To succeed in career, you have to ride two chariots

People-life chariot

Work-life chariot

Work-life chariot

This chariot helps you achieve work-life outcomes. The four horses of work-life chariot are Negotatiating corporate system, Using skill market to build skills, Understanding skill arithmetic to build skills and Self awareness to run the chariot in a chosen direction.

We need work-life chariot because we want a first-hand experience of our mind's competence to deal with reality. Even though our physical survival is not dependent any more on our mind's capability to deal with external dangers in the environment like our ancestors, our mind still needs the 'first hand assurance' that our mind is competent enough to understand the reality and use the available resources to survive 'mentally and physically'. 

We need to ride the horse of 'skill market' because we must monetise the skills we build. When we use skill market to make 'money', it offers us the freedom to live our life on our own terms. Independence is just a concept if we cannot live our life without depending on others. This is why, housewives who work at home ( and therefore do not produce any marketable work-output) do not have the required self-assurance to feel better in their career. Even Socially-useful outputs ( when we work in NGO's) are useful to give this feeling of self assurance.

Relationship chariot 

This chariot helps you achieve relationship results. The four horses in this chariot are Negotiating 3 relationship systems, Understanding the arithmetic of development relationship skill, Using the work-life chariot to develop relationship skill and Self awareness.

More importantly, we need to ride people chariot because our happiness index depends largely on dense relationships, one of the crucial relationship system. In the Grant Study that has been done to identify the formula of 'good life' over 75 years, George Valiant says that "only thing that matters in life is your relationships" with other people. Friendships are better predictor than any other variable ( even better than money) for determining our overall happiness (1). In other words, happiness in Career surprisingly ( although it is not surprising given that man has survived due to relationships) depends on our dense relationships, which includes family relationship and close friendships.

But there is a catch in achieving these results. We simultaneously engage in other 2 relationships - transactional relationships as well as collaborative relationships in work-life - to achieve our results. This confuses us, because these three relationships demand different adherence of rules to produce results. We are blind, because we cannot see the 3 relationship systems.

Self awareness - self understanding - is the common horse in both chariots

Last month, I met a very successful professional, Rajiv, age 45, who has got everything going in his life. He has all the required assets, is happily married and also has children of which he is proud of. But he approached me for coaching because he want to know 'what is the purpose of his life?'.  

As human beings, we give 'meaning' to our lives. We either ascribe personal meaning to our work-achievement or derive it from our work-achievement. We also change our work-outputs because it helps us in expressing our personal meaning that we have given to life. Initially, we may ascribe similar meaning to our life like that of our friends and neighbors. But  when we can fine 'personal' meaning of our life, it helps us even when we are young. But if we do not personal meaning for our life, we remain unhappy like Mr Phatak even at the age of 50. In a way, this is the most invisible output.

Summary

Both chariots - work and relationship - should be mastered to feel that we have succeeded in our careers. The mix between two chariots varies from person to person, and also from one age to another in the same person. That is why we always say that career success is determined  by every individual.

These two chariots help us understand many mysteries of career success: why career success is difficult for men and easier for women, why self-awareness learnt from people-life is useful for succeeding in work-life, why ignorance of arithmetic of skill development can derail career progress and so on.

1.Isaacowitz, D.M., et al. “Strengths and Satisfaction across the Adult Lifespan.” Int’l J. Aging & Hum Dev 57, no. 2 (2003): 181-201.

Problems, not opportunities, determine our progress on work-path

Work-life Problems are of two types

In work-life, professionals face two types of problems: Simple problems which can be tackled with minor adjustment and deeper problems which require 'deeper adjustment' to overcome. 

Simple problems can be corrected on the fly.They can be solved by the philosophy of "You learn to swim when you jump in the river". They require minor behavioural adjustment ( like listening before talking) or some deeper thinking adjustment ( for instance, how to write a resume that highlights your experience). For a cricketer, the problems of adjusting with a 'swing bowler' or a 'spinning track' can be the minor adjustments. These problems can be tackled using Corrective approach: Correct the problem when they appear. Do not think about them in advance.

Deeper problems ( some researchers call them messy problems) require deeper adjustment and therefore require longer time of preparation to resolve them. When a batsman, for instance, keeps on getting out to the swing bowling, he requires a major adjustment in his stance, grip, place of guard, or other areas. He needs 'time' to readjust to a new 'method'. Deeper problems can be tackled only by using Preventive approach: Anticipate the problem, prepare for it and tackle it. Why prepare for deeper problems?

Because, in sports and life, time is of essence. If, for instance, the batsman is unable to readjust well to counter the swing bowlers, he fails to score. When he fails 2/3 times, he is dropped from the team. When Vinod Kambli. ( the cricketer who played with Sachin Tendulkar in the same school and was supposed to be as talented as Sachin) failed, he was dropped. He could not ''readjust' in the available time-window. By the time he got ready, someone had taken his place in the team. He could not find the opportunity to come back in the team. Therefore, if deeper problems have to be tackled in time, they must be anticipated.

Therefore, a successful sportsman has to do both: he must tackle emerging simple problems quickly as well as get 'ready' to tackle deeper problems by anticipating them.The difference between great sportsman and good sportsman is the way they tackle deeper problems. Like any other great sportsman, Sachin Tendulkar managed to 'anticipate' the deeper problems, get ready in advance to face them, and tackle them in the available time window. 

Corporate professionals are not even aware of their deeper problems

Unable to distinguish between simple and deeper problems, many corporate professionals make a big mistake. They assume that all the problems are 'simple problems' which need corrective approach.

For instance, only when they face difficulties in getting support from their colleagues in other departments, they start attending the seminars of 'team building'. Only when they do not get the desired promotion, they start looking for the causes in their current job situation. Only when they are unhappy about their job, they start the search of 'job satisfaction' at the age of 45.

When they have longer 'time-window' to respond to these deeper problems in their work-life, they are lucky. They can still progress on their work-path. But, if they are unlucky, they may have to change their work-path: change employers, industries, locations. In extreme cases, the problem is even deeper. They are not aware of what they 'problem' they have. In such times, they go to psychologists to cure their depression, go to Himalayas to find their balance, or embrace Spiritual gurus to deal with their internal chattering voice. When they fail to respond appropriately to the problem, they keep on losing precious time of their career. In our life, only time cannot be recovered. 

