Where there's a change, there's transition

Change and transition, both are not the same. Change is the actual shifting of condition, while transition is more about people affected and adapting the changes.Transition begins when we end the old process/situation, and it ends with a new beginning. When two companies have a merger, the transition begins when you end the old organization and transition ends when you start adapting a new one.And managing transition means you bring people through the transition as smoothly as possible.

Change vs Transition

One doesn’t discover new lands without consenting to lose sight of the shore for a very long time

Three stages of transition are:<ol><li>Ending – the end of the old process, the old way, or the old circumstances</li><li>Neutral – in-between time after the end of old era and before you start a new process, including the confusion, the chaos, the negative words, doubts and discomfort</li><li>Beginning – the start of the new process, the new way, or the new circumstances</li></ol>Transition is personal, therefore each person may have different phase. Even people may have themselves in two phases at the same time, i.e., start to use new tools at work while working with same process that being reviewed by Change Management team.

Stages of Transition

To help people to accept the ending, so they can start the transition smoothly, some steps can be done: 1. Deep dive the incoming changes – be specific, be detail, avoid generalizations2. See the consequences – each change will cause another one, look forward and define the possibilities3. Prepare for some losses – love it or not, change sometimes make people lost something, try to identify the people and what they will lose: job title, comfort desk, access, etc4. See every loss as real as other – losses are not only something material, as immaterial losses should also be considered

It All Start With an Ending

5. Prepare for people reaction – changes will bring reactions from people. Expect for a strong one6. Be open – communicate everything crystal clear and show empathy7. Consider something for recovery – think and discuss for any opportunity of compensation8. Consistent communication – just keep it flowing to keep people up-to-date9. Respect the past – be clear on the ending, make people realize and see that some part of their past will end, and they will move to a new future.

After the end but before the beginning, there will be a zone of chaos and confusion, it’s the Neutral Zone. People will take their time to adjust with new process, letting go the old circumstances and preparing for a new one. This is the phase will sometimes motivation and performance are impacted.This also a very creative period, where people can create breakthrough improvement as they currently not only no longer bond in an old habit/procedure but also not yet having any bond with a new one.

Adjustment During Neutral Zone

To help people going through the confusing neutral zone, you can do:1. Make the change achievable – see people going through the change as human that need time to adjust, prepare them for what is coming and tell them the whole picture2. Be flexible – if necessary, drop old rules that blocking the way of transition3. Make some shorter goal – to keep people spirits up, making short goals towards the big one is advised4. Keep the info flowing – communicate clearly and consistently

Beginnings are strange things. People want them to happen but fear them at the same time

Having people out of their comfort zone, making a change, is challenging. Some people will actually enjoy the neutral zone as they are ‘roaming’ free without new procedures, or some people will try to bring the old obsolete value into the new process.

The New Beginning

To help people start the new beginning and accept it, remember 4 P’s:Purpose – it will be easier to accept if people can see the purpose clear, real, and specific.Picture – showing your purpose in a real sample will even better, introduce them to someone who had been successfully going through the change, show them the real/actual benefit of changes that can be seen/imagined

Plan – transition plan will be more personal than a change plan. Change plan will include the date if people moving to new building, but transition plan will include the date of farewell party, the date of people can see their office for the first time, etcPart – try your best to make people be a part of the change, involve them in the party, involve them in the preparation, etc

Keep People On Track

When you're finished changing, you're finished

As people or organization will continually changing, as they should to, transition will always be part of it. Either it’s a big or a small one, each may bring potential problem when the change and transition is not managed well. Managing the change through a managed transition means you manage the fear of change, be open and earn trust from the people. To do so, always be honest, involve others, be clear and honour your words and commitments. So people will put their trust and be on board with you through the transition.

Keep Changing, Keep Transitioning

What is transition, how to manage it and why it is important. William Bridges shared the idea in his book very clearly and in a very easy way to understand. 

The business world is a place of constant change, with stories of corporate mergers, layoffs, bankruptcy, and restructuring hitting the news every day. Yet as veteran consultant William Bridges maintains, the situational changes are not as difficult for companies to make as the psychological transitions. In the best-selling Managing Transitions, Bridges provides a clear understanding of what change does to employees and what employees in transition can do to an organization. Directed at managers and employees in today's corporations, Bridges shows how to minimize the distress and disruptions caused by