Seruni's Ramblings (16)

"Cangik and Limbuk were gossiping about Srikandi who had a crush on Arjuna.

'It looks like Arjuna makes a deal to teach Srikandi archery!' said Cangik.

'Yea, perhaps there's a testimony from King Drupada,' Limbuk replied."

"Imagine someone as a leader standing before a series of locked doors, each representing a different challenge, opportunity, or hidden potential within the team. The right questions as the magic words are the keys that unlock these doors, revealing insights, solutions, and pathways to growth. Just as a key fits perfectly into a lock to open a door, a well-crafted question can unlock new understanding and possibilities within a team. Without these keys, the doors remain closed, and the leader remains stuck," Seruni carried on while observing the Pinisi Karet Sudirman Crossing Bridge, Jakarta. Apart from being designed for pedestrians, this bridge also provides a bicycle lane so that cyclists can cross busy roads easily and safely because there is a lift designed for them.

"Questions can be similar to bridges that connect the leader with their team members. These bridges span the gaps of misunderstanding, miscommunication, and mistrust. Just as a bridge allows people to cross over a river and reach each other, questions help leaders and team members connect on a deeper level, fostering trust and understanding.

Questions can also be likened to a compass that guides a leader through the journey of leadership. While maps show the terrain, the compass ensures they are heading in the right direction, adjusting their course as needed. Like a compass pointing true north, asking the right questions helps leaders stay aligned with their goals and values, navigating through complexities and uncertainties with clarity and purpose.

Questions can be thought of as seeds planted in the fertile soil of a team's collective mind. These seeds, when nurtured, grow into ideas, solutions, and innovations. Just as a farmer plants seeds and tends to them to yield a bountiful harvest, a leader plants questions to stimulate thinking and creativity, leading to the growth and development of the team.

Questions are like a flashlight that illuminates the surroundings, revealing what was hidden in the shadows where a leader is inside a dark room. The room represents the unknown challenges and opportunities. By shining the light of questions into the darkness, leaders can identify obstacles, discover hidden talents, and find their way through complex situations.

John C. Maxwell emphasizes the importance of asking the right questions to become a better leader. Maxwell, a renowned leadership expert, shares insights and practical advice on how leaders can use questions to build better relationships, solve problems, and foster a culture of curiosity and growth within their organizations. Maxwell argues that great leaders are those who ask great questions. Questions drive conversations, stimulate thinking, and can lead to innovative solutions. By asking questions, leaders can understand their team better, identify potential issues early, and guide their team towards achieving their goals.

There are some types of questions leaders should ask. Self-reflective questions help leaders understand their motives, strengths, weaknesses, and areas for improvement. Self-reflective questions help leaders to assess their motivations, actions, and areas for growth. Examples include: 'What am I doing well?' 'Where can I improve?' 'What is my purpose?'

Open-ended questions encourage dialogue, engagement, and empowerment among team members. Maxwell emphasizes the importance of asking open-ended questions to stimulate conversation, encourage deeper thinking, and foster engagement within teams. Open-ended questions are designed to prompt thoughtful responses and cannot be answered with a simple 'yes' or 'no.' Example for Team Building and Engagement: 'What are your thoughts on how we can improve our team dynamics?' 'Can you describe a time when you felt most motivated at work?' 'What do you think is the biggest challenge we're facing as a team right now?'

For problem-solving and innovation: 'How do you think we could approach this problem differently?' 'What ideas do you have to streamline our processes and increase efficiency?' 'In what ways can we better serve our customers or clients?'

For personal and professional development: 'What skills or knowledge do you feel you need to develop further?' 'How do you see your role evolving over the next year?' 'What aspects of your job do you find most fulfilling?'

For reflective and strategic thinking: 'What are the potential implications of this decision in the long term?' 'How does this project align with our organization's goals and values?' 'What factors should we consider before moving forward with this initiative?'

For feedback and improvement: 'What feedback do you have on how we can enhance our communication within the team?' 'How do you think our meetings could be more effective?' 'What do you believe are our team's strengths, and how can we leverage them further?'

These examples illustrate how open-ended questions encourage dialogue, invite diverse perspectives, and promote a deeper exploration of ideas and solutions. By asking open-ended questions, leaders can create a more collaborative and innovative environment where team members feel valued and empowered to contribute meaningfully.