Six tips ( plus one) to anticipate deeper problem

Because deeper problems do not come with a warning label "This is a deeper problem', a professional has to be smart enough to detect a deeper problem.  Here are six tips:

a. Work-life transitions generally present deeper problems, whether the transition is from one employer to another employer, or from a role in the lower hierarchy to higher hierarchy, or when one is shifting career paths drastically. Even personal transitions present deeper problems: bachelor to married, married to being a father and so on. Whenever transition is happening, be ready to face a deeper problem, even though the transition is a positive one.

b. People problem ( especially chronic problem) also indicates presence of a deeper problem. The problem could be with relationships upwards, downwards, or in lateral position. For instance, the problem could be managing a difficult boss, or managing the reporting team. Both problems, if not tackled well, can drain so much energy that the progress in career-path is hampered.

c. Do not get influenced by others in naming a simple problem: A 'simple' problem for one person can be 'deeper' problem for another person. One commonly found example of such problem is that of readjusting to the role of a manager when a person is promoted from the doer role. Typically, when a doer ( such as salesman, programmer, or an engineer) is promoted as a manager, he thinks he can adjust easily, because his friend has. Some make this 'role-shift' easily; because it is a simple problem for them. For some professionals like Madhukar, adjusting to the new role of manager is a deeper problem. They take years to 'readjust' to the new role of manager , because they have to make many changes. 

d. Check out your beliefs that mask a deeper problem. Beliefs govern lot of actions. Therefore wrong beliefs promote many incorrect actions. For instance, the belief that 'Find your strengths and exploit it' is double edged. Your strengths can also create problems when the situation changes. For instance, even self awareness can become a liability in many situations. 

e. Simple problems, if mishandled, generate deeper problems. Many professionals think that they are doing a wonderful job in the current role. But very few professionals are aware that they are supposed to produce deeper results. Due to this ignorance, they often create deeper problems for themselves. 

f. Do not misuse plug-and-play solutions to handle a problem. If you open a self-help book, you will find countless problems and corresponding strategies like 'Learn communication', 'Build network' or 'Use ten steps to become a leader'. But they may not be useful for you or your situation, because plug and play solutions of self help books are not generally helpful in most of the cases. 

If you do not want to go through these six tips of tackling a deeper problem, find a good coach for yourself. All successful sportsman do it. 

In the next blog, we shall understand why opportunities are difficult to exploit in career.

Second leg of Sustaining Job Results: Manage the reputation within team

                                    

I met Rajneesh six months back. This is his story.

Rajneesh has been working in one of the top 3 IT companies in Bangalore after he finished his Engineering 3 years back. He is a BITS graduate with a degree in computer science. He is technically very sound. He was doing well in terms of job growth, and money, he said. Because his parents were from Bangalore, he had less pressure of  earning money for buying a house. He met me six months back to decide on the job change. He had already decided to change. According to him, he had at least 3 options: Should he change to another IT company? Or should he move back to his core mechanical engineering? or should he do MBA? 

Many professionals assume that if they do something very well, they will automatically achieve in their work. For instance, Rajneesh believed that because he can write beautiful programs and that too in half the time of other team members, he will always achieve big results as a professional. So when he met me, he told me proudly that " I am way ahead of other team members. I have no problem in job".

Or, if someone can solve difficult income tax cases, say in a field of tax, she believes that she is bound to achieve good results in the job of Tax consultant. Of if one can play brilliant tennis, one can easily achieve big wins as a tennis player. This assumption is naive and simplistic. Ability to do a part of task is just one 'small' requirement to achieve any result in life.

Successful professionals produce at least three tasks in their current job to achieve consistently in a job: Produce direct results in the job, Earn the right reputation within their group to sustain the achievement and satisfy the Systems owner to use more options to produce results. In this blog we shall focus on one task: Earn the right reputation with the team.

Earn the right reputation within the team

Rajneesh is a good programmer who has learnt programming from a degree in computer science in one of the best colleges. He focuses on producing the right program given to him. But a company requires a team to deliver a quality program to satisfy a customer. 

An employee therefore is expected to earn reputation of four types: Being trustworthy or reliable, Gain credibility, be known as competent and be cooperative. In the corporate language, this is called becoming a good team member. Let us understand why. 

A programmer is not alone in delivering a good program to the client. His other team members have to be also good in producing results. His team members were Client coordinator, Business Analyst, other junior programmers in the team, Unit Testers who test individual modules and Final testing member. Rajneesh can deliver results when all the team members perform well enough. See these three examples of Rajneesh: 

• In the early stages of the project, Rajneesh did not cooperate with the team member to help him in his difficulty. As Rajneesh got branded as 'unreliable', he slowly lost 'trust' of other team members. They ensured that they did not support him when his programs bug were to be tested till midnight. Many times, they withheld key information from him. This, in turn, confirmed earlier impression of Rajneesh that other team members do not deserve to be helped. Vicious circle had got formed! That is why, even if one is brilliant, one cannot play too long in a football team, when one is labelled as untrustworthy or unreliable.   
• I also found that his 'style' of disagreeing was offensive. Every team follows a protocol of negotiating 'conflicts and disagreements'. When someone bypasses these protocol that person breaches the fundamental rule of team functioning. He gets labelled as 'difficult'.When I asked Rajneesh about the team protocols of disagreement, he was not even aware of this protocol. It is but natural that Rajneesh was facing this difficulty with every team !  
• In one of his earlier project, Rajneesh has used his boss's authority to get quality compliance from Quality team member in the program that he was doing. Rajneesh lost his credibility ! In the next project, Quality team forced him to do lot of documentation to comply with the quality norms and refused to accept his 'verbal compliance'. Rajneesh had one more reason to blame other team members !  

Why are these failures in earning right reputation critical in sustaining achievements in career? Your career success does not depend on achieving one result in your life, or delivering one project in time, or achieving sales target of one year. A football player knows this well. You need to consistently achieve in numerous assignments and projects before you are considered as successful.

When i asked Rajneesh about his reputation in the team, he was frank enough to say that he was labelled as a 'loner'. He also said openly that he did not tolerate sloppy work of others .and did not mince his words in berating his colleagues openly. He was good in programming, but he also used every opportunity to belittle other's contribution to the team achievement. Even after 3 years, he had no friends in his company. When i tried coaching Rajneesh in correcting some of the mistakes in the current project, i realised that he did not even possess the skills of correcting such mistakes.

In their careers, brilliant professionals often over-focus on their personal results like Rajneesh. They feel that their job is just 'technical'. However, in a job, you are working with 'people'. That is why job-system is socio-technical. And when any system has people, it includes multiple perspectives, views, priorities, and biases. And that is why, it is important to manage this 'social' system of corporate job. In my 7 years of coaching i have noticed that, absence of right reputation blocks a professional's career growth in a far more damaging manner than the absence of techncial inputs.

In order to achieve consistently, a professional must create at least earn four reputation : reputation of being a trustworthy member ( you can be relied without any doubt), of being credible (what you say is accurate and right ), of being competent ( please remember that being competent and having the reputation of being competent are two different propositions) and cooperative (you understand the team protocols and adhere to them).

Rajneesh was partly lucky, because in IT company after one finishes a project, one works in a new team. However, after 3 years in the company, his reputation perhaps was preceding him, and he was increasingly finding it difficult to get 'attractive' projects. I also discovered that his desire to leave the current  job was also caused by this factor. Many professionals like Rajneesh , who are blind to people-outputs, do not even notice that they are failing in a war, although they are winning battles. They are like a frog in a hot water, who does not know that he may die soon because the temperature of boiling water is rising very slowly. (boiling water syndrome)

Conclusion

As you would have realised from the above case data, Rajneesh was not changing his job to achieve his goals or fulfill his aspirations. He was changing job because he was running away from his current 'job' that was becoming increasingly difficult for him to perform due to his 'bad' reputation within the team.

With no idea of what wrong is he doing in the current job, he is more than likely to make the same mistake in the new job. After 10-15 years, Rajneesh may perhaps meet me to complain that despite hard work, brilliance and ambition, he did not achieve enough in his profession. Do you see the way professionals unknowingly shoot in their foot?  

