership is hard to define and is somewhat intrinsic. However, such soft aspects need to be developed - leading by example.<\/p>\n\n\n\n
We overlook examples like football teams and such by saying that they enjoy the benefit of the teams playing together for a long time; The attitude of a team members or the lack of it is easily visible; The duration of matches demanding highly performance is hours rather than days. The bottom line is that \u2018sense of ownership\u2019 is critical for team success is also very visible in these examples and they are not different from software projects in that regard.<\/p>\n\n\n\n
So, one difference between average teams that may deliver per expectation and great teams that deliver customer delight is the culture of involvement or a sense of ownership. Everyone feels proud to be a part of such a team.<\/p>\n","post_title":"Take Pride in what you do!","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"take-pride-in-what-you-do","to_ping":"","pinged":"","post_modified":"2024-01-24 07:06:16","post_modified_gmt":"2024-01-24 07:06:16","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=10881","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"1","filter":"raw"}],"next":false,"prev":true,"total_page":2},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
On the other hand, when we talk to people heading software teams about the challenges they face, we often hear that a major contributor to the problems in delivery, is the lack of involvement by the team members. It is actually more of lack of ownership rather than lack of involvement.<\/p>\n\n\n\n
It is not to say that, they don\u2019t do what has been told as requirement. It is that extra mile that needs to be travelled, which is missing often. When we debate this issue with the members, most are oblivious to such a behavior to the point of being surprised.<\/p>\n\n\n\n
It is true that sense of ownership is hard to define and is somewhat intrinsic. However, such soft aspects need to be developed - leading by example.<\/p>\n\n\n\n
We overlook examples like football teams and such by saying that they enjoy the benefit of the teams playing together for a long time; The attitude of a team members or the lack of it is easily visible; The duration of matches demanding highly performance is hours rather than days. The bottom line is that \u2018sense of ownership\u2019 is critical for team success is also very visible in these examples and they are not different from software projects in that regard.<\/p>\n\n\n\n
So, one difference between average teams that may deliver per expectation and great teams that deliver customer delight is the culture of involvement or a sense of ownership. Everyone feels proud to be a part of such a team.<\/p>\n","post_title":"Take Pride in what you do!","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"take-pride-in-what-you-do","to_ping":"","pinged":"","post_modified":"2024-01-24 07:06:16","post_modified_gmt":"2024-01-24 07:06:16","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=10881","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"1","filter":"raw"}],"next":false,"prev":true,"total_page":2},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
What drives these individuals in these teams to go beyond and deliver. A sense of ownership, identifying with the larger cause and involvement in their duty.<\/p>\n\n\n\n
On the other hand, when we talk to people heading software teams about the challenges they face, we often hear that a major contributor to the problems in delivery, is the lack of involvement by the team members. It is actually more of lack of ownership rather than lack of involvement.<\/p>\n\n\n\n
It is not to say that, they don\u2019t do what has been told as requirement. It is that extra mile that needs to be travelled, which is missing often. When we debate this issue with the members, most are oblivious to such a behavior to the point of being surprised.<\/p>\n\n\n\n
It is true that sense of ownership is hard to define and is somewhat intrinsic. However, such soft aspects need to be developed - leading by example.<\/p>\n\n\n\n
We overlook examples like football teams and such by saying that they enjoy the benefit of the teams playing together for a long time; The attitude of a team members or the lack of it is easily visible; The duration of matches demanding highly performance is hours rather than days. The bottom line is that \u2018sense of ownership\u2019 is critical for team success is also very visible in these examples and they are not different from software projects in that regard.<\/p>\n\n\n\n
So, one difference between average teams that may deliver per expectation and great teams that deliver customer delight is the culture of involvement or a sense of ownership. Everyone feels proud to be a part of such a team.<\/p>\n","post_title":"Take Pride in what you do!","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"take-pride-in-what-you-do","to_ping":"","pinged":"","post_modified":"2024-01-24 07:06:16","post_modified_gmt":"2024-01-24 07:06:16","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=10881","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"1","filter":"raw"}],"next":false,"prev":true,"total_page":2},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
The first and foremost requirement for every member of any defense establishment is discipline; and obeying orders from superior is drilled into every individual member and are conditioned to comply without questioning the authority. Yet, we read so many instances of bravery, demonstrated by a member from the junior most rank, surpassing the expectation to achieve the impossible. Making the difference that merits awards of highest order.<\/p>\n\n\n\n
What drives these individuals in these teams to go beyond and deliver. A sense of ownership, identifying with the larger cause and involvement in their duty.<\/p>\n\n\n\n
On the other hand, when we talk to people heading software teams about the challenges they face, we often hear that a major contributor to the problems in delivery, is the lack of involvement by the team members. It is actually more of lack of ownership rather than lack of involvement.<\/p>\n\n\n\n
It is not to say that, they don\u2019t do what has been told as requirement. It is that extra mile that needs to be travelled, which is missing often. When we debate this issue with the members, most are oblivious to such a behavior to the point of being surprised.<\/p>\n\n\n\n
It is true that sense of ownership is hard to define and is somewhat intrinsic. However, such soft aspects need to be developed - leading by example.<\/p>\n\n\n\n
We overlook examples like football teams and such by saying that they enjoy the benefit of the teams playing together for a long time; The attitude of a team members or the lack of it is easily visible; The duration of matches demanding highly performance is hours rather than days. The bottom line is that \u2018sense of ownership\u2019 is critical for team success is also very visible in these examples and they are not different from software projects in that regard.<\/p>\n\n\n\n
So, one difference between average teams that may deliver per expectation and great teams that deliver customer delight is the culture of involvement or a sense of ownership. Everyone feels proud to be a part of such a team.<\/p>\n","post_title":"Take Pride in what you do!","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"take-pride-in-what-you-do","to_ping":"","pinged":"","post_modified":"2024-01-24 07:06:16","post_modified_gmt":"2024-01-24 07:06:16","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=10881","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"1","filter":"raw"}],"next":false,"prev":true,"total_page":2},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
A football team is made up of 11 players with specific roles to each of them. Each player\u2019s position and responsibilities are well established. But once the game starts, based on the dynamics of the game, the definition of the position is overlooked at times to achieve the goal. While going beyond the role is the key to success, each player is always cognizant of the role and gets back to playing the primary role. The extra effort is in addition to the assigned role.<\/p>\n\n\n\n
The first and foremost requirement for every member of any defense establishment is discipline; and obeying orders from superior is drilled into every individual member and are conditioned to comply without questioning the authority. Yet, we read so many instances of bravery, demonstrated by a member from the junior most rank, surpassing the expectation to achieve the impossible. Making the difference that merits awards of highest order.<\/p>\n\n\n\n
What drives these individuals in these teams to go beyond and deliver. A sense of ownership, identifying with the larger cause and involvement in their duty.<\/p>\n\n\n\n
On the other hand, when we talk to people heading software teams about the challenges they face, we often hear that a major contributor to the problems in delivery, is the lack of involvement by the team members. It is actually more of lack of ownership rather than lack of involvement.<\/p>\n\n\n\n
It is not to say that, they don\u2019t do what has been told as requirement. It is that extra mile that needs to be travelled, which is missing often. When we debate this issue with the members, most are oblivious to such a behavior to the point of being surprised.<\/p>\n\n\n\n
