Rise Up! doesn't means taking part in a rebellion, oppose or protest a rule or an ideology. Rise Up can also mean adopting a fundamental change for self-improvement by rising up above any situation and achieve your goals.
For Pasti Nyalian, how do you RISE UP to your true potential? First, the willingness to change to take responsibility and commit. Lastly, make it happen.
Below is an excerpt from Corey Alvarez, which also partly reflect my true self.
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My COMMITMENT and obsession is always to be better today than I was yesterday
If I have to make sacrifices to do that: so be it.
If I have to tell that person I can’t go out drinking with him anymore: so be it.
Because that’s not what I value.
Anything or anyone that is taking me further away from my dreams has to go.
I’m committed to self-development not self-destruction, and you know, any person that is meant to be with me on the journey will choose that higher road with me.
Yes, a tougher road, but it is also a much more rewarding one.
I want my life to mean something. To be able to look back at my life and say, yeah, I made some tough decisions, but they were the RIGHT decisions.
So many people don’t get it. They piss their life away every weekend for what?
So they can complain about their current circumstances for the rest of the week?
SCREW THAT!
NO CHANCE! I’m in charge of my own life!
It’s all on me!
I take responsibility. I take action. And I GET S**T DONE!
You will never hear me complain about another person or circumstance as the reason I’m not where I want to be.
If I don’t like where I am…
Time to knuckle down and work harder!
I am a perfect reflection of the hard work or lack of work I put in. And luck, that only comes to those who have paid their dues.
If I am weak in a certain area, it won’t be for long.
Because I’m committed to be better. I will learn, I will read. I will make it happen. I will FIND A WAY.
I will WORK until that weakness is turned into a strength.
No one can beat me, because I don’t give up!
I’m RELENTLESS
You might knock me down, but I NEVER stay down!
It’s time to RISE.
RISE UP to your potential!
RISE UP past your limitations!
RISE UP past your family or friends limitations!
Set the standard for those around you!
Don’t conform to the standard, like a sheep. Get out and LEAD THE WAY!
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You will arise, so start by attempting to rise and you'll be a Rising Star in no time.
Suggested reading:
Courage to Act
General blog covering topics related to our line of work as an Information Communication Technology company.
Wednesday, February 13, 2019
Monday, February 4, 2019
What makes a team effective
Based on Google research on their executives, team leads and team members to determine the key dynamics of what makes a successful team, Google concluded that the best teams were effective because they worked together well, regardless of who was on the team.
From Google's conclusion about the traits of best teams:
1. Psychological Safety
Psychological safety is about the environment. It's about creating a safe culture in which team members feel "safe" enough to take an interpersonal risk. Encouraging team members to voice their opinions, even if it goes against the group, can be risky. However, teams that exhibit high psychological safety encourage risk-taking. Plus, when team members take risks, they aren't viewed as disruptive, disrespectful or incompetent.
When teams promote psychological safety, there is a free flow of ideas, which can lead to better outcomes. You can ask for help without fear of retribution or adverse impact to your reputation. Team members feel comfortable asking questions and sharing opinions, which can lead to healthy debate and help the team thrive.
2. Dependability
Dependability is about accountability. It's about reliability. It's about trust.
When everyone on the team is accountable, reliable and trustworthy, the team succeeds.
How many teams have you been on when one person shirks responsibility? We've all seen it before. A team can crumble when even one person can't be trusted to do the work. On a highly dependable team, every team member can trust that high quality work will be produced on time.
3. Structure and clarity
All teams need structure and clarity, so long as rules are not too rigid that they stifle progress.
When teams have structure and clarity, there are specific and clear performance standards and directives for the team to work and achieve. With these inputs, team members understand their function, purpose, expectations and performance objectives.
With structure and clarity, specificity is key. Team members will thrive when they have goals that are clear, specific and transparent so they know what is expected of them. For example, at Google, Objectives and Key Results (OKR's) are a management tool used to establish and communicate both long-term and short-term goals. Some teams even establish a common vocabulary to start introducing norms that reflect the team identity.
4. Meaning
No one wants to work in a job or organization without meaning or purpose. So, you can imagine how a team member feels working on a team without either meaning or purpose. There are many ways to create meaning within the construct of a team. For example, you can create meaning in the work itself or in the final product.
Google found that other ways to create meaning in work include creating financial security, supporting one's family, helping the team succeed, or exhibiting self-expression.
5. Impact
Work is about creating value and impact for others. Team members want to know - from their subjective perspective - that the work they are doing is creating impact. Also, team members want to feel that the team's work is helping to advance the organization's overall goals, mission and impact. Reserving time for each team member to reflect on their impact can be a valuable exercise to further purpose and meaning as well.
Source: Forbes
From Google's conclusion about the traits of best teams:
1. Psychological Safety
Psychological safety is about the environment. It's about creating a safe culture in which team members feel "safe" enough to take an interpersonal risk. Encouraging team members to voice their opinions, even if it goes against the group, can be risky. However, teams that exhibit high psychological safety encourage risk-taking. Plus, when team members take risks, they aren't viewed as disruptive, disrespectful or incompetent.
When teams promote psychological safety, there is a free flow of ideas, which can lead to better outcomes. You can ask for help without fear of retribution or adverse impact to your reputation. Team members feel comfortable asking questions and sharing opinions, which can lead to healthy debate and help the team thrive.
2. Dependability
Dependability is about accountability. It's about reliability. It's about trust.
When everyone on the team is accountable, reliable and trustworthy, the team succeeds.
How many teams have you been on when one person shirks responsibility? We've all seen it before. A team can crumble when even one person can't be trusted to do the work. On a highly dependable team, every team member can trust that high quality work will be produced on time.
3. Structure and clarity
All teams need structure and clarity, so long as rules are not too rigid that they stifle progress.
When teams have structure and clarity, there are specific and clear performance standards and directives for the team to work and achieve. With these inputs, team members understand their function, purpose, expectations and performance objectives.
With structure and clarity, specificity is key. Team members will thrive when they have goals that are clear, specific and transparent so they know what is expected of them. For example, at Google, Objectives and Key Results (OKR's) are a management tool used to establish and communicate both long-term and short-term goals. Some teams even establish a common vocabulary to start introducing norms that reflect the team identity.
4. Meaning
No one wants to work in a job or organization without meaning or purpose. So, you can imagine how a team member feels working on a team without either meaning or purpose. There are many ways to create meaning within the construct of a team. For example, you can create meaning in the work itself or in the final product.
Google found that other ways to create meaning in work include creating financial security, supporting one's family, helping the team succeed, or exhibiting self-expression.
5. Impact
Work is about creating value and impact for others. Team members want to know - from their subjective perspective - that the work they are doing is creating impact. Also, team members want to feel that the team's work is helping to advance the organization's overall goals, mission and impact. Reserving time for each team member to reflect on their impact can be a valuable exercise to further purpose and meaning as well.
Source: Forbes
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