Why willpower and skills are not enough to sustain achievement in Work?

I met Adi last month. This is his story.

Adi is working in a quite large private bank in India in a town closer to Mumbai. He did his Engineering and MBA from one of the Tier II MBA institutes in Pune. He passed both degrees with first class. He joined as Relationship Officer (RO) for small and medium business (SMB) accounts from his college. He has been working as a RO for last one year whose job is to find SMB accounts and give them loans. His bank had given him a target of disbursements to SMB accounts.

He is attached to one of the local branches of the bank in the town. He had worked hard. He used to make a dozen cold sales calls in his territory, he connected with all the current account opening officers in his territory although the bank did not encourage it. He followed various trails triggered by the database of accounts which ended in dead ends. He almost signed up three/four accounts which did not get sanctioned because of bank policy. 

When asked for more information, he shared that none of 8 ROs , who joined last year, achieved their targets. Only one managed to sign one new account, which got sanctioned, but not disbursed.  He was tense because he had not signed a single account in one year and wanted to 'leave' the bank before bank 'pushed' him out. 

What would you advise him?

Seeing through the lens of Enlight output framework 

A person uses his inputs cognitive abilities, character traits and conative traits to produce results. But what happens when a person cannot produce results, because the output-producing system of the organisation is defectively designed ?

When I checked with Adi, i realised that the 'team output' system of his bank was 'designed' to ensure that the result cannot be easily produced. ( Surprisingly, this is quite common in organisations !) For instance, branch had no targets of signing new SMB accounts so there was no interest for branch managers to cooperate with ROs. Officers opening Current accounts were not supposed to share data with ROs.  And more importantly, the 'type' of the service being sold was not compatible in producing the desired result

For instance, a bank can have the targets of  'opening of accounts'. But bank cannot have targets for opening new loan accounts to lend loans? It is like doctors trying to sell their 'advice' by meeting patients door to door. In other words, the service of  opening new 'loan accounts' cannot be sold by making cold calls. Such kind of service-selling requires 'indirect approach' ( like calling customers in seminars they may be interested) which consultants like Mckinsey use. Whatever new accounts the bank was getting, it was due to chance encounters triggered by lucky events ! In short, when a system is inadequate to produce the desired result, it is almost impossible to perform in your role, whatever your willpower, skills or motivation !

But what happens when Adi does not use a framework to guide his work-achievement?

Like we discussed in the earlier blog, one pays the the price if one is not using a framework to guide one's actions in career.  Without knowing the result framework, Adi's mind concluded that he is a poor performer. Even after knowing that 8 other ROs have not performed in their roles did not help him change his mind. And he felt so bad, that instead of convincing his bosses to change the 'badly designed system', he wanted to 'resign' In absence of a result framework, automatic sense-making apparatus of his Mind made him conclude that he is a poor performer. Instead of Mind directing him, it starts getting directed by this automatic sensemaking. 

Surprisingly this automatic sense-making of Mind further leads to another error ! When i asked Adi where does he want to go after leaving his current job, he said he is planning to join a Nationalised bank ( because he had already given exams for those!). But, unaware of the result-producing systems, he does not even know that many of the result-producing systems in Nationalised bank are designed to 'not perform'. In other words, Adi may join another similar bank with poorly designed output system, and realise later that he has moved from one 'ditch to another'. More importantly, this will further hurt his already weak 'internal confidence'. He may start questioning his own calibre. Even if he is lucky to find another job later, he will take long time to believe in his capability and revert back to normal use of his 'skills and knowledge base'.

Without a Result framework, even successful professionals suffer sooner or later 

Lack of Result-oriented framework like Enlight also affects those who achieve desired results. Without knowing how the output system benefited their individual performance, good performers believe that their performance was good because of their skills, hard work and willpower. Infact, i meet many such individuals who perform well due to the 'rightly designed output systems' for so long a time that their 'Minds' start believing they can do anything. They suffer from grandiosity and overconfidence !

They are inflicted with Virendra sehwag syndrome. Not bothering to know how systems help them achieve their results, they conclude that they are doing everything right. This does not expose their weaknesses and therefore does not give them a chance to correct their flaws. So when they fail, they are surprised and take long time even to acknowledge their own flaws. They get stuck.

On the other hand, if you understand the framework of producing results in your work, you become aware of the result-producing systems. You understand the way in which the system ( i.e through the colleagues present in the system ) is filling the skill-gaps. You discover the 'policies' which are motivating all the system elements to produce the desired result. In short, you understand your exact contribution in producing the result, as well as the system's contribution. This enables you to take both the approaches: either pick the right system that complements your skills, or appreciate the gap in your skills and strive to gain that skill. With a framework of work-achievement, your mind is in the driver seat, it is the director, not at the mercy of someone else. And only when your Mind is a director, you can achieve anything meaningful in life.

Do you still want to manage your work-achievements without a framework? 

Career success needs a framework like a doctor's health framework, not specific advice

End goals are similar

End goals are similar ! 

In career, the end goal is known and understood. The mountain to climb is quite similar for all the individuals. It is either earning money, finding job satisfaction, doing something of significance, leaving behind for legacy or the combination of the above four. A doctor's health framework also has clear established end goals of health which are similar across different individuals.

But the roads to reach the end goal are dissimilar ...

The challenge in career is therefore not having the right end goal, but to negotiate the roads smartly to reach the goal. In order to reach these end goals, an individual faces unique situations ( and therefore difficulties) which are caused by the combination of these four variable factors:

Every individual faces a different difficulty in his/her career path
for which he must be ready

1. Starting point dissimilarity: Depending on your starting point, your difficulty changes.If your family is rich, then your opportunities of learning ( and doing) increase, but your motivation engine  is down. On the other hand, your friend's ( who is from a poor family) motivation engine is working automatically but he faces the difficulty of finding the right school or college. You cannot follow the same strategies as your friend because your path is different than your friend. Or if your family is from law background, and your interest is in music, you have to find a different 'road' to negotiate with your family to pursue your interest. Or if your family is 'Marwari', and you want to do research, you have to surmount the 'beliefs' of your community to pursue a path of researcher.  Or if you are from a typical Maharashtrian background, and you want to become an entrepreneur, beliefs of your community will force you to take another path. Another path change !

2. Work-path dissimilarity:
Differences in work paths constitute the biggest differences of road changes ( and therefore the difficulties) in reaching the end goal. If your path is of a sportsman, you have to achieve everything before the age of 25. If your work path is of a knowledge professional - like engineer, consultant, researcher or even entrepreneur - you start your work-life only after the age of 25. Therefore, for the sportsman, choosing his ' workpath' happens automatically, while for a knowledge professional, choosing a path of education at the age of 16 is a major challenge for which he has to start getting ready at the age of 12.

Similarly, Artist faces a different challenge than, say, an engineer. An artist's work in design, fashion or drawing cannot be evaluated objectively like an engineer. Therefore, an artist has to negotiate a different road: he has to develop a huge stock of self-belief in his work unlike an engineer. Even within a professional work-path, the difference can be large. A gynecologist, for instance, seeing patients every day has to learn and practice being empathetic, while a pathologist may not be very adept in dealing with people. Every profession - be it research, banking or software - forces an individual on a specific road with its unique set of difficulties which an individual has to negotiate. The professional, to avoid derailment, should be ready for meeting these challenges, so that can exploit all the given opportunities.

