Pile On Motivation: a blogsite for preachers and seekers of motivation. Come let’s pile on motivation!!
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Having the right temperament to handle success
“Our greatest test may not come from the path we travel to success.Our greatest test is what we do with success once we find it” Adopted from Together is Better
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What’s so special about a journey towards a vision?
“Excitement comes from the achievement whereas fulfillment comes from the journey that got you there” Adopted from Simon Sinek’s book Together is Better
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When reality meets imagination
“Success is when reality looks like what is in our imagination” Adopted from Simon Sinek’s book Together is Better
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The two most important components of culture
Culture has two main components: Values Behavior To build a culture based on trust satisfying these two components needs a lot of work and risk on the part of an infinite minded leader. Adopted from the book “The Infinite Game”
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How “trust” turns on the human brain
Human brain is hardwired to protect ourselves.We avoid danger and seek out places in which we feel safe.The best place is to be around people with whom we feel safe and the most anxiety inducing place is to be alone. Thus a trustworthy environment is the best catalyst to get the best out of team…
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Characteristics of trusting teams
These are teams where people feel psychologically safe with each other to express their vulnerability and hence these are high performing teams. Adopted from Simon Sinek’s book “The Infinite Game”
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When leaders show their bias for scores
A finite minded , short term oriented leader tends to show a bias for the score. As a result they often opt for choices that demonstrate results in the short time frame even if doing so “regrettably” Adopted from Simon Sinek’s book titled “The Infinite Game”
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Understanding the traits of finite minded leader Al Dunlap
Al Dunlap hired as the CEO of Scott Paper loved to loudly beat his own chest boasting about personal accomplishment putting numbers over people He personally accrued $100 million for 603 days of work by slashing the workforce , cutting R&D budget to half and putting company on growth steroids in preparation for sale Presence…
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When top executives choose weak successors
Companies where powerful executives set their successors up for failure or choose weak successors are doomed for failure Stanley Gault the top executive in once iconic Rubbermaid did not want to leave behind a company that would be great without him His chosen successor lasted just a year and eventually Rubbermaid was acquired by Newell…
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Colman Mockler’s selfless level 5 leadership
Colman Mockler was the CEO of Gillette from 1975 to 91 There were in all three attacks aimed at destroying the company during his tenure The last one wherein Coniston Partners initiated a proxy battle to seize control of the board hoping to sell the company to the highest bidder to quickly realize gains Looking…
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