Maxwell emphasizes the role of questions in building trust and relationships. By showing genuine interest in others through thoughtful questions, leaders can create a supportive and collaborative environment. Great questions can uncover hidden problems and lead to creative solutions. Leaders who foster a culture of questioning can drive innovation and continuous improvement. Asking questions is a way to engage team members actively and empower them. When leaders ask for input and listen to their team's ideas, it fosters a sense of ownership and involvement. Leaders who ask questions promote a culture of learning. This helps individuals and teams to continuously seek improvement and stay curious. Seeking advice and feedback from mentors and peers helps leaders gain new perspectives and insights. Examples include: 'What would you do in my situation?' 'Can you provide feedback on my approach?'

By asking questions, leaders show that they value their team’s opinions, which builds trust. Transparency in questioning and decision-making processes reinforces trust. Leaders who encourage questions create a safe environment where team members feel comfortable sharing their thoughts and ideas without fear of judgment.

Asking probing questions helps to identify the root causes of problems rather than just addressing symptoms. This leads to more effective and sustainable solutions. For example: 'Why is this happening?' 'What is the underlying issue?'

Questions that challenge the status quo can lead to innovative ideas and breakthroughs. For example: 'What if we tried a different approach?' 'How can we think outside the box?'

Maxwell addresses common challenges that leaders face and provides practical advice on how to overcome them through effective questioning. For example: 'How do I handle difficult conversations?' 'How can I inspire my team?'

He also discusses questions related to personal growth and development, emphasizing the importance of continuous learning and self-improvement. For example: 'How do I stay motivated?' 'What habits should I develop as a leader?'

Great leaders maintain a mindset of curiosity and humility, always seeking to learn from others. This mindset helps them stay open to new ideas and perspectives. Effective questioning goes hand-in-hand with active listening. Leaders must listen intently to the responses to their questions to truly understand and respond appropriately. By adopting a questioning mindset, leaders can drive engagement, foster innovation, build stronger relationships, and navigate challenges more effectively. Maxwell’s practical advice and real-world examples provide a valuable roadmap for leaders at all levels to enhance their effectiveness through the art of questioning.

Leaders who ask great questions are well-positioned to foster a culture of innovation and drive organizational success. Peter F. Drucker views Innovation as a systematic practice that can be taught and learned. Sources of innovation include unexpected occurrences, incongruities, process needs, industry and market changes, demographic changes, changes in perception, and new knowledge. Drucker emphasizes that innovation is not just about flashes of genius or creativity; it's a systematic and purposeful activity. He suggests that innovation should be organized and managed as a process that can be taught, learned, and implemented consistently.

Innovation is fundamental for identifying and exploiting new opportunities in the market. It involves looking at the existing conditions differently to discover unmet needs and new possibilities. Through innovation, businesses can create new value for customers, which can lead to competitive advantage and growth. Drucker stresses the importance of understanding and meeting customer needs through innovative solutions.

Innovation is a major driver of economic and social transformation, it enables organizations and economies to adapt to changing circumstances and progress over time. Innovation provides tools and methods to solve existing problems more effectively. It leads to improvements in processes and operations, enhancing efficiency and productivity. Innovation strengthens the capabilities of an organization, making it more agile and responsive, encourages the development of skills and talents within the organization, fostering a culture of continuous learning and improvement.

Clayton M. Christensen explores why successful companies often fail to adapt to disruptive technologies—innovations that significantly alters the way that consumers, industries, or businesses operate. A disruptive technology sweeps away the systems or habits it replaces because it has recognizably superior attributes. Innovations that improve the performance of existing products along the dimensions valued by mainstream customers in major markets. Companies tend to excel in sustaining technologies because they build on existing capabilities. Innovations that initially offer lower performance according to what mainstream customers value but have attributes that a small, often overlooked customer segment values. Over time, these technologies improve and capture mainstream markets.

Successful companies prioritize sustaining innovations because they cater to their current profitable customers and market demands. This focus can lead them to ignore or under-invest in disruptive technologies, which initially do not meet the needs of their most lucrative customers. As disruptive technologies improve, they start to capture more of the market, eventually surpassing the sustaining technologies and leading to the failure of once-dominant companies.