3. Difference due to intermediate success or failures: Intermediate success also changes the expectation and therefore unknowingly changes the workpath of reaching the end goal. For instance, if you are successful in your first job, and earn lot of money in the first job itself, your expectation from next job changes. Instead of seeking money in the next job, you seek job satisfaction or meaning in job. Your workpath has changed unknowingly, but, if you do not equip your mind for this path-change, you struggle to find your next job. On the other hand, when one fails in the first job, the challenge is to find right kind of job, where one can find one's footing back. Every individual encounters success or failure in different part of his life, which in turn, creates a unique situation ( a road) for that individual that he/she has to deal with.

4.Problem-dissimilarities: Every individual faces a different problem in his life. Besides work oriented problem - like a wrong boss, an obsolete technology to work, or an inappropriate work-location - individual also faces problems in his family ( working spouse, too brilliant child, or father who needs your support) and health that may present a unique difficulty to that individual. Once again, the solution has to be unique for the individual. You cannot utilise someone else's solution, because your situation is different from others, even if the problem looks same on the surface.

Because the end goals are similar, but the roads are dissimilar, we need a framework that can guide an individual in negotiating the road smartly

Luckily our end goals are similar. So too is the functioning of our minds. Therefore, to reach our end goals, we need a framework - like a doctor's framework that enables us to monitor our health - that can help us achiever our unique career end goals. Such a framework to negotiate career challenges should have 5 robust features like a doctor's framework:

• Career Result framework should enable an individual to anticipate the road ahead in producing the desired results ( like a doctor anticipating health problems with high calorie diet) In other words, the individual should be clearly aware of the results that are required to achieve the end goals. 
• Career Input framework should help the individual to get equipped with the minimum inputs ( or abilities) to achieve the career end goals ( like food and exercise that helps individual to remain healthy). In other words, the individual should be aware of the minimum basic inputs that are required to produce the desired results. This should help individuals to 'change' and alter his input skills and traits that can be used by an individual to either fill the gaps or build new inputs that are required to achieve the desired end goals. 
• Action framework to produce the desired results should be simple enough to be understood and applied by every individual in one's life but also robust enough to respond to the complexity of the situation. ( Like doctors health framework that can be applied by every individual  )
• Diagnostic framework of correction to diagnose and correct a career-problem . This framework should be like a doctors health framework that will help him detect a problem and find a solution. This framework should help an individual separate root cause from multiple symptoms to enable normal individuals to seek timely help from different help-givers like teachers, mentors and role models ( like a doctor's framework that enables one to take help of health-providers like physiotherapists, nutritionists and plastic surgeon) 

What happens if you do not have this career framework to guide your career 

If you do not have a framework to deal with your unique career challenges, you will suffer like citizens of 18th century who suffered from health because they they never had a health framework. In 18th century, every prescription of a self-proclaimed doctor was right even though it cured one person by fluke. Every advice of a physician, be it a prescribed by a road side quack or by a renowned doctor, was considered right, because we did not know the criteria on which each health advice could be evaluated. In a way, any health advice was right, if the person said it more loudly or if he had large followers.

In the matters of career advice, we are still in 18th century. In the same way, we are at the mercy of quacks who claim to know what is right for us in succeeding in our career.Anyone prescribes a career advice and claim to be the best because there are no criteria to judge the validity of any advice. Without any framework, any person can claim his advice to be the best, if he can shout loud and show to have more followers.

But there is no free lunch if you make a mistake.If you listened to a wrong advice on health in 18th century, you suffered. Some people even died. So too, you suffer when you listen to a wrong career advice today in 20th century. Although the price of wrong health advice is paid immediately, the price of wrong career advice is paid by us sooner or later. 

When the sportsman, for instance, is advised to work on her game and not on his mind, she is unable to sustain her performance as soon as she starts playing serious game. However, when a student does not work on his mind and makes a wrong choice of education path, he pays for his mistake much later in his life. Every time, when we do not anticipate the difficulties in our work path, we lose time in recovering. And every time, when we cannot use our life situations ( such as rich family or poor family) to build the right skills, we waste opportunity to learn faster.

Are you ready to learn Enlight framework to achieve your end goals? We shall see what results are required to achieve the end goals in the later blogs.

Is too much of self-awareness a liability?

Please listen to this interview of Kangana Raut. Kangana Raut is very honest in her answers and seems to express herself without any hesitation. Her self awareness is refreshing and appealing. For instance, she is clear that she was very 'insecure' after her initial success with Gangster and picked up wrong movies. Or that her 'style-sense' emerges from her middle class background that keeps on reminding her that she does not belong to the industry. Or her candid acceptance about the state of her house, because 'women were treated as secondary citizens' even in her house when she compared with her brother.

Her self-awareness is striking and shocking because she is just 26. Being a developmental coach, who charts an output path of individuals to anticipate and prepare them for the challenges in their development, i am glad to see the emergence of self. Unfolding of Self is the first important milestone of development through which the individual takes charge of his/her life. It starts with self-awareness ( i know i am different than parents), which later grows into self-knowledge ( i am aware of my emotions, beliefs and key drivers). After this, the individual learns to mange his Self (instead of fighting my weaknesses, i start using them), and 'takes the steering wheel ' of his/her life.

But, in my practice of coaching professionals over last 6 years, i am also surprised to watch how this self-awareness, if it comes too early, can sometimes de-rail the development of an individual or raise more difficult challenges for the individual. Here are some situations that i have observed:

1. Too early self awareness compels a professional on spending time to find answer to the question "What is purpose of life?"

Ajit, a very bright student was graduating from IIT. His self-awareness was very high, and he used to ask me questions ( like why are some people born with so little money, or what is God, or is the universe moving ahead by some laws) that were way ahead of his age. Ajit gradually started taking interest in Hare Krishna movement, and before finishing his graduation, decided to spend a year of his studies in doing Yoga and meditation. 

Early self awareness raises lot of questions on the 'purpose of life', for which the individual is not matured enough to find answers. The answers, even when they are available, are not understandable. The individual loses track of his output path and over-focuses on this question, even when he is not ready. Luckily, Ajit remained in touch with me and family. He returned after a year. 

2. Too early onset of Self awareness forces one to 'find ones motivation engine' in the 'purpose category' ( following from above point 1)

Typically, in the output path, one finds motivation through external motivation engines like money, power and reputation. Although, self help authors and coaches belittle these motivations, they help the individual to focus on the development of their cognitive abilities and character traits ( the 2 Cs of talent). By the time they are ready to shift to internal motivation engine, these individuals have got the appropriate maturity to deal with the unexpected, and also gained the right level of confidence to weather the storm. In other words, they are ready.

But these highly self aware individuals start searching their internal motivation in only one path ' Purpose of life'. They ignore other equally relevant triggers of internal motivation such as passion, expertise, and significance. Because of this over-commitment on purpose, they spend their valuable time and energy looking 'inside'. In the professions ( output paths) like writing or consulting this could be  helpful. But in many other professions, this derails a person's output-path.