It is true that sense of ownership is hard to define and is somewhat intrinsic. However, such soft aspects need to be developed - leading by example.<\/p>\n\n\n\n
We overlook examples like football teams and such by saying that they enjoy the benefit of the teams playing together for a long time; The attitude of a team members or the lack of it is easily visible; The duration of matches demanding highly performance is hours rather than days. The bottom line is that \u2018sense of ownership\u2019 is critical for team success is also very visible in these examples and they are not different from software projects in that regard.<\/p>\n\n\n\n
So, one difference between average teams that may deliver per expectation and great teams that deliver customer delight is the culture of involvement or a sense of ownership. Everyone feels proud to be a part of such a team.<\/p>\n","post_title":"Take Pride in what you do!","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"take-pride-in-what-you-do","to_ping":"","pinged":"","post_modified":"2024-01-24 07:06:16","post_modified_gmt":"2024-01-24 07:06:16","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=10881","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"1","filter":"raw"}],"next":false,"prev":true,"total_page":2},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
What is this sense of ownership? How much do I really own up? After all, I am following orders; my role expects me to deliver in certain areas; my responsibilities are well documented and I meet the expectations to the best of my abilities. Agreed, you may not have financial ownership of your company; you may be executing your role as expected by the company requirements driven by customer commitments. Still, as an individual who has accepted a role, you own your work.<\/p>\n\n\n\n
A football team is made up of 11 players with specific roles to each of them. Each player\u2019s position and responsibilities are well established. But once the game starts, based on the dynamics of the game, the definition of the position is overlooked at times to achieve the goal. While going beyond the role is the key to success, each player is always cognizant of the role and gets back to playing the primary role. The extra effort is in addition to the assigned role.<\/p>\n\n\n\n
The first and foremost requirement for every member of any defense establishment is discipline; and obeying orders from superior is drilled into every individual member and are conditioned to comply without questioning the authority. Yet, we read so many instances of bravery, demonstrated by a member from the junior most rank, surpassing the expectation to achieve the impossible. Making the difference that merits awards of highest order.<\/p>\n\n\n\n
What drives these individuals in these teams to go beyond and deliver. A sense of ownership, identifying with the larger cause and involvement in their duty.<\/p>\n\n\n\n
On the other hand, when we talk to people heading software teams about the challenges they face, we often hear that a major contributor to the problems in delivery, is the lack of involvement by the team members. It is actually more of lack of ownership rather than lack of involvement.<\/p>\n\n\n\n
It is not to say that, they don\u2019t do what has been told as requirement. It is that extra mile that needs to be travelled, which is missing often. When we debate this issue with the members, most are oblivious to such a behavior to the point of being surprised.<\/p>\n\n\n\n
It is true that sense of ownership is hard to define and is somewhat intrinsic. However, such soft aspects need to be developed - leading by example.<\/p>\n\n\n\n
We overlook examples like football teams and such by saying that they enjoy the benefit of the teams playing together for a long time; The attitude of a team members or the lack of it is easily visible; The duration of matches demanding highly performance is hours rather than days. The bottom line is that \u2018sense of ownership\u2019 is critical for team success is also very visible in these examples and they are not different from software projects in that regard.<\/p>\n\n\n\n
So, one difference between average teams that may deliver per expectation and great teams that deliver customer delight is the culture of involvement or a sense of ownership. Everyone feels proud to be a part of such a team.<\/p>\n","post_title":"Take Pride in what you do!","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"take-pride-in-what-you-do","to_ping":"","pinged":"","post_modified":"2024-01-24 07:06:16","post_modified_gmt":"2024-01-24 07:06:16","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=10881","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"1","filter":"raw"}],"next":false,"prev":true,"total_page":2},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
Pride follows when we do things with a sense of ownership. Ownership of our work.<\/p>\n\n\n\n
What is this sense of ownership? How much do I really own up? After all, I am following orders; my role expects me to deliver in certain areas; my responsibilities are well documented and I meet the expectations to the best of my abilities. Agreed, you may not have financial ownership of your company; you may be executing your role as expected by the company requirements driven by customer commitments. Still, as an individual who has accepted a role, you own your work.<\/p>\n\n\n\n
A football team is made up of 11 players with specific roles to each of them. Each player\u2019s position and responsibilities are well established. But once the game starts, based on the dynamics of the game, the definition of the position is overlooked at times to achieve the goal. While going beyond the role is the key to success, each player is always cognizant of the role and gets back to playing the primary role. The extra effort is in addition to the assigned role.<\/p>\n\n\n\n
The first and foremost requirement for every member of any defense establishment is discipline; and obeying orders from superior is drilled into every individual member and are conditioned to comply without questioning the authority. Yet, we read so many instances of bravery, demonstrated by a member from the junior most rank, surpassing the expectation to achieve the impossible. Making the difference that merits awards of highest order.<\/p>\n\n\n\n
What drives these individuals in these teams to go beyond and deliver. A sense of ownership, identifying with the larger cause and involvement in their duty.<\/p>\n\n\n\n
On the other hand, when we talk to people heading software teams about the challenges they face, we often hear that a major contributor to the problems in delivery, is the lack of involvement by the team members. It is actually more of lack of ownership rather than lack of involvement.<\/p>\n\n\n\n
It is not to say that, they don\u2019t do what has been told as requirement. It is that extra mile that needs to be travelled, which is missing often. When we debate this issue with the members, most are oblivious to such a behavior to the point of being surprised.<\/p>\n\n\n\n
It is true that sense of ownership is hard to define and is somewhat intrinsic. However, such soft aspects need to be developed - leading by example.<\/p>\n\n\n\n
We overlook examples like football teams and such by saying that they enjoy the benefit of the teams playing together for a long time; The attitude of a team members or the lack of it is easily visible; The duration of matches demanding highly performance is hours rather than days. The bottom line is that \u2018sense of ownership\u2019 is critical for team success is also very visible in these examples and they are not different from software projects in that regard.<\/p>\n\n\n\n
So, one difference between average teams that may deliver per expectation and great teams that deliver customer delight is the culture of involvement or a sense of ownership. Everyone feels proud to be a part of such a team.<\/p>\n","post_title":"Take Pride in what you do!","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"take-pride-in-what-you-do","to_ping":"","pinged":"","post_modified":"2024-01-24 07:06:16","post_modified_gmt":"2024-01-24 07:06:16","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=10881","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"1","filter":"raw"}],"next":false,"prev":true,"total_page":2},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