Companies operate within value networks that define their competitive landscape, including the customers, suppliers, and regulatory bodies. Disruptive innovations often emerge in different value networks where established companies do not compete. Established companies have resource allocation processes designed to support sustaining innovations that guarantee immediate returns. Disruptive innovations, being initially less profitable, often fail to get the necessary resources. Successful firms develop processes, structures, and cultures optimized for sustaining innovations. These can become rigid, preventing them from effectively exploring and developing disruptive innovations.

Christensen uses several case studies to illustrate his points. The evolution of the disk drive industry from 14-inch to 8-inch to 5.25-inch to 3.5-inch drives exemplifies how disruptive technologies evolve and take over the market. The transition from cable-operated excavators to hydraulic excavators demonstrates how disruptive innovations can reshape an entire industry.

To handle disruptive innovations, companies should create autonomous units with different business models and resource allocation processes that are more suited to nurturing disruptive technologies. Companies should pay attention to emerging markets and potential future customers, rather than only current market demands. The company should be willing to cannibalize of existing products by new disruptive innovations to stay ahead in the long run.

Leaders need to be curious and constantly seek new knowledge and perspectives. By asking great questions, leaders can identify areas for innovation and drive continuous improvement. Great leaders use questions to gain insights, uncover opportunities, and understand challenges deeply. Innovation requires a mindset of continuous improvement and a willingness to challenge the status quo.

Effective problem-solving through asking insightful questions can lead to innovative ideas and solutions. Leaders who question assumptions and explore new possibilities are better equipped to drive innovation. Creating a culture of open communication and collaboration is important, by asking questions and valuing diverse input, leaders can harness the collective creativity of their teams to drive innovation.

Strategic questions help leaders align their innovation efforts with their long-term vision. By asking the right questions, leaders can ensure that their innovation initiatives support their strategic objectives. Adaptability is crucial for innovation. Leaders who ask questions to understand and anticipate change can better manage the innovation process and drive successful transformation. Successful innovation often involves managing transitions and overcoming resistance.

Competent leaders and administrators are essential for developing sound policies that address the needs of the nation. They must understand complex issues, forecast future challenges, and devise strategies to tackle them. Effective implementation of policies requires a deep understanding of the administrative processes, coordination among various departments, and efficient resource management.

Leaders with a strong background in human resources can make informed decisions based on data and insights about the workforce. Effective decision-making also involves ethical considerations, transparency, and accountability, which are hallmarks of good governance.

During crises, whether economic, social, or environmental, competent leaders can steer the nation through turbulent times with resilience and adaptability. Human resources play a crucial role in crisis management, ensuring that the right people are in place to respond swiftly and effectively.

Continuous training and development of the workforce ensure that leaders and administrators are up-to-date with the latest knowledge, skills, and best practices. Investing in education and professional development programs is fundamental to building a capable human resource base.

Identifying and nurturing talent within the organization or country is essential for long-term success. Effective talent management involves recruitment, retention, and succession planning to ensure that the organization has the right people in the right positions at all times.

Implementing robust performance management systems helps in setting clear goals, providing regular feedback, and recognizing achievements. This fosters a culture of excellence and continuous improvement.

Skilled leaders and a competent workforce drive economic growth through innovation, productivity, and efficient use of resources. Leaders who understand the importance of sustainable development can create policies that balance economic growth with environmental protection and social well-being. Sustainable practices ensure that the nation’s resources are preserved for future generations.

A nation with a strong emphasis on developing its human resources is better positioned to innovate and compete on a global scale. Innovation drives competitiveness, creating new opportunities for growth and development.

The foundation of effective leadership and governance lies in capable human resources. Skilled and competent leaders, administrators, and a well-trained workforce are crucial for the formulation and implementation of sound policies, fostering economic growth, social stability, and sustainable development. Investing in human resources ensures that a nation is well-equipped to face challenges, seize opportunities, and achieve long-term prosperity.

Good governance and effective leadership contribute to social stability by ensuring justice, equality, and the protection of citizens' rights. A strong nation values and leverages the diversity of its human resources, fostering social cohesion and inclusion. A strong economy provides the foundation for national development and prosperity.

Effective leadership and governance are critical components of a thriving nation, organization, or community. Effective leaders articulate a clear and inspiring vision for the future. This vision acts as a guiding star for the organization or nation, providing direction and purpose. Leaders must develop long-term strategies to achieve their vision. This involves setting objectives, allocating resources, and anticipating potential challenges and opportunities.