3. High degree of self awareness can create difficulty in relationship 

In our relationships, we switch from one role to another: father/mother, buyer, seller, friend, neighbour, employer or employee. Each role demands a certain protocol and behaviour to be effective. For instance, in the role of employer, you may have to take a very strict action against 'cheating' because of its influence on other employees. On the other hand, in the role of father you may take a more lenient view if your child has 'stolen' something, because he can learn from his mistakes.

Individuals with high self-awareness cannot switch from one role to another, because they worry about making their behaviour 'consistent' between the roles. If they are not consistent, they call themselves a hypocrite - a person who behaves differently than from what he says. Caught in this dilemma, they constantly catch themselves behaving 'inappropriately' to the role/situation. And they keep on paying the price of this mistake. When they cannot shift from the role of buyer to seller, they lose money on the table. When they cannot shift from the role of 'subordinate' to 'boss', they lose authority.

4. High degree of Self awareness makes it very difficult to get 'feedback' from others

Feedback from others is a big source of one's development and growth. However, for individuals whose self awareness is high, they find it very difficult to find 'mentors' and 'role models' because they have unknowingly raised the bar of evaluating people. Naturally, they find no 'helpful feedback' from friends, elders or mentors. They are on their own.

Either they keep second-guessing their own behaviour all the time, which others misinterpret as 'lack of confidence'. In certain professions, like in acting , this can directly hamper performance. Or these individuals become so introspective ( finding their own answers to difficult questions), that they lose the fire to get the most from life. They get satisfied with their inner quest.

Summary

Everyone of this challenge can be overcome by application of thought and practice. But, the person with high self awareness cannot use the solutions of others. They cannot find mentors like others. They cannot engage in relationships like others. They cannot be happy with external motivators like others. For them, every problem becomes a 'different problem'.  Their high degree of self awareness has made normal solutions inapplicable to them.

Isn't that a paradox? In my 6 years of coaching experience I have repeatedly observed this phenomenon: a strength becomes a weakness at some point of life and the same weakness can become a strength in a different situation.  I call this the law of relative strengths/weakness. It states "Traits and abilities are not positive or negative by themselves; they are positive or negative, based on the output system in which your traits and abilities are used". Self-awareness becomes a weakness for them, because they are forced to find their own solutions; they cannot use the solutions of others. 

Because any ability/trait can become a weakness or strength depending on the output, one cannot list down a comprehensive list of abilities/traits that are ideal for a professional. One can only list down a minimum list of abilities/traits that can prevent a professional in achieving anything in life, but no one can make a comprehensive list of abilties/traits that can guarantee successful output in life. 

First challenge of your career is finding your work-path

Career destination is known

Destination points are known: We all work in our careers to reach one of the four destinations. According to the HBS researcher Laura Nash, it is either achievement measured by money or reputation, satisfaction, significance in work, or leaving behind legacy. Although, we may not mention our career destination in these four words, if someone drills us it will be either of the four or the combination of this four outcomes. 

But starting points are different: To reach this destination, we start from different starting points. As we discussed earlier, we possess 3Cs of talent in varying degree - Cognitive abilities, Character traits and Conative traits. In terms of abilities, we may have different innate abilities. Either we may have high cognitive ability ( meant for researcher or executives in companies), or kinesthetic ability ( meant for sportsman) or musical ability. In character traits, we may have different combination of character traits such as self regulation, creativity and/or emotional stability. Similarly, our Conative traits may be well developed or not. Conative traits motivate us. They automatically chose directions for us. For instance, if we discover passion early in life ( like Sachin Tendulkar) it is easier to focus on the path to the destination. But when we find our meaning in life at the age of 40, we may waste lot of time choosing wrong directions. 

Nurturing support to grow the innate abilities are varied: Our innate abilities are not just enough to help us cross the line. We also need support from our families, school and social environment in nurturing these 3 components of talent. While your school may nurture your logical ability like science, it may not encourage your artistic ability like painting ( even if you have it). The same is true for our character traits. While in some families, self regulation is nurtured, in others, it may be hampered. The same happens with conative traits. If you are lucky to have parents who have clear purpose in life, you will also imbibe it and will chose the shortest path to reach the destination . But if you have parents who do not have any purpose in life, you may spend a large part of your life in correcting wrong directions. 

Cross roads image copyrighted by Martin Lieberman.See the source (C) by www.martin-liebermann.de 

Starting challenge in your career is charting your work-path 

Ultimately, you have to find a best possible domain or work-path that will help you reach the career destination, given your abilities. From this work-path, you will find your unique career-path. But finding your unique career path is not easy. One has to start with a work-path which will ultimately help you choose a  career-path.

If you are studying, you have to chose projects. This means actively testing your knowledge base with simulated domains (like projects and assignments) so that you are sure about the quality of your knowledge base. Even while changing your disciplines (say from Engineering to MBA), you must ensure that you are developing strong enough knowledge base instead of just changing because others are doing it. More often than not, students make mistakes because they forget they are different than others.They pick a easy road like Abhay who chose to do MBA after engineering ( in the earlier case we discussed). But unaware of the valleys and ditches around the corner, like Abhay, they remain unprepared and unequipped. So when they cannot encounter those blocks, they lose lot of 'career' time in surmounting them. 

If you decide to work, choosing your work-path is choosing your domain that will give you enough options to help you combine your abilities/traits. Because both your starting points and nurture grounds are unique to you, your path of growing abilities/traits is also different than others. Therefore, do not copy other's work-paths. 

Some professionals make elementary mistakes, because they do not know the arithmetic of ability development. Not knowing that conative traits take long time to develop than cognitive abilities, they start developing conative traits too late. And they pay the price like Phatak, which we discussed earlier, because the gap in conative traits cannot be filled easily if they have not started the process of developing that trait early enough. That is why, you find many professionals, in the age group of 40, are stuck in their career, because they do not know their 'purpose' in life. And even if they decide to find it out, it takes such a long time, that they lose all their motivation and heart until they find it.

When you do not find the right work-path, you cannot spot the opportunities that are staring at you. For instance, you may be working with a 'dominating boss' who wants you do 'everything'. Instead of using the opportunity to learn and do the functions and activities of your boss, you react to your emotions, instead of responding. So when you are promoted, you are ready to fail ! 

Charting your work- path ( domain) is therefore the first step in ensuring that you will reach your career destination ! 

Why finding meaning in life has become urgent for today's professionals

Here are the four professionals that i got involved in last 3 months:

1. Manisha, age 32, is a researcher. PHD.  Doing a Post doctorate in a US university. She always wanted to return to India and do something meaningful in India. Two year back, she came to India to find a job. Could not manage to get it, because her criteria of 'job' were strict and because she could not compromise her work-expectations with the Indian environment. So she returned back to US last year. She has been finding more and more difficult to work in US as she is encountering all the 'work-related' dynamics: difficult bosses, impossible colleagues, and insufficient challenges in work. Now this year, she again faces the same choice. Should she return to India and work in not-so-perfect job?  Or continue to work in US?

