Navigating Better with the FUEL Programme: A Comprehensive Journey of Leadership and Growth

As a manager constantly striving to improve my leadership skills and navigate complex workplace dynamics, I recently had the privilege of participating in the FUEL programme. This transformative 3-session journey along with offline quiz and exercise, designed for managers, provided a wealth of insights and practical tools. Alongside over 20 fellow participants, I embarked on this enlightening experience, and this blog post reflects my learnings and takeaways from each session.

Who is Behind the FUEL Program?

The Zeta Learning and Development team has launched an initiative to shape Zeta leaders through a program called FUEL (Fostering Unparalleled Excellence through Leadership). This program was led by mentors from the behavioral consulting firm “Kindling,” specifically the team of Ajit Sivaram and Satish Manchikanti. They are dedicated to helping leaders build exceptional teams and foster a winning culture.

Session 1: Leadership Model & DISC Profiling (23rd April 2024)

DISC Profiling

Our journey began with a deep dive into the DISC profiling system, a powerful tool for understanding individual behavioral styles. Prior to the session, we completed a detailed questionnaire to assess our natural tendencies and leadership styles. This assessment categorized us into four primary DISC profiles: Dominance, Influence, Steadiness, and Conscientiousness.

• Dominance (D): Focuses on results, confidence, and action. Individuals with high D are assertive, goal-oriented, and decisive.
• Influence (I): Centers on communication, relationships, and enthusiasm. High I individuals are sociable, persuasive, and energetic.
• Steadiness (S): Values consistency, cooperation, and dependability. Those with high S are patient, loyal, and supportive.
• Conscientiousness (C): Emphasizes quality, accuracy, and order. High C individuals are analytical, detail-oriented, and systematic.

Receiving the comprehensive report was an enlightening experience, allowing me to identify my strengths and weaknesses. It provided a clear picture of my highs and lows, helping me understand how my natural style impacts my management approach.

Based on my responses to the DISC profiling questions, I am sharing a snapshot from the report.

Communicating with Different Styles

The session further explored the intricacies of communicating with different DISC styles. Understanding that each team member might respond differently based on their profile was crucial. We learned specific strategies for effective communication:

• With Dominance: Be direct, focus on results, and provide clear, concise information.
• With Influence: Engage in open dialogue, acknowledge their contributions, and foster a collaborative environment.
• With Steadiness: Show appreciation for their support, provide a stable environment, and avoid sudden changes.
• With Conscientiousness: Present detailed information, respect their need for accuracy, and allow time for thorough analysis.

These insights were invaluable in helping us navigate conversations and build stronger relationships with our team members.

Gamification

To ensure the learning process was engaging and memorable, the mentors incorporated various gamification elements. Through interactive games and activities, we were able to practically apply the concepts learned. These games were not only fun but also reinforced the lessons, making the session both educational and enjoyable.

There was a score which reflected on the leaderboard, with points awarded for coming on time as a team, finishing the offline tasks on time, and returning to the session promptly after breaks. This system ensured the attendees were alert at all times to avoid losing points.

Session 2: Situational Leadership & Team Habits (14th May 2024)

Situational Leadership

The second session introduced us to the situational leadership model, a dynamic approach to leadership that adapts based on the competence and commitment levels of team members. This model involves assessing where each team member stands and tailoring our leadership style accordingly.

• Directing (Low Competence, High Commitment): Provide clear instructions and close supervision.
• Coaching (Some Competence, Low Commitment): Offer guidance and encouragement, focusing on building skills and confidence.
• Supporting (High Competence, Variable Commitment): Facilitate and support, listening to their needs and encouraging autonomy.
• Delegating (High Competence, High Commitment): Trust them with responsibility, providing minimal supervision and full autonomy.

We discussed real-life scenarios and practiced crafting conversations to align with this model, enhancing our ability to lead effectively in various situations.

Team Habits

The session also emphasized the importance of establishing effective team habits. We explored strategies for conducting productive team huddles, including setting clear agendas, encouraging open communication, and fostering a collaborative environment. The goal was to create a routine that promotes accountability, transparency, and continuous improvement within our teams.