Mindfulness is gaining more and more prominence in many organizations as part of Agile Transformation and Leadership Development \u00a0initiatives, especially after Google\u2019s \u201cSearch Inside Yourself\u201d program. <\/span><\/p>\n","post_title":"Mindfulness for Agility","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"mindfulness-for-agility","to_ping":"","pinged":"","post_modified":"2024-01-29 15:23:12","post_modified_gmt":"2024-01-29 15:23:12","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=11119","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":10881,"post_author":"12","post_date":"2018-08-14 12:31:04","post_date_gmt":"2018-08-14 07:01:04","post_content":"\n Pride follows when we do things with a sense of ownership. Ownership of our work.<\/p>\n\n\n\n What is this sense of ownership? How much do I really own up? After all, I am following orders; my role expects me to deliver in certain areas; my responsibilities are well documented and I meet the expectations to the best of my abilities. Agreed, you may not have financial ownership of your company; you may be executing your role as expected by the company requirements driven by customer commitments. Still, as an individual who has accepted a role, you own your work.<\/p>\n\n\n\n A football team is made up of 11 players with specific roles to each of them. Each player\u2019s position and responsibilities are well established. But once the game starts, based on the dynamics of the game, the definition of the position is overlooked at times to achieve the goal. While going beyond the role is the key to success, each player is always cognizant of the role and gets back to playing the primary role. The extra effort is in addition to the assigned role.<\/p>\n\n\n\n The first and foremost requirement for every member of any defense establishment is discipline; and obeying orders from superior is drilled into every individual member and are conditioned to comply without questioning the authority. Yet, we read so many instances of bravery, demonstrated by a member from the junior most rank, surpassing the expectation to achieve the impossible. Making the difference that merits awards of highest order.<\/p>\n\n\n\n What drives these individuals in these teams to go beyond and deliver. A sense of ownership, identifying with the larger cause and involvement in their duty.<\/p>\n\n\n\n On the other hand, when we talk to people heading software teams about the challenges they face, we often hear that a major contributor to the problems in delivery, is the lack of involvement by the team members. It is actually more of lack of ownership rather than lack of involvement.<\/p>\n\n\n\n It is not to say that, they don\u2019t do what has been told as requirement. It is that extra mile that needs to be travelled, which is missing often. When we debate this issue with the members, most are oblivious to such a behavior to the point of being surprised.<\/p>\n\n\n\n It is true that sense of ownership is hard to define and is somewhat intrinsic. However, such soft aspects need to be developed - leading by example.<\/p>\n\n\n\n We overlook examples like football teams and such by saying that they enjoy the benefit of the teams playing together for a long time; The attitude of a team members or the lack of it is easily visible; The duration of matches demanding highly performance is hours rather than days. The bottom line is that \u2018sense of ownership\u2019 is critical for team success is also very visible in these examples and they are not different from software projects in that regard.<\/p>\n\n\n\n So, one difference between average teams that may deliver per expectation and great teams that deliver customer delight is the culture of involvement or a sense of ownership. Everyone feels proud to be a part of such a team.<\/p>\n","post_title":"Take Pride in what you do!","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"take-pride-in-what-you-do","to_ping":"","pinged":"","post_modified":"2024-01-24 07:06:16","post_modified_gmt":"2024-01-24 07:06:16","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=10881","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"1","filter":"raw"}],"next":false,"prev":true,"total_page":2},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
Back to the iceberg metaphor \u2013 this diagram shows how IQ, EQ and MQ (Mindfulness Quotient) stack up. At the outcome level, we want to get business results, for which we plan and execute several activities \u2013 these are at the top of the iceberg, visible, IQ oriented. Beneath the water level are the not-so-visible soft aspects which are EQ oriented. Mindfulness is at even subtler level, impacting the outcomes deeply. <\/span><\/p>\n\n\n\n Mindfulness is gaining more and more prominence in many organizations as part of Agile Transformation and Leadership Development \u00a0initiatives, especially after Google\u2019s \u201cSearch Inside Yourself\u201d program. <\/span><\/p>\n","post_title":"Mindfulness for Agility","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"mindfulness-for-agility","to_ping":"","pinged":"","post_modified":"2024-01-29 15:23:12","post_modified_gmt":"2024-01-29 15:23:12","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=11119","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":10881,"post_author":"12","post_date":"2018-08-14 12:31:04","post_date_gmt":"2018-08-14 07:01:04","post_content":"\n Pride follows when we do things with a sense of ownership. Ownership of our work.<\/p>\n\n\n\n What is this sense of ownership? How much do I really own up? After all, I am following orders; my role expects me to deliver in certain areas; my responsibilities are well documented and I meet the expectations to the best of my abilities. Agreed, you may not have financial ownership of your company; you may be executing your role as expected by the company requirements driven by customer commitments. Still, as an individual who has accepted a role, you own your work.<\/p>\n\n\n\n A football team is made up of 11 players with specific roles to each of them. Each player\u2019s position and responsibilities are well established. But once the game starts, based on the dynamics of the game, the definition of the position is overlooked at times to achieve the goal. While going beyond the role is the key to success, each player is always cognizant of the role and gets back to playing the primary role. The extra effort is in addition to the assigned role.<\/p>\n\n\n\n The first and foremost requirement for every member of any defense establishment is discipline; and obeying orders from superior is drilled into every individual member and are conditioned to comply without questioning the authority. Yet, we read so many instances of bravery, demonstrated by a member from the junior most rank, surpassing the expectation to achieve the impossible. Making the difference that merits awards of highest order.<\/p>\n\n\n\n What drives these individuals in these teams to go beyond and deliver. A sense of ownership, identifying with the larger cause and involvement in their duty.<\/p>\n\n\n\n On the other hand, when we talk to people heading software teams about the challenges they face, we often hear that a major contributor to the problems in delivery, is the lack of involvement by the team members. It is actually more of lack of ownership rather than lack of involvement.<\/p>\n\n\n\n It is not to say that, they don\u2019t do what has been told as requirement. It is that extra mile that needs to be travelled, which is missing often. When we debate this issue with the members, most are oblivious to such a behavior to the point of being surprised.<\/p>\n\n\n\n It is true that sense of ownership is hard to define and is somewhat intrinsic. However, such soft aspects need to be developed - leading by example.<\/p>\n\n\n\n We overlook examples like football teams and such by saying that they enjoy the benefit of the teams playing together for a long time; The attitude of a team members or the lack of it is easily visible; The duration of matches demanding highly performance is hours rather than days. The bottom line is that \u2018sense of ownership\u2019 is critical for team success is also very visible in these examples and they are not different from software projects in that regard.<\/p>\n\n\n\n So, one difference between average teams that may deliver per expectation and great teams that deliver customer delight is the culture of involvement or a sense of ownership. Everyone feels proud to be a part of such a team.<\/p>\n","post_title":"Take Pride in what you do!","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"take-pride-in-what-you-do","to_ping":"","pinged":"","post_modified":"2024-01-24 07:06:16","post_modified_gmt":"2024-01-24 07:06:16","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=10881","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"1","filter":"raw"}],"next":false,"prev":true,"total_page":2},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
<\/p>\n\n\n\n Back to the iceberg metaphor \u2013 this diagram shows how IQ, EQ and MQ (Mindfulness Quotient) stack up. At the outcome level, we want to get business results, for which we plan and execute several activities \u2013 these are at the top of the iceberg, visible, IQ oriented. Beneath the water level are the not-so-visible soft aspects which are EQ oriented. Mindfulness is at even subtler level, impacting the outcomes deeply. <\/span><\/p>\n\n\n\n Mindfulness is gaining more and more prominence in many organizations as part of Agile Transformation and Leadership Development \u00a0initiatives, especially after Google\u2019s \u201cSearch Inside Yourself\u201d program. <\/span><\/p>\n","post_title":"Mindfulness for Agility","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"mindfulness-for-agility","to_ping":"","pinged":"","post_modified":"2024-01-29 15:23:12","post_modified_gmt":"2024-01-29 15:23:12","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=11119","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":10881,"post_author":"12","post_date":"2018-08-14 12:31:04","post_date_gmt":"2018-08-14 07:01:04","post_content":"\n Pride follows when we do things with a sense of ownership. Ownership of our work.<\/p>\n\n\n\n What is this sense of ownership? How much do I really own up? After all, I am following orders; my role expects me to deliver in certain areas; my responsibilities are well documented and I meet the expectations to the best of my abilities. Agreed, you may not have financial ownership of your company; you may be executing your role as expected by the company requirements driven by customer commitments. Still, as an individual who has accepted a role, you own your work.