Open and transparent communication builds trust between leaders and their stakeholders. It ensures that everyone is informed about the goals, progress, and any changes in plans. Effective leaders listen to feedback and concerns from their team members, stakeholders, and the public. This fosters an inclusive environment where everyone feels heard and valued.

Using data and evidence to inform decisions leads to more effective and efficient outcomes. This includes analyzing trends, assessing risks, and evaluating potential impacts. Leaders must make decisions that are not only effective but also ethical. This involves considering the broader implications of their actions on society and the environment.

Understanding and addressing the emotions and needs of others is crucial for building strong relationships and a cohesive team. Leaders with high emotional intelligence are aware of their own strengths and weaknesses, allowing them to manage their emotions and behaviour effectively.

The ability to adapt to changing circumstances and pivot strategies when necessary is essential for navigating uncertainty and disruption. Encouraging a culture of innovation and continuous improvement helps organizations and nations stay competitive and responsive to new challenges and opportunities.

Effective leaders take responsibility for their actions and the outcomes of their decisions. This fosters a culture of accountability within the organization. Acting with honesty and integrity builds trust and credibility. Leaders who demonstrate integrity set a positive example for others to follow.

Engaging with the community and other stakeholders ensures that diverse perspectives are considered in decision-making processes. Building partnerships with other organizations, governments, and entities can enhance resources, knowledge, and capabilities.

A clear vision and strategic plan guide the organization or nation towards achieving its goals and objectives. This focus is essential for progress and development. Transparent communication, ethical decision-making, and integrity build trust and credibility with stakeholders. This trust is crucial for effective governance and leadership.

Emotional intelligence, adaptability, and a collaborative approach contribute to a positive organizational culture. This culture promotes engagement, productivity, and innovation. Adaptability, innovation, and stakeholder engagement enhance an organization's or nation's ability to respond to changes and recover from setbacks. This resilience is vital in an ever-changing world.

Ethical considerations, accountability, and community involvement ensure that decisions made today do not compromise the ability of future generations to meet their needs. This sustainability is key to long-term prosperity.

Effective leadership and governance are driven by a combination of vision, communication, decision-making, emotional intelligence, adaptability, integrity, collaboration, and stakeholder engagement. These factors are essential for achieving goals, building trust, fostering a positive culture, enhancing responsiveness, and promoting sustainable development. By focusing on these determinants, leaders can navigate complexities, inspire their teams, and drive their organizations or nations towards success.

In a management perspective, Jim Collins explores why some companies transition from being good to great, while others do not. He presents a framework for turning good companies into great ones. Collins suggests that Leaders possess a unique combination of humility and professional will. They are modest, humble, and have a relentless determination to do what is best for the company. They focus on building enduring greatness through a paradoxical blend of personal humility and professional resolve.

He offers the Hedgehog Concept, a simple, crystalline concept that flows from a deep understanding of the intersection of three circles: what you can be the best in the world at, what drives your economic engine, and what you are deeply passionate about. Great companies focus on what they can excel at, what drives their economic engine, and what they are passionate about, avoiding areas where they cannot be the best. Successful companies foster a culture where disciplined people engage in disciplined thought and take disciplined actions. This creates an environment where the need for hierarchy and bureaucracy is minimized. Great companies use technology selectively and effectively to enhance their core business strategies, rather than relying on technology for transformation. Great companies build momentum through steady, consistent efforts, while companies that fail often look for quick fixes or radical changes, resulting in inconsistency and lack of sustained progress.

Capable human resources refers to the skills, abilities, and qualities that individuals within an organization or nation possess, which enable them to effectively contribute to its goals and objectives. Capable human resources are individuals who have the necessary skills, knowledge, and attributes to perform their roles effectively and contribute to the overall success of the organization or nation. These capabilities can include technical skills, soft skills, and behavioural attributes that align with the organization’s or nation’s goals and values.

There are some determining factors of capable human resources. Access to quality education provides the foundational knowledge and skills necessary for various roles. Higher education and specialized training further enhance capabilities. Ongoing professional development opportunities ensure that individuals stay current with industry trends, technologies, and best practices.

Proficiency in specific technical areas relevant to one’s role is crucial. This can include expertise in technology, engineering, healthcare, finance, etc. Interpersonal skills such as communication, teamwork, problem-solving, and leadership are equally important for effective performance and collaboration.