2. Digvijay, 31, IT graduate works in Singapore from last 2 years. He has been working in IT, getting good promotions, has secured his life with investment in House. He met me last month. He is unhappy that his colleagues are 'ahead' of him, that he is not getting the best of the possible jobs, and has been dithering on the constant question of 'should he work in x company or y company', or ' should he take up a position or b position'?

3. Ramesh, 27, is working in a company in Pune. After a difficult period of adjustment in an existing job, he has settled in a job. Two months back, he called me, and said he wants to leave the job and join Teach India program. Teach India staff had come to his office and gave a presentation on what Teach India can offer. When i asked him his reasons of joining, he said that 'India has too much of illiteracy. I would like to contribute in some way to help it reduce it'. I told him that that is the ' nice-to-have official reason'. I asked him 'Why do YOU want to join Teach India?" He is trying to find his answer.

4. Abhijit, 27, is a CA. He seriously pursued CA for a long period, got the degree, and is now working with a bank. He got attracted to 'Sahajyoga' movement, because he found it important to understand 'what is the purpose of life?' From last 4 years, he is seriously involved in this movement, volunteering 90% of his discretionary time and effort, advocating it to youngsters and actively searching for the 'meaning of life' (as he likes to say). When i was in Bangalore, i met many youngsters who were part of 'Art of Living' foundation and devote substantial amount of time to explore the question 'How does the job fit in my life?

What is common in the work-life of these four professionals?

All four professionals are struggling to find meaning of job in their life. This is about producing personal outputs in life. The above four examples show the importance of Personal outputs in our life. We get engaged with the question of 'finding purpose of life' only in arm-chair discussion in college or coffee shop, little knowing that it will affect our work-life. Only after entering work-life, we suffer due to under-developed personal output like these four individuals who are struggling to take the simplest decisions of their work-life. They are not just stuck up in their work-life, but their quest of excellence is also blocked. Earlier, we assumed that this personal output impacted us only after the age of 50, but now the second law of Career Success ( inputs) informs that it affects us daily in our work-life. 

Manisha, unable to understand the importance of working in India to her, is indecisive on her most important decision in work-life. She is unable to compromise her work-requirement with Indian environment, because she does not know why working in India is important for her? She is stuck up. Digvijay is constantly comparing his life achievements with his friends, because he does not know why is he doing his job. This is a common 'symptom' observed in many professionals. Instead of asking the abstract question 'why am i doing the job', they substitute it with a more concrete question 'why are others getting more than me'. Most of the professionals suffer from this 'misplaced' priority.

Ramesh and Abhijit are even younger. They face the question of 'meaning of job' paradoxically because of their well-to-do financial status of their families. Their fathers never faced this question because they just spend their entire work-life to find security in their life. Ramesh and Abhijit do not face this challenge of security. Therefore, they seek more from their life. And therefore they face this question of 'what is purpose of life and how should i express it through my job' far more early in life.

I feel that Ramesh and Abhijit are lucky to face this challenge early in life, because without being forced to answer this question, they may encounter a hopeless future like Phatak.

I met Mr Phatak last week. He is 52 years old. He is a petroleum Engineer who worked in India and abroad. He retired at the age of 47, because according to him 'he earned enough and wanted to do something for his own life'. Since last five years, he is working on developing a 'film club'. He has one of the rarest collections of best films in the world, not just Indian films. He has managed to find 350 member for this film club and screens this film every month. He discusses the films, knows the rarest directors, can talk about story sequencing and script for hours. He has learnt a bit of film editing.

When i asked Mr Phatak, what he is trying to do by running a film club, he said that he is not sure. When i asked him, why did he take such a gutsy decision to retire at the age of 47, he said 'He could not help it'. Unable to 'discover' the meaning of films in his life, he is still not able to articulate a 'mission for his life', even though he is 52; even though he has sufficient resources and time. He is unable to answer the question 'Given this meaning of films in my life, i would like to do xyz in my life'. Why is this so difficult even at the age of 50? 

Conclusion

Developing Personal output is like learning swimming. If you develop it at the right age, you develop quickly and even unconsciously. But, unlike swimming, they cannot be developed directly. We have already seen how character traits like self regulation can only be developed indirectly. Development of personal output is even more indirect than character traits, because it depends on developing your right brain. Therefore, if you miss developing them at the right age, you may never be able to develop them; you will get stuck up like Phatak.

I believe a man can do anything in his life, if he knows his constraints and can articulate his destination. But when i meet someone like Phatak, i am so disturbed with the thought that this person may never find 'his path' in life. It is so wrong to conclude that the future is hopeless for someone. But when i meet someone like Phatak, i do not know how something good can happen in his life. It is even more painful for me, because i can see his process, understand his predilection, but still cannot 'reverse' the time-table of his development. I am definitely going to try, but i am not sure if i will be able to undo the 'development' time-table.

If you are however a professional of 30, do not wait for personal outputs to develop on its own. Please use some of the tricks that were mentioned in this blog. See movies. Read interesting literature. There is no need to read serious books in philosophy, ethics or aesthetics. Read biographies. Read the journey of other individuals like Bill Watterson. Engage with people who know more than you on this subject. And most importantly; find a mentor or coach who can show you the path. 

Enlight framework- Inputs required to achieve your end goals

This is Graham Gooch talking about excelling in batting in cricket sport, where skills seem to be the most  important component that produces excellence. He says,

" It is about 'the knowledge' of how to score runs in batting. I don't coach batting, I coach run-making. It's about how you think about yourself, how you glean information about different conditions, how you concentrate for long periods."

Excelling in any sport, be it playing tennis, golf, cricket or basket ball, is not about developing a specific skill of 'batting' in cricket, or 'putting the hole'in golf, or 'hitting home run' in baseball. That was the older input law of excellence. According to the first law of success of Inputs, we assumed that excelling is about developing one single skill alone. In sports it is Kinesthetic ability based skills. This is a single-dimensional view of achievement. 

On the other hand, watch any player and you will realise that his skills are just an 'entry point' in helping to enter in that sport, but excelling in that sport requires additional factors to sustain excelling. 

So what are these additional factors ? Scott Kaufman, who has summarised the different studies and research on talent, in his book, Ungifted Intelligence, lists down many other factors. He lists down Character traits (CAT) such as mindset and self-regulation as well as conative traits (COT) such as passion and purpose. Psychologists call it cognitive factors (creativity + cognitive skills that are derived from abilities) , affective and behavioural traits ( same as CAT) that determine how one uses ones mind to engage in a specific activity, and motivational  factors ( same as COT) such as passion and purpose that determine how one chooses an activity to stick to. 

Second law of success of Inputs states that synergy of traits and skills causes excellence. For knowledge workers, it is about combining the entire package of Skills (CAB based skills) plus  character traits (CAT) plus Conative traits (COT) in a domain of software, accountancy or manufacturing. Combination is a key word here. Synergy is important here. Not just making 1+1+1=3, but making 1+1+1= 5.

Individual character traits alone are unimportant in excelling. For instance, Roberta Ness in her study of Genius Unmasked found that, although 'autonomy' enables the creative geniuses to ignore conventions, but that same trait also leads to development of 'anti-social' tendencies that can distract them. 'Perseverance' enables the creative geniuses to persist 'irrespective of obstacles', but it also produces 'stubbornness' to wrong paths that can lead to failure.