<\/p>\n\n\n\n A football team is made up of 11 players with specific roles to each of them. Each player\u2019s position and responsibilities are well established. But once the game starts, based on the dynamics of the game, the definition of the position is overlooked at times to achieve the goal. While going beyond the role is the key to success, each player is always cognizant of the role and gets back to playing the primary role. The extra effort is in addition to the assigned role.<\/p>\n\n\n\n The first and foremost requirement for every member of any defense establishment is discipline; and obeying orders from superior is drilled into every individual member and are conditioned to comply without questioning the authority. Yet, we read so many instances of bravery, demonstrated by a member from the junior most rank, surpassing the expectation to achieve the impossible. Making the difference that merits awards of highest order.<\/p>\n\n\n\n What drives these individuals in these teams to go beyond and deliver. A sense of ownership, identifying with the larger cause and involvement in their duty.<\/p>\n\n\n\n On the other hand, when we talk to people heading software teams about the challenges they face, we often hear that a major contributor to the problems in delivery, is the lack of involvement by the team members. It is actually more of lack of ownership rather than lack of involvement.<\/p>\n\n\n\n It is not to say that, they don\u2019t do what has been told as requirement. It is that extra mile that needs to be travelled, which is missing often. When we debate this issue with the members, most are oblivious to such a behavior to the point of being surprised.<\/p>\n\n\n\n It is true that sense of ownership is hard to define and is somewhat intrinsic. However, such soft aspects need to be developed - leading by example.<\/p>\n\n\n\n We overlook examples like football teams and such by saying that they enjoy the benefit of the teams playing together for a long time; The attitude of a team members or the lack of it is easily visible; The duration of matches demanding highly performance is hours rather than days. The bottom line is that \u2018sense of ownership\u2019 is critical for team success is also very visible in these examples and they are not different from software projects in that regard.<\/p>\n\n\n\n So, one difference between average teams that may deliver per expectation and great teams that deliver customer delight is the culture of involvement or a sense of ownership. Everyone feels proud to be a part of such a team.<\/p>\n","post_title":"Take Pride in what you do!","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"take-pride-in-what-you-do","to_ping":"","pinged":"","post_modified":"2024-01-24 07:06:16","post_modified_gmt":"2024-01-24 07:06:16","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=10881","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"1","filter":"raw"}],"next":false,"prev":true,"total_page":2},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
<\/p>\n\n\n\n Back to the iceberg metaphor \u2013 this diagram shows how IQ, EQ and MQ (Mindfulness Quotient) stack up. At the outcome level, we want to get business results, for which we plan and execute several activities \u2013 these are at the top of the iceberg, visible, IQ oriented. Beneath the water level are the not-so-visible soft aspects which are EQ oriented. Mindfulness is at even subtler level, impacting the outcomes deeply. <\/span><\/p>\n\n\n\n Mindfulness is gaining more and more prominence in many organizations as part of Agile Transformation and Leadership Development \u00a0initiatives, especially after Google\u2019s \u201cSearch Inside Yourself\u201d program. <\/span><\/p>\n","post_title":"Mindfulness for Agility","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"mindfulness-for-agility","to_ping":"","pinged":"","post_modified":"2024-01-29 15:23:12","post_modified_gmt":"2024-01-29 15:23:12","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=11119","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":10881,"post_author":"12","post_date":"2018-08-14 12:31:04","post_date_gmt":"2018-08-14 07:01:04","post_content":"\n Pride follows when we do things with a sense of ownership. Ownership of our work.<\/p>\n\n\n\n What is this sense of ownership? How much do I really own up? After all, I am following orders; my role expects me to deliver in certain areas; my responsibilities are well documented and I meet the expectations to the best of my abilities. Agreed, you may not have financial ownership of your company; you may be executing your role as expected by the company requirements driven by customer commitments. Still, as an individual who has accepted a role, you own your work.<\/p>\n\n\n\n A football team is made up of 11 players with specific roles to each of them. Each player\u2019s position and responsibilities are well established. But once the game starts, based on the dynamics of the game, the definition of the position is overlooked at times to achieve the goal. While going beyond the role is the key to success, each player is always cognizant of the role and gets back to playing the primary role. The extra effort is in addition to the assigned role.<\/p>\n\n\n\n The first and foremost requirement for every member of any defense establishment is discipline; and obeying orders from superior is drilled into every individual member and are conditioned to comply without questioning the authority. Yet, we read so many instances of bravery, demonstrated by a member from the junior most rank, surpassing the expectation to achieve the impossible. Making the difference that merits awards of highest order.<\/p>\n\n\n\n What drives these individuals in these teams to go beyond and deliver. A sense of ownership, identifying with the larger cause and involvement in their duty.<\/p>\n\n\n\n On the other hand, when we talk to people heading software teams about the challenges they face, we often hear that a major contributor to the problems in delivery, is the lack of involvement by the team members. It is actually more of lack of ownership rather than lack of involvement.<\/p>\n\n\n\n It is not to say that, they don\u2019t do what has been told as requirement. It is that extra mile that needs to be travelled, which is missing often. When we debate this issue with the members, most are oblivious to such a behavior to the point of being surprised.<\/p>\n\n\n\n It is true that sense of ownership is hard to define and is somewhat intrinsic. However, such soft aspects need to be developed - leading by example.<\/p>\n\n\n\n We overlook examples like football teams and such by saying that they enjoy the benefit of the teams playing together for a long time; The attitude of a team members or the lack of it is easily visible; The duration of matches demanding highly performance is hours rather than days. The bottom line is that \u2018sense of ownership\u2019 is critical for team success is also very visible in these examples and they are not different from software projects in that regard.<\/p>\n\n\n\n So, one difference between average teams that may deliver per expectation and great teams that deliver customer delight is the culture of involvement or a sense of ownership. Everyone feels proud to be a part of such a team.<\/p>\n","post_title":"Take Pride in what you do!","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"take-pride-in-what-you-do","to_ping":"","pinged":"","post_modified":"2024-01-24 07:06:16","post_modified_gmt":"2024-01-24 07:06:16","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=10881","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"1","filter":"raw"}],"next":false,"prev":true,"total_page":2},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
As the neuroscience researches confirm, Mindfulness practices help to enhance EI by transformations in brain cells, nervous system and endocrine systems, there by making people more self-aware, self-regulating, self-motivated, empathetic and more socially skilled. <\/span><\/p>\n\n\n\n <\/p>\n\n\n\n Back to the iceberg metaphor \u2013 this diagram shows how IQ, EQ and MQ (Mindfulness Quotient) stack up. At the outcome level, we want to get business results, for which we plan and execute several activities \u2013 these are at the top of the iceberg, visible, IQ oriented. Beneath the water level are the not-so-visible soft aspects which are EQ oriented. Mindfulness is at even subtler level, impacting the outcomes deeply. <\/span><\/p>\n\n\n\n Mindfulness is gaining more and more prominence in many organizations as part of Agile Transformation and Leadership Development \u00a0initiatives, especially after Google\u2019s \u201cSearch Inside Yourself\u201d program. <\/span><\/p>\n","post_title":"Mindfulness for Agility","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"mindfulness-for-agility","to_ping":"","pinged":"","post_modified":"2024-01-29 15:23:12","post_modified_gmt":"2024-01-29 15:23:12","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=11119","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":10881,"post_author":"12","post_date":"2018-08-14 12:31:04","post_date_gmt":"2018-08-14 07:01:04","post_content":"\n Pride follows when we do things with a sense of ownership. Ownership of our work.<\/p>\n\n\n\n What is this sense of ownership? How much do I really own up? After all, I am following orders; my role expects me to deliver in certain areas; my responsibilities are well documented and I meet the expectations to the best of my abilities. Agreed, you may not have financial ownership of your company; you may be executing your role as expected by the company requirements driven by customer commitments. Still, as an individual who has accepted a role, you own your work.