Practical experience in the field allows individuals to apply their knowledge and develop a deeper understanding of their roles. Exposure to different roles, industries, and challenges broadens one’s perspective and enhances adaptability.

A willingness to learn and adapt is critical. Individuals with a growth mindset are more likely to embrace challenges and seek continuous improvement. A positive outlook and resilience contribute to better performance and workplace morale.

Good physical health enables individuals to perform their tasks efficiently and maintain high productivity levels. Mental well-being is essential for focus, creativity, and overall job satisfaction. Supportive environments that prioritize mental health can lead to better outcomes.

Alignment with the organization’s or nation’s culture and values ensures that individuals are motivated and committed to their roles. Adherence to high ethical standards promotes trust and integrity within the organization or society.

Access to the necessary tools, technology, and resources enhances productivity and innovation. Opportunities for career advancement, mentorship, and leadership development contribute to long-term growth and retention.

Daniel Coyle explores the concept that talent is not an innate quality but something that can be developed through deliberate practice, effective coaching, and the right environment. Coyle emphasizes the importance of deep practice, which involves practising skills in a way that stretches one's abilities just beyond their current capacity. This type of practice leads to mistakes, which are seen as valuable opportunities for learning and improvement.

He introduces the concept of myelin, a fatty substance that wraps around nerve fibres and increases the speed and accuracy of signal transmission in the brain. Coyle argues that the process of deep practice helps build myelin, thereby enhancing skill development and performance.

Coyle discusses the idea of ignition, which refers to the initial spark or motivation that drives individuals to pursue a particular talent or skill. This ignition often comes from inspirational moments, role models, or significant events that trigger a deep desire to improve and excel. Effective coaching is crucial for talent development. Coyle highlights the role of master coaches who provide targeted feedback, create a supportive learning environment, and guide their students through the process of deep practice.

Coyle's framework suggests that greatness is not a result of innate talent but rather the outcome of a systematic process involving hard work, effective coaching, and supportive environments. By understanding and leveraging these factors, individuals can cultivate their talents and achieve high levels of performance.

Capable individuals can perform their tasks more effectively, increasing productivity and efficiency. This, in turn, contributes to the organisation's or nation's overall success. Skilled and knowledgeable individuals drive innovation by bringing new ideas and solutions to the table. This enhances the organisation’s or nation’s competitiveness in the global market.

A workforce that is continuously learning and developing is better equipped to adapt to changes and disruptions, ensuring long-term sustainability and resilience. Capable human resources form the backbone of effective leadership and governance. Skilled leaders and administrators can formulate and implement sound policies that drive progress and development.

Investing in human resources leads to broader social and economic benefits, including reduced unemployment, increased economic output, and improved quality of life. Providing opportunities for growth, development, and well-being fosters higher levels of engagement and job satisfaction. This leads to better retention and a more motivated workforce.

Capable human resources are fundamental to the success of any organization or nation. By focusing on education, skills development, experience, attitude, well-being, cultural alignment, and access to resources, organizations and nations can build a highly capable workforce. This, in turn, enhances productivity, innovation, adaptability, and overall success. Investing in human resources is crucial for sustainable development and long-term prosperity.

Our discussion will continue in the next episode, biidznillah."

Then, Seruni sang,

'Cause we got that fire, fire, fire

Yeah, we got that fire, fire, fire

And we gonna let it burn, burn, burn, burn

We gonna let it burn, burn, burn, burn

Gonna let it burn, burn, burn, burn

We gonna let it burn, burn, burn, burn *)

Citations & References:

- John C. Maxwell, Good Leaders Ask Great Questions, 2014, Hachette Book Group

- Peter F. Drucker, Innovation and Entrepreneurship, 1985, Perfect Bound

- Jim Collins, Why Some Companies Make the Leap … and Others Don't, 2001, HarperBusiness

- Daniel Coyle, The Talent Code: Greatness isn't Born, It's Grown. Here's How, 2009, Bantam Dell

- Clayton M. Christensen, The Innovator's Dilemma, HarperBusiness

*) "Burn" written by Elena Jane Goulding, Gregory Allen Kurstin & Ryan B. Tedder

[Episode 17]

[Episode 15]

Bahasa