For instance, we remember Thomas Edison for his relentless experiments of inventing a bulb. But we ignore his over-bearing stubbornness to AC current. Despite testimony from trusted associates that AC current was no more dangerous than DC, Edison waged the “war of the currents” for 20 years in which he conducted inhuman experiments where he electrocuted animals.  Only later did Edison admit that he had been wrong. 

Arnold Ludwig, in his book the Price of Greatness, who has studied achievements of over 1,000 extraordinary men and women has found that 'greater the achievement , the more likely is the presence of pathological disorders' such as mania, depression and schizophrenia. So, do not develop individual single traits alone. Do not try to pursue developing your individual trait like persistence, motivation or concentration. That diverts your attention and is often a 'hopeless' venture. 

Because, excelling in a field is not about developing the cognitive skills alone, or character traits like perseverance alone or conative traits like passion alone. Positive psychology books such as Seven Habits have tried to disconnect traits from skills, and have advised us to develop a single trait, say perseverance or passion, alone. Or develop 'creativity' or 'autonomy' alone. Or develop single skills like singing or dancing alone. We have already seen how developing virtuous traits is not useful in excelling in life. Even a quality like passion can become 'obsessive' and derail a person.

So, according to the second law of success of Inputs, what are the minimum basic inputs that you should bring in? Bring in CAB based  skills+CAT+COT . This may not ensure excellence, but its absence will ensure that the professional will get blocked in career success. 

Be on the lookout for output domains that activate the "synergy"  between your CAB skills+CAT+COT. Whatever the age, once you find a domain ( which could be developing a software for a company, or teaching school students, or solving a big problem of obesity) that best matches with your unique package of personal characteristics, the learning process can proceed extremely rapidly as you are inspired to excel. The latest science of excellence suggests that we are all capable of extraordinary performance; the key is finding a domain that best allows your unique package of combined personal characteristics to shine.

If you are serious about excelling in life, do not develop your skills or personal traits alone. That Input strategy is the old strategy arising out of first law of success. Instead spend your energy and efforts on finding the output domain where your unique package of combined personal characteristics ( cognitive abilities plus character traits plus conative traits) synergise together.

Find an output domain where your unique package of CAB based skills plus traits shine.

Success is all about focusing on the right work-output

Background 

I saw a very beautiful video of Peter Attia, who is trying to solve one of the most vexing problem of medicine: do we become obese due to lack of willpower or due to some other factor in the body system? Like all the other doctors, he also assumed that obesity is caused because the person lacks the willpower to avoid eating rich foods or the determination to get up in the morning and follow a strict regime of exercise.

However, when Peter Attia got overweight by 40 pounds, he found that his assumption was wrong. Despite exercising three or four hours every single day, and following the food pyramid to the letter, he had gained a lot of weight ( I am sure many of you have faced this paradox in your life: that you gained weight despite all the precautions you took. ) and developed something called metabolic syndrome which leads to many chronic ailments like high BP, diabetes and others. He found that he had become insulin resistant. Why is insulin resistance important?

Insulin is like a master hormone that controls what our body does with the foods we eat, whether we burn it or store it. When we become insulin-resistant, the homeostasis in this balance deviates. Insulin resistance is a reduced capacity to partition the fuel of the calories that we take in so that we can burn some appropriately and store some appropriately. Some bodies are insulin-resistant. Insulin resistance means that bodies are unable to decide how much to store as fat and how much to burn. He realised that obese people are perhaps the victim of their body system. They become obese not because they lacked control, but because their bodies lost the control of managing this homeostatic balance.

And he found data to support it. For instance, many obese Americans in the United States don't have insulin resistance, who can therefore be treated with the injection of 'willpower'. Conversely, six million lean people in the United States are insulin-resistant. In other words, these lean people are at a greater risk for those metabolic syndrome disease than their obese counterparts.

So, Peter Attia questions the old logic of obesity? Are we fighting the wrong war, he asks. Should we be fighting insulin resistance rather than obesity? By fighting obesity, he suggests that we are unknowingly blaming the victims, and washing our hands from our responsibility. By blaming obese for their lack of willpower to maintain diet and exercise, we have avoided investigating the causes of insulin resistance. By blaming obese for the homeostasis of their bodies which can happen to obese as well as lean, we are prescribing wrong solutions and even putting lean people at risk. And by blaming obese, we are forcing obese to spin into a vicious spiral where they start believing that they lack 'the resolve' to guide their lives. Peter Attia was so disturbed with this last inadvertent effect on obese people, that he cried in the above mentioned TED talk.

In career also, it is important to focus on the right output 

For instance, what should Rohit Sharma ( the cricketer) do to retain his place in the Indian team ?  He has been scoring runs. He is in the team for last 3 years. But still he is unable to retain his place in the team. How can he retain his place in the team? If Rohit Sharma wants to achieve the outcome of cementing his place in Indian cricket team, he will have to focus on the right output. He will have to take these three steps:

1. First step is the conscious awareness of desired outcome in your work-path: Do not focus on your traits. For instance, Rohit Sharma has been advised to work hard, have more willpower or develop patience. But this is a wrong tack to take. Our traits (such as work hard) are useful only when they help us meet desired outcome ( of getting the first job), but they are useless when they thwart us in meeting new outcome (for instance, getting promotion). Our desired outcomes keep on changing from money to job satisfaction to doing achieving significance, but we are not even aware of this change. We never know when our desired outcome has changed, but we keep on employing same strategy which worked earlier. For instance, Rohit Sharma's current desired output is to convert 50 into 100. He has hit 2 centuries and 16 half-centuries. 
2. Second Step is about converting outcome in desired outputs: In the cricket domain, commentators and critics keep on advising Rohit Sharma to focus 'on scoring 100' after reaching 50. But this 'output' is not useful. Because, in cricket, one has to focus on every ball, not on scoring 100. Rohit has to convert his outcome of scoring 100 into an output of 'how to focus on next ball after scoring 50'. 
3. Third Step is using the inter-dependency of the 'work' in producing the actionable output: Only when Rohit Sharma focuses on the right output, will he be able to find out why he loses focus on the next ball after 50? Is it loss of concentration due to less challenging bowling of part-time bowlers? Or is it inability to rotate the strike? Or is it loss of concentration due to physical exertion? Or is it a overconfidence in a shot - say a pull over a square leg - that is his Achilles heal? He has to 'diagnose' the right cause in his case. Just trying to have a 'focus' (which is a normal advice) is not going to help Rohit Sharma to succeed in scoring 100 after 50. This step is the step of diagnosis. For instance, Rohit should talk to batsman like Tendulkar and Gavaskar to find the mistake he is making after scoring 50 or ask them the kind of typical mistakes that happen. Or she should ask his partner ( on the other end) the mistakes he makes, or he should ask his coach. 

Mismanagement of aspirations can cause unexpected and surprising consequences in career

Our aspirations sometimes go too far ahead of our capability and sometimes they are too behind our capability. When they go too far ahead, they cause frustration, cynicism and even resulting into loss of opportunities. On the other hand, when they are far too behind, they result into untapped potential, missed opportunities, and more importantly, lack of growth. In my coaching, i meet both type of individuals, although the majority are the first type of individuals, who are far running ahead of themselves.