<\/p>\n\n\n\n A football team is made up of 11 players with specific roles to each of them. Each player\u2019s position and responsibilities are well established. But once the game starts, based on the dynamics of the game, the definition of the position is overlooked at times to achieve the goal. While going beyond the role is the key to success, each player is always cognizant of the role and gets back to playing the primary role. The extra effort is in addition to the assigned role.<\/p>\n\n\n\n The first and foremost requirement for every member of any defense establishment is discipline; and obeying orders from superior is drilled into every individual member and are conditioned to comply without questioning the authority. Yet, we read so many instances of bravery, demonstrated by a member from the junior most rank, surpassing the expectation to achieve the impossible. Making the difference that merits awards of highest order.<\/p>\n\n\n\n What drives these individuals in these teams to go beyond and deliver. A sense of ownership, identifying with the larger cause and involvement in their duty.<\/p>\n\n\n\n On the other hand, when we talk to people heading software teams about the challenges they face, we often hear that a major contributor to the problems in delivery, is the lack of involvement by the team members. It is actually more of lack of ownership rather than lack of involvement.<\/p>\n\n\n\n It is not to say that, they don\u2019t do what has been told as requirement. It is that extra mile that needs to be travelled, which is missing often. When we debate this issue with the members, most are oblivious to such a behavior to the point of being surprised.<\/p>\n\n\n\n It is true that sense of ownership is hard to define and is somewhat intrinsic. However, such soft aspects need to be developed - leading by example.<\/p>\n\n\n\n We overlook examples like football teams and such by saying that they enjoy the benefit of the teams playing together for a long time; The attitude of a team members or the lack of it is easily visible; The duration of matches demanding highly performance is hours rather than days. The bottom line is that \u2018sense of ownership\u2019 is critical for team success is also very visible in these examples and they are not different from software projects in that regard.<\/p>\n\n\n\n So, one difference between average teams that may deliver per expectation and great teams that deliver customer delight is the culture of involvement or a sense of ownership. Everyone feels proud to be a part of such a team.<\/p>\n","post_title":"Take Pride in what you do!","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"take-pride-in-what-you-do","to_ping":"","pinged":"","post_modified":"2024-01-24 07:06:16","post_modified_gmt":"2024-01-24 07:06:16","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=10881","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"1","filter":"raw"}],"next":false,"prev":true,"total_page":2},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
Download our free <\/span>eBook on \u201cMindfulness@Work \u2013 Managing Outside by Mastering Inside<\/a><\/span><\/strong>\u201d<\/span><\/strong> to understand about Mindfulness techniques, its effects and evidences of neuroscience research. <\/span><\/p>\n\n\n\n As the neuroscience researches confirm, Mindfulness practices help to enhance EI by transformations in brain cells, nervous system and endocrine systems, there by making people more self-aware, self-regulating, self-motivated, empathetic and more socially skilled. <\/span><\/p>\n\n\n\n <\/p>\n\n\n\n Back to the iceberg metaphor \u2013 this diagram shows how IQ, EQ and MQ (Mindfulness Quotient) stack up. At the outcome level, we want to get business results, for which we plan and execute several activities \u2013 these are at the top of the iceberg, visible, IQ oriented. Beneath the water level are the not-so-visible soft aspects which are EQ oriented. Mindfulness is at even subtler level, impacting the outcomes deeply. <\/span><\/p>\n\n\n\n Mindfulness is gaining more and more prominence in many organizations as part of Agile Transformation and Leadership Development \u00a0initiatives, especially after Google\u2019s \u201cSearch Inside Yourself\u201d program. <\/span><\/p>\n","post_title":"Mindfulness for Agility","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"mindfulness-for-agility","to_ping":"","pinged":"","post_modified":"2024-01-29 15:23:12","post_modified_gmt":"2024-01-29 15:23:12","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=11119","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":10881,"post_author":"12","post_date":"2018-08-14 12:31:04","post_date_gmt":"2018-08-14 07:01:04","post_content":"\n Pride follows when we do things with a sense of ownership. Ownership of our work.<\/p>\n\n\n\n What is this sense of ownership? How much do I really own up? After all, I am following orders; my role expects me to deliver in certain areas; my responsibilities are well documented and I meet the expectations to the best of my abilities. Agreed, you may not have financial ownership of your company; you may be executing your role as expected by the company requirements driven by customer commitments. Still, as an individual who has accepted a role, you own your work.<\/p>\n\n\n\n A football team is made up of 11 players with specific roles to each of them. Each player\u2019s position and responsibilities are well established. But once the game starts, based on the dynamics of the game, the definition of the position is overlooked at times to achieve the goal. While going beyond the role is the key to success, each player is always cognizant of the role and gets back to playing the primary role. The extra effort is in addition to the assigned role.<\/p>\n\n\n\n The first and foremost requirement for every member of any defense establishment is discipline; and obeying orders from superior is drilled into every individual member and are conditioned to comply without questioning the authority. Yet, we read so many instances of bravery, demonstrated by a member from the junior most rank, surpassing the expectation to achieve the impossible. Making the difference that merits awards of highest order.<\/p>\n\n\n\n What drives these individuals in these teams to go beyond and deliver. A sense of ownership, identifying with the larger cause and involvement in their duty.<\/p>\n\n\n\n On the other hand, when we talk to people heading software teams about the challenges they face, we often hear that a major contributor to the problems in delivery, is the lack of involvement by the team members. It is actually more of lack of ownership rather than lack of involvement.<\/p>\n\n\n\n It is not to say that, they don\u2019t do what has been told as requirement. It is that extra mile that needs to be travelled, which is missing often. When we debate this issue with the members, most are oblivious to such a behavior to the point of being surprised.<\/p>\n\n\n\n It is true that sense of ownership is hard to define and is somewhat intrinsic. However, such soft aspects need to be developed - leading by example.<\/p>\n\n\n\n We overlook examples like football teams and such by saying that they enjoy the benefit of the teams playing together for a long time; The attitude of a team members or the lack of it is easily visible; The duration of matches demanding highly performance is hours rather than days. The bottom line is that \u2018sense of ownership\u2019 is critical for team success is also very visible in these examples and they are not different from software projects in that regard.<\/p>\n\n\n\n So, one difference between average teams that may deliver per expectation and great teams that deliver customer delight is the culture of involvement or a sense of ownership. Everyone feels proud to be a part of such a team.<\/p>\n","post_title":"Take Pride in what you do!","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"take-pride-in-what-you-do","to_ping":"","pinged":"","post_modified":"2024-01-24 07:06:16","post_modified_gmt":"2024-01-24 07:06:16","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=10881","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"1","filter":"raw"}],"next":false,"prev":true,"total_page":2},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