Session 3: Thriving Relationships & Stakeholder Mapping (3rd June 2024)

Levels of Thriving Relationships

In the final session, we delved into the nuances of building thriving relationships, categorized into four distinct levels:

1. Collaboration (Win-Win): This level focuses on mutual benefit and joint effort. Collaboration leads to value creation as both parties work together towards shared goals. It’s about leveraging each other’s strengths to achieve a common objective.
2. Cooperation (Empathy): Cooperation involves empathy and understanding, creating an environment where individuals support each other. This level leads to value addition by fostering a sense of camaraderie and mutual respect, which enhances teamwork and productivity.
3. Connection (Value Creation): Building connections is about establishing genuine relationships that facilitate value exchange. It involves networking and creating bonds that can lead to new opportunities and mutual growth.
4. Competition (value destruction): While competition can drive performance, it can also lead to value destruction if not managed properly. This level can create unnecessary conflicts and hinder collaboration, negatively impacting team dynamics and overall performance.

Stakeholder Mapping

Effective stakeholder management is crucial for any manager. We learned how to map stakeholders based on their influence and interest:

• High Influence, High Interest: These stakeholders are key players. Engage them closely and keep them informed.
• High Influence, Low Interest: These stakeholders have significant power but might not be actively interested. Keep them satisfied without overwhelming them with information.
• Low Influence, High Interest: These stakeholders are highly interested but lack power. Keep them informed and involved to leverage their enthusiasm.
• Low Influence, Low Interest: These stakeholders require minimal effort. Monitor them but avoid unnecessary communication.

By placing stakeholders in the right categories, we can craft targeted strategies to engage them effectively, ensuring their support and cooperation.

RISE Model for Difficult Conversations

One of the most impactful tools we learned was the RISE model, designed to help navigate difficult conversations with clarity and empathy. The model includes four steps:

1. Reflect: Analyze the situation by considering past, present, and future aspects.

• Past: Reflect on what happened, considering different perspectives and the relationship dynamics. Distinguish between the actual event and the story you tell yourself about it.
• Present: Assess your current feelings, emotions, and any biases or filters that might influence your perception. Recognize your communication style and how it might affect the conversation.
• Future: Identify what you want to achieve from the conversation, setting clear goals and considering possible outcomes. Plan the timing and setting to ensure a conducive environment for discussion.

2. Inquire: Ask open-ended questions to understand the other person’s perspective better. Avoid leading questions and focus on listening actively.

3. Share: Use the Situation, Behavior, and Impact (SBI) model to articulate your points clearly:

• Situation: Describe the context or event.
• Behavior: Explain the specific behavior observed.
• Impact: Discuss the impact of the behavior on you, the team, or the organization.

4. Encourage: Follow up after the conversation, showing care and support. Be a cheerleader, offering encouragement and positive reinforcement without being overbearing. Sometimes, a simple gesture of empathy, like a “hug it out” approach, can go a long way in mending relationships.

Highlights of the FUEL Programme

Gamification

Throughout all three sessions, gamification played a pivotal role in enhancing engagement and retention. The interactive games and activities allowed us to apply theoretical concepts in practical, real-world scenarios, making the learning process both fun and impactful.

Assignments & Leaderboard

To reinforce our learning, we were given post-session assignments that required us to apply the concepts and frameworks discussed. Completing these tasks on time earned us special points, and the competitive leaderboard motivated everyone to strive for excellence. This approach not only fostered a sense of achievement but also encouraged us to internalize the lessons and apply them in our daily managerial roles.

Limelight

Celebrating the Highlights of the FUEL Programme: A Collection of Memorable Photos and Awards Ceremony.

My team ‘Magical Stars’ from Left to right Rajaneesh R, Sulbha Srivastava, Manasi Pathak, Mayank Singhi, Aditya Krishna and Mithun K.

Received the Special Navigator from Suchet Iyer who is part of Kindling team.

Conclusion

The FUEL programme was a comprehensive blend of practical and theoretical knowledge, delivered through interactive and engaging methods. It equipped us with powerful tools and frameworks to navigate our roles as managers more effectively. From understanding our leadership styles and improving our communication to building thriving relationships and handling difficult conversations, the insights gained from this programme are invaluable.

I am now more confident and prepared to take on new challenges, foster better team dynamics, and drive positive change within my organization. If you’re a manager looking to enhance your skills and navigate the complexities of leadership, I highly recommend the FUEL programme or a similar programme which your company might have. It’s a journey worth taking! 🚀

#Leadership #Management #ProfessionalDevelopment #FUELProgramme #TeamBuilding #EffectiveCommunication #StakeholderEngagement #ThrivingRelationships