Sarabjit was transferred from Mumbai to Delhi.  He stayed in a big rented house, his commutation time was shortened to half an hour, and with time on his hand, he managed to do accomplish his unfulfilled desire: the desire to travel to different places. This continued for 3 years.

After 3 years, he got a  job offer in Mumbai with a 40% hike in remuneration. He eagerly came for the interview and got a hint that he can get the job. So he went to his house in Mumbai which was 1/3rd the size. He got frustrated when he took 2 hours to reach the house from the new office. He got the job offer later, but he refused the job offer. 

What happened to Sarabjit? His Wants got converted into Needs. His Want of big house, which was dormant in Mumbai, got converted into Need. His Want of more available time in the day also got converted into Need. And once his Wants were converted into Needs, Sarabjit was unable to adjust to the new Needs with the new job offer. It happens to us all the time. Sarabjit stayed in Delhi, even when the timing of job change was more appropriate for him !!

Wants get converted into Needs unknowingly

Psychologists tell us that food, shelter, clothes and sex take care of our bare needs, while rest are wants and desires. But once the basic necessities are met, we re-define new needs and seek to fulfill them. Our ‘wants’ are surprisingly similar across the status, religion, and other conditions because they depend on our awareness and exposure.

But their conversion from wants into needs happen due to factors like external changes that thrust on us such as change in economic status, change in location factors, change in our friends, change in our 'neighbouring' locality. Psychologists call this reactive covariance. But they also happen due to the dormant desires that are within us: our expectations from our family, from ourselves. This is called 'active covariance'. In other words, unknown to our conscious mind, the balance between wants and needs change due to active as well as reactive covariance.

For instance, when we shift from a small town to a metro such as Mumbai, items such as cellphone, laptop, decent wardrobe, and car become our needs. Now I cannot function without them.We therefore get surprised when relatives from rural village come to our house and label our spending money on these items as 'splurging' money. I forget that these items are still 'wants' for them.

Many unintended consequences happen due to this unconscious shift of wants into needs. For instance, we change our goals. Marshall, one of my coachee, had planned to start an entrepreneurial unit after working for 10 years abroad. But as he got used to high-standard of living, he was unable to let it go. Many coachees, whom i meet, get into software for the sake of  ''higher salary', planning to go back to their core function, after the initial period. That never happens as their new needs emerge.

Marriage further makes it difficult to manage aspirations. Difficulty is doubled when one marries. A professional gains by taking the trouble to readjust his wants, because his goals get fulfilled. But for the spouse, there is no commensurate gain. Especially if the spouse is the housewife, she loses more as she depends a lot on social and economic status for her 'mental well being'. Losing that social status for the elusive achievement of some distant goals is a very difficult trade-off for her. In my coaching the biggest bottleneck for sustaining outputs is this readjustment of aspirations of the housewife !!!

More importantly, executives Wants of positional power, big office, secretary, and other perks unknowingly become Needs as they grow. When they shift jobs, i have observed them negotiating hard on these Needs, while they hardly 'negotiate' on the content which will significantly determine the path of success for them. Isn't that paradoxical?

Conclusion

Our aspirations change our goals and shift our directions unknowingly. It is so subtle and powerful that even our passion does not keep us focused. We do not even know when we have traded our 'values' for Wants that have become Needs without our knowledge. When we hear the examples of well paid professionals of Enron and Accenture who did a small 'accounting trick', even when they were earning so well, we hastily assume that the cause is their greed. My premise is different. I think this happens because, unable to differentiate the movement between their wants and needs, they justify their actions for the sake of 'company'.

The dynamics of aspirations is so invisible and unconscious that we cannot see its impact unless we press the pause button. Managing aspirations is not a nice-to-do activity for a professional. It is a must-to-do activity. With the advent of Internet and 24/7 media, the scope and size of our Wants keep on increasing. Unless we learn to rein them, we are like a driver who is not commanding his steering wheel.  If a professional wants to be at the driving wheel, he or she must actively manage his/her aspirations. Otherwise he/she will not even know when did he/she abandoned the wheel and has been sitting in someone's car !

Should you change jobs for money?

Please see this excellent compilation of research on money and motivation. Entire data of research gives a clear answer that you should never change jobs for money. 

But are there cases when you should change jobs for money? May be, when your salary is less than 'benchmark value', the value which takes care of your basic needs. For instance, Daniel Kahneman found that this benchmark value is about 75000 $ in US. In India, I guess, this figure may be about 10 Lakhs per annum, depending on which city you are living. In Tier 2 cities, the same figure will be lower. But whatever is the benchmark value, below that value, lack of money demotivates. In other words,when you are earning below this value, money motivates.

But this also suggests that salary beyond 10 Lpa is not enough to motivate. It means that, beyond this salary level, one should not change jobs, just because there is a 40% increase in salary ! Why should you not do this? Because Extrinsic goals ( money, reputation, and power) always crowd out intrinsic goals (e.g., enjoyment, sheer curiosity, learning or personal challenge). More the extrinsic rewards increase, less important intrinsic goals become. Why should you worry about this? Because, sooner or letter, intrinsic rewards affect job performance. As the authors say ' The more people focus on their salaries, the less they will focus on satisfying their intellectual curiosity, learning new skills, or having fun, and those are the very things that make people perform best.'

So if you cannot change jobs for money, what should you change for? According to Rossabeth Kanter, the researcher on leadership comments, 'I identified three primary sources of motivation in high-innovation companies: mastery, membership, and meaning. Another M, money, turned out to be a distant fourth. Money acts as a scorecard, but it does not get people up-and-at 'em for the daily work, nor does it help people go home every day with a feeling of fulfillment." Using these 3 M  intrinsic rewards are central to engagement and happiness. 

In other words, searching for Mastery ( the excellence in work), Meaning in life ( linkages job to personal values) and being a Member of a group that is making a difference to the world ( be it social challenges or personal vision like Steve Jobs) act as three big intrinsic motivators for successful achievers.

Here are some Dan Ariely's experiments about why we are motivated to work. It is far more interesting and multi-layered view. Please go through this video of Dan Ariely. You will appreciate that there are many reasons for liking to work than just money. For instance, we like to work because there are more difficulties and challenges, such as while climbing the mountain. Or we like to work when our output is 'visible' and can be seen, such as when we build houses for people. Or professionals working in big software companies cannot get motivated by seeing their 'visible outputs', but they love the work because they face challenges of constant changing knowledge. 

In other words, excellence in work is far more 'nuanced'. We have been discussing about the unwitting blocks we create on our road to work-excellence. For instance, we should not change jobs from more competent jobs to less-competent jobs because we get more money. Or, when getting money is our primary  challenge, we should understand the block of skill market and deal with it instead of changing the job. Or instead of changing jobs because of boss who does not give credit to our work, we should deal with the perception of boss . Or, instead of complaining that 'we are doing our best', we should also learn to generate visible results in a company by understanding the metasystems of company. Instead of changing jobs because we do not have any purpose in life, we should instead find meaning in life actively and not wait for life to tell us the purpose of life.  

Motivation of work-life is more multi-dimensional than just money and challenges.