Mindfulness is about being in the <\/span>Present moment<\/strong> <\/b>with full <\/span>Awareness<\/strong> of what is happening within oneself (thoughts, feelings, emotions) and outside (situations, people) and <\/span>Responding<\/strong> <\/b>wisely & consciously rather than Reacting compulsively.<\/span><\/p>\n\n\n\n Download our free <\/span>eBook on \u201cMindfulness@Work \u2013 Managing Outside by Mastering Inside<\/a><\/span><\/strong>\u201d<\/span><\/strong> to understand about Mindfulness techniques, its effects and evidences of neuroscience research. <\/span><\/p>\n\n\n\n As the neuroscience researches confirm, Mindfulness practices help to enhance EI by transformations in brain cells, nervous system and endocrine systems, there by making people more self-aware, self-regulating, self-motivated, empathetic and more socially skilled. <\/span><\/p>\n\n\n\n <\/p>\n\n\n\n Back to the iceberg metaphor \u2013 this diagram shows how IQ, EQ and MQ (Mindfulness Quotient) stack up. At the outcome level, we want to get business results, for which we plan and execute several activities \u2013 these are at the top of the iceberg, visible, IQ oriented. Beneath the water level are the not-so-visible soft aspects which are EQ oriented. Mindfulness is at even subtler level, impacting the outcomes deeply. <\/span><\/p>\n\n\n\n Mindfulness is gaining more and more prominence in many organizations as part of Agile Transformation and Leadership Development \u00a0initiatives, especially after Google\u2019s \u201cSearch Inside Yourself\u201d program. <\/span><\/p>\n","post_title":"Mindfulness for Agility","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"mindfulness-for-agility","to_ping":"","pinged":"","post_modified":"2024-01-29 15:23:12","post_modified_gmt":"2024-01-29 15:23:12","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=11119","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":10881,"post_author":"12","post_date":"2018-08-14 12:31:04","post_date_gmt":"2018-08-14 07:01:04","post_content":"\n Pride follows when we do things with a sense of ownership. Ownership of our work.<\/p>\n\n\n\n What is this sense of ownership? How much do I really own up? After all, I am following orders; my role expects me to deliver in certain areas; my responsibilities are well documented and I meet the expectations to the best of my abilities. Agreed, you may not have financial ownership of your company; you may be executing your role as expected by the company requirements driven by customer commitments. Still, as an individual who has accepted a role, you own your work.<\/p>\n\n\n\n A football team is made up of 11 players with specific roles to each of them. Each player\u2019s position and responsibilities are well established. But once the game starts, based on the dynamics of the game, the definition of the position is overlooked at times to achieve the goal. While going beyond the role is the key to success, each player is always cognizant of the role and gets back to playing the primary role. The extra effort is in addition to the assigned role.<\/p>\n\n\n\n The first and foremost requirement for every member of any defense establishment is discipline; and obeying orders from superior is drilled into every individual member and are conditioned to comply without questioning the authority. Yet, we read so many instances of bravery, demonstrated by a member from the junior most rank, surpassing the expectation to achieve the impossible. Making the difference that merits awards of highest order.<\/p>\n\n\n\n What drives these individuals in these teams to go beyond and deliver. A sense of ownership, identifying with the larger cause and involvement in their duty.<\/p>\n\n\n\n On the other hand, when we talk to people heading software teams about the challenges they face, we often hear that a major contributor to the problems in delivery, is the lack of involvement by the team members. It is actually more of lack of ownership rather than lack of involvement.<\/p>\n\n\n\n It is not to say that, they don\u2019t do what has been told as requirement. It is that extra mile that needs to be travelled, which is missing often. When we debate this issue with the members, most are oblivious to such a behavior to the point of being surprised.<\/p>\n\n\n\n It is true that sense of ownership is hard to define and is somewhat intrinsic. However, such soft aspects need to be developed - leading by example.<\/p>\n\n\n\n We overlook examples like football teams and such by saying that they enjoy the benefit of the teams playing together for a long time; The attitude of a team members or the lack of it is easily visible; The duration of matches demanding highly performance is hours rather than days. The bottom line is that \u2018sense of ownership\u2019 is critical for team success is also very visible in these examples and they are not different from software projects in that regard.<\/p>\n\n\n\n So, one difference between average teams that may deliver per expectation and great teams that deliver customer delight is the culture of involvement or a sense of ownership. Everyone feels proud to be a part of such a team.<\/p>\n","post_title":"Take Pride in what you do!","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"take-pride-in-what-you-do","to_ping":"","pinged":"","post_modified":"2024-01-24 07:06:16","post_modified_gmt":"2024-01-24 07:06:16","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=10881","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"1","filter":"raw"}],"next":false,"prev":true,"total_page":2},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
Mindfulness is a practical way to develop Emotional Intelligence<\/strong><\/p>\n\n\n\n Mindfulness is about being in the <\/span>Present moment<\/strong> <\/b>with full <\/span>Awareness<\/strong> of what is happening within oneself (thoughts, feelings, emotions) and outside (situations, people) and <\/span>Responding<\/strong> <\/b>wisely & consciously rather than Reacting compulsively.<\/span><\/p>\n\n\n\n Download our free <\/span>eBook on \u201cMindfulness@Work \u2013 Managing Outside by Mastering Inside<\/a><\/span><\/strong>\u201d<\/span><\/strong> to understand about Mindfulness techniques, its effects and evidences of neuroscience research. <\/span><\/p>\n\n\n\n As the neuroscience researches confirm, Mindfulness practices help to enhance EI by transformations in brain cells, nervous system and endocrine systems, there by making people more self-aware, self-regulating, self-motivated, empathetic and more socially skilled. <\/span><\/p>\n\n\n\n <\/p>\n\n\n\n Back to the iceberg metaphor \u2013 this diagram shows how IQ, EQ and MQ (Mindfulness Quotient) stack up. At the outcome level, we want to get business results, for which we plan and execute several activities \u2013 these are at the top of the iceberg, visible, IQ oriented. Beneath the water level are the not-so-visible soft aspects which are EQ oriented. Mindfulness is at even subtler level, impacting the outcomes deeply. <\/span><\/p>\n\n\n\n Mindfulness is gaining more and more prominence in many organizations as part of Agile Transformation and Leadership Development \u00a0initiatives, especially after Google\u2019s \u201cSearch Inside Yourself\u201d program. <\/span><\/p>\n","post_title":"Mindfulness for Agility","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"mindfulness-for-agility","to_ping":"","pinged":"","post_modified":"2024-01-29 15:23:12","post_modified_gmt":"2024-01-29 15:23:12","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=11119","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":10881,"post_author":"12","post_date":"2018-08-14 12:31:04","post_date_gmt":"2018-08-14 07:01:04","post_content":"\n Pride follows when we do things with a sense of ownership. Ownership of our work.<\/p>\n\n\n\n What is this sense of ownership? How much do I really own up? After all, I am following orders; my role expects me to deliver in certain areas; my responsibilities are well documented and I meet the expectations to the best of my abilities. Agreed, you may not have financial ownership of your company; you may be executing your role as expected by the company requirements driven by customer commitments. Still, as an individual who has accepted a role, you own your work.<\/p>\n\n\n\n A football team is made up of 11 players with specific roles to each of them. Each player\u2019s position and responsibilities are well established. But once the game starts, based on the dynamics of the game, the definition of the position is overlooked at times to achieve the goal. While going beyond the role is the key to success, each player is always cognizant of the role and gets back to playing the primary role. The extra effort is in addition to the assigned role.<\/p>\n\n\n\n The first and foremost requirement for every member of any defense establishment is discipline; and obeying orders from superior is drilled into every individual member and are conditioned to comply without questioning the authority. Yet, we read so many instances of bravery, demonstrated by a member from the junior most rank, surpassing the expectation to achieve the impossible. Making the difference that merits awards of highest order.<\/p>\n\n\n\n What drives these individuals in these teams to go beyond and deliver. A sense of ownership, identifying with the larger cause and involvement in their duty.<\/p>\n\n\n\n On the other hand, when we talk to people heading software teams about the challenges they face, we often hear that a major contributor to the problems in delivery, is the lack of involvement by the team members. It is actually more of lack of ownership rather than lack of involvement.<\/p>\n\n\n\n It is not to say that, they don\u2019t do what has been told as requirement. It is that extra mile that needs to be travelled, which is missing often. When we debate this issue with the members, most are oblivious to such a behavior to the point of being surprised.<\/p>\n\n\n\n It is true that sense of ownership is hard to define and is somewhat intrinsic. However, such soft aspects need to be developed - leading by example.<\/p>\n\n\n\n We overlook examples like football teams and such by saying that they enjoy the benefit of the teams playing together for a long time; The attitude of a team members or the lack of it is easily visible; The duration of matches demanding highly performance is hours rather than days. The bottom line is that \u2018sense of ownership\u2019 is critical for team success is also very visible in these examples and they are not different from software projects in that regard.<\/p>\n\n\n\n So, one difference between average teams that may deliver per expectation and great teams that deliver customer delight is the culture of involvement or a sense of ownership. Everyone feels proud to be a part of such a team.<\/p>\n","post_title":"Take Pride in what you do!","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"take-pride-in-what-you-do","to_ping":"","pinged":"","post_modified":"2024-01-24 07:06:16","post_modified_gmt":"2024-01-24 07:06:16","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=10881","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"1","filter":"raw"}],"next":false,"prev":true,"total_page":2},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
<\/p>\n\n\n\n Mindfulness is a practical way to develop Emotional Intelligence<\/strong><\/p>\n\n\n\n Mindfulness is about being in the <\/span>Present moment<\/strong> <\/b>with full <\/span>Awareness<\/strong> of what is happening within oneself (thoughts, feelings, emotions) and outside (situations, people) and <\/span>Responding<\/strong> <\/b>wisely & consciously rather than Reacting compulsively.<\/span><\/p>\n\n\n\n Download our free <\/span>eBook on \u201cMindfulness@Work \u2013 Managing Outside by Mastering Inside<\/a><\/span><\/strong>\u201d<\/span><\/strong> to understand about Mindfulness techniques, its effects and evidences of neuroscience research. <\/span><\/p>\n\n\n\n As the neuroscience researches confirm, Mindfulness practices help to enhance EI by transformations in brain cells, nervous system and endocrine systems, there by making people more self-aware, self-regulating, self-motivated, empathetic and more socially skilled. <\/span><\/p>\n\n\n\n <\/p>\n\n\n\n Back to the iceberg metaphor \u2013 this diagram shows how IQ, EQ and MQ (Mindfulness Quotient) stack up. At the outcome level, we want to get business results, for which we plan and execute several activities \u2013 these are at the top of the iceberg, visible, IQ oriented. Beneath the water level are the not-so-visible soft aspects which are EQ oriented. Mindfulness is at even subtler level, impacting the outcomes deeply. <\/span><\/p>\n\n\n\n Mindfulness is gaining more and more prominence in many organizations as part of Agile Transformation and Leadership Development \u00a0initiatives, especially after Google\u2019s \u201cSearch Inside Yourself\u201d program. <\/span><\/p>\n","post_title":"Mindfulness for Agility","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"mindfulness-for-agility","to_ping":"","pinged":"","post_modified":"2024-01-29 15:23:12","post_modified_gmt":"2024-01-29 15:23:12","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=11119","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":10881,"post_author":"12","post_date":"2018-08-14 12:31:04","post_date_gmt":"2018-08-14 07:01:04","post_content":"\n Pride follows when we do things with a sense of ownership. Ownership of our work.<\/p>\n\n\n\n What is this sense of ownership? How much do I really own up? After all, I am following orders; my role expects me to deliver in certain areas; my responsibilities are well documented and I meet the expectations to the best of my abilities. Agreed, you may not have financial ownership of your company; you may be executing your role as expected by the company requirements driven by customer commitments. Still, as an individual who has accepted a role, you own your work.<\/p>\n\n\n\n A football team is made up of 11 players with specific roles to each of them. Each player\u2019s position and responsibilities are well established. But once the game starts, based on the dynamics of the game, the definition of the position is overlooked at times to achieve the goal. While going beyond the role is the key to success, each player is always cognizant of the role and gets back to playing the primary role. The extra effort is in addition to the assigned role.<\/p>\n\n\n\n The first and foremost requirement for every member of any defense establishment is discipline; and obeying orders from superior is drilled into every individual member and are conditioned to comply without questioning the authority. Yet, we read so many instances of bravery, demonstrated by a member from the junior most rank, surpassing the expectation to achieve the impossible. Making the difference that merits awards of highest order.<\/p>\n\n\n\n What drives these individuals in these teams to go beyond and deliver. A sense of ownership, identifying with the larger cause and involvement in their duty.<\/p>\n\n\n\n On the other hand, when we talk to people heading software teams about the challenges they face, we often hear that a major contributor to the problems in delivery, is the lack of involvement by the team members. It is actually more of lack of ownership rather than lack of involvement.<\/p>\n\n\n\n It is not to say that, they don\u2019t do what has been told as requirement. It is that extra mile that needs to be travelled, which is missing often. When we debate this issue with the members, most are oblivious to such a behavior to the point of being surprised.<\/p>\n\n\n\n It is true that sense of ownership is hard to define and is somewhat intrinsic. However, such soft aspects need to be developed - leading by example.<\/p>\n\n\n\n We overlook examples like football teams and such by saying that they enjoy the benefit of the teams playing together for a long time; The attitude of a team members or the lack of it is easily visible; The duration of matches demanding highly performance is hours rather than days. The bottom line is that \u2018sense of ownership\u2019 is critical for team success is also very visible in these examples and they are not different from software projects in that regard.<\/p>\n\n\n\n So, one difference between average teams that may deliver per expectation and great teams that deliver customer delight is the culture of involvement or a sense of ownership. Everyone feels proud to be a part of such a team.<\/p>\n","post_title":"Take Pride in what you do!","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"take-pride-in-what-you-do","to_ping":"","pinged":"","post_modified":"2024-01-24 07:06:16","post_modified_gmt":"2024-01-24 07:06:16","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=10881","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"1","filter":"raw"}],"next":false,"prev":true,"total_page":2},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
<\/p>\n\n\n\n Mindfulness is a practical way to develop Emotional Intelligence<\/strong><\/p>\n\n\n\n Mindfulness is about being in the <\/span>Present moment<\/strong> <\/b>with full <\/span>Awareness<\/strong> of what is happening within oneself (thoughts, feelings, emotions) and outside (situations, people) and <\/span>Responding<\/strong> <\/b>wisely & consciously rather than Reacting compulsively.<\/span><\/p>\n\n\n\n Download our free <\/span>eBook on \u201cMindfulness@Work \u2013 Managing Outside by Mastering Inside<\/a><\/span><\/strong>\u201d<\/span><\/strong> to understand about Mindfulness techniques, its effects and evidences of neuroscience research. <\/span><\/p>\n\n\n\n As the neuroscience researches confirm, Mindfulness practices help to enhance EI by transformations in brain cells, nervous system and endocrine systems, there by making people more self-aware, self-regulating, self-motivated, empathetic and more socially skilled. <\/span><\/p>\n\n\n\n <\/p>\n\n\n\n Back to the iceberg metaphor \u2013 this diagram shows how IQ, EQ and MQ (Mindfulness Quotient) stack up. At the outcome level, we want to get business results, for which we plan and execute several activities \u2013 these are at the top of the iceberg, visible, IQ oriented. Beneath the water level are the not-so-visible soft aspects which are EQ oriented. Mindfulness is at even subtler level, impacting the outcomes deeply. <\/span><\/p>\n\n\n\n Mindfulness is gaining more and more prominence in many organizations as part of Agile Transformation and Leadership Development \u00a0initiatives, especially after Google\u2019s \u201cSearch Inside Yourself\u201d program. <\/span><\/p>\n","post_title":"Mindfulness for Agility","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"mindfulness-for-agility","to_ping":"","pinged":"","post_modified":"2024-01-29 15:23:12","post_modified_gmt":"2024-01-29 15:23:12","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=11119","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":10881,"post_author":"12","post_date":"2018-08-14 12:31:04","post_date_gmt":"2018-08-14 07:01:04","post_content":"\n Pride follows when we do things with a sense of ownership. Ownership of our work.<\/p>\n\n\n\n What is this sense of ownership? How much do I really own up? After all, I am following orders; my role expects me to deliver in certain areas; my responsibilities are well documented and I meet the expectations to the best of my abilities. Agreed, you may not have financial ownership of your company; you may be executing your role as expected by the company requirements driven by customer commitments. Still, as an individual who has accepted a role, you own your work.<\/p>\n\n\n\n A football team is made up of 11 players with specific roles to each of them. Each player\u2019s position and responsibilities are well established. But once the game starts, based on the dynamics of the game, the definition of the position is overlooked at times to achieve the goal. While going beyond the role is the key to success, each player is always cognizant of the role and gets back to playing the primary role. The extra effort is in addition to the assigned role.<\/p>\n\n\n\n The first and foremost requirement for every member of any defense establishment is discipline; and obeying orders from superior is drilled into every individual member and are conditioned to comply without questioning the authority. Yet, we read so many instances of bravery, demonstrated by a member from the junior most rank, surpassing the expectation to achieve the impossible. Making the difference that merits awards of highest order.<\/p>\n\n\n\n What drives these individuals in these teams to go beyond and deliver. A sense of ownership, identifying with the larger cause and involvement in their duty.<\/p>\n\n\n\n On the other hand, when we talk to people heading software teams about the challenges they face, we often hear that a major contributor to the problems in delivery, is the lack of involvement by the team members. It is actually more of lack of ownership rather than lack of involvement.<\/p>\n\n\n\n It is not to say that, they don\u2019t do what has been told as requirement. It is that extra mile that needs to be travelled, which is missing often. When we debate this issue with the members, most are oblivious to such a behavior to the point of being surprised.<\/p>\n\n\n\n It is true that sense of ownership is hard to define and is somewhat intrinsic. However, such soft aspects need to be developed - leading by example.<\/p>\n\n\n\n We overlook examples like football teams and such by saying that they enjoy the benefit of the teams playing together for a long time; The attitude of a team members or the lack of it is easily visible; The duration of matches demanding highly performance is hours rather than days. The bottom line is that \u2018sense of ownership\u2019 is critical for team success is also very visible in these examples and they are not different from software projects in that regard.<\/p>\n\n\n\n So, one difference between average teams that may deliver per expectation and great teams that deliver customer delight is the culture of involvement or a sense of ownership. Everyone feels proud to be a part of such a team.<\/p>\n","post_title":"Take Pride in what you do!","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"take-pride-in-what-you-do","to_ping":"","pinged":"","post_modified":"2024-01-24 07:06:16","post_modified_gmt":"2024-01-24 07:06:16","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=10881","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"1","filter":"raw"}],"next":false,"prev":true,"total_page":2},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
The critical success factors for agile Culture are Servant\/Facilitative Leadership, Cross-Functional Collaboration and Self-Organizing Teams. The This is the realm of Emotional Intelligence (EI\/EQ) as depicted in the below diagram. <\/span><\/p>\n\n\n\n <\/p>\n\n\n\n Mindfulness is a practical way to develop Emotional Intelligence<\/strong><\/p>\n\n\n\n Mindfulness is about being in the <\/span>Present moment<\/strong> <\/b>with full <\/span>Awareness<\/strong> of what is happening within oneself (thoughts, feelings, emotions) and outside (situations, people) and <\/span>Responding<\/strong> <\/b>wisely & consciously rather than Reacting compulsively.<\/span><\/p>\n\n\n\n Download our free <\/span>eBook on \u201cMindfulness@Work \u2013 Managing Outside by Mastering Inside<\/a><\/span><\/strong>\u201d<\/span><\/strong> to understand about Mindfulness techniques, its effects and evidences of neuroscience research. <\/span><\/p>\n\n\n\n As the neuroscience researches confirm, Mindfulness practices help to enhance EI by transformations in brain cells, nervous system and endocrine systems, there by making people more self-aware, self-regulating, self-motivated, empathetic and more socially skilled. <\/span><\/p>\n\n\n\n <\/p>\n\n\n\n Back to the iceberg metaphor \u2013 this diagram shows how IQ, EQ and MQ (Mindfulness Quotient) stack up. At the outcome level, we want to get business results, for which we plan and execute several activities \u2013 these are at the top of the iceberg, visible, IQ oriented. Beneath the water level are the not-so-visible soft aspects which are EQ oriented. Mindfulness is at even subtler level, impacting the outcomes deeply. <\/span><\/p>\n\n\n\n Mindfulness is gaining more and more prominence in many organizations as part of Agile Transformation and Leadership Development \u00a0initiatives, especially after Google\u2019s \u201cSearch Inside Yourself\u201d program. <\/span><\/p>\n","post_title":"Mindfulness for Agility","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"mindfulness-for-agility","to_ping":"","pinged":"","post_modified":"2024-01-29 15:23:12","post_modified_gmt":"2024-01-29 15:23:12","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=11119","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":10881,"post_author":"12","post_date":"2018-08-14 12:31:04","post_date_gmt":"2018-08-14 07:01:04","post_content":"\n Pride follows when we do things with a sense of ownership. Ownership of our work.<\/p>\n\n\n\n What is this sense of ownership? How much do I really own up? After all, I am following orders; my role expects me to deliver in certain areas; my responsibilities are well documented and I meet the expectations to the best of my abilities. Agreed, you may not have financial ownership of your company; you may be executing your role as expected by the company requirements driven by customer commitments. Still, as an individual who has accepted a role, you own your work.<\/p>\n\n\n\n A football team is made up of 11 players with specific roles to each of them. Each player\u2019s position and responsibilities are well established. But once the game starts, based on the dynamics of the game, the definition of the position is overlooked at times to achieve the goal. While going beyond the role is the key to success, each player is always cognizant of the role and gets back to playing the primary role. The extra effort is in addition to the assigned role.<\/p>\n\n\n\n The first and foremost requirement for every member of any defense establishment is discipline; and obeying orders from superior is drilled into every individual member and are conditioned to comply without questioning the authority. Yet, we read so many instances of bravery, demonstrated by a member from the junior most rank, surpassing the expectation to achieve the impossible. Making the difference that merits awards of highest order.<\/p>\n\n\n\n What drives these individuals in these teams to go beyond and deliver. A sense of ownership, identifying with the larger cause and involvement in their duty.<\/p>\n\n\n\n On the other hand, when we talk to people heading software teams about the challenges they face, we often hear that a major contributor to the problems in delivery, is the lack of involvement by the team members. It is actually more of lack of ownership rather than lack of involvement.<\/p>\n\n\n\n It is not to say that, they don\u2019t do what has been told as requirement. It is that extra mile that needs to be travelled, which is missing often. When we debate this issue with the members, most are oblivious to such a behavior to the point of being surprised.<\/p>\n\n\n\n It is true that sense of ownership is hard to define and is somewhat intrinsic. However, such soft aspects need to be developed - leading by example.<\/p>\n\n\n\n We overlook examples like football teams and such by saying that they enjoy the benefit of the teams playing together for a long time; The attitude of a team members or the lack of it is easily visible; The duration of matches demanding highly performance is hours rather than days. The bottom line is that \u2018sense of ownership\u2019 is critical for team success is also very visible in these examples and they are not different from software projects in that regard.<\/p>\n\n\n\n So, one difference between average teams that may deliver per expectation and great teams that deliver customer delight is the culture of involvement or a sense of ownership. Everyone feels proud to be a part of such a team.<\/p>\n","post_title":"Take Pride in what you do!","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"take-pride-in-what-you-do","to_ping":"","pinged":"","post_modified":"2024-01-24 07:06:16","post_modified_gmt":"2024-01-24 07:06:16","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=10881","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"1","filter":"raw"}],"next":false,"prev":true,"total_page":2},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
Another question I ask in the Agile workshops is \u2018what makes Agile succeed?\u2019 and I take the Iceberg metaphor to make a point. Typically 10% of iceberg is visible and about 90% of the iceberg is submerged under the water. Iceberg moves not because of the visible wind outside, but because of subtle, not-so-visible undercurrents in the water. In a similar way, critical success-factors for Agile projects is not so much the visible aspects like process, tools, metrics, ceremonies, artefacts but not-so-apparent factors of behavior, culture and mindset \u2013 it is about BEING Agile beyond just DOING Agile. <\/span><\/p>\n\n\n\n![\"\"](\"https:\/\/pm-powerconsulting.com\/wp-content\/uploads\/2018\/09\/image1.jpg\")
<\/figure>\n\n\n\n<\/figure>\n\n\n\n<\/figure>\n\n\n\n<\/figure>\n\n\n\n<\/figure>\n\n\n\n<\/figure>\n\n\n\n![\"\"](\"https:\/\/pm-powerconsulting.com\/wp-content\/uploads\/2018\/09\/image2.jpg\")
<\/figure>\n\n\n\n<\/figure>\n\n\n\n<\/figure>\n\n\n\n<\/figure>\n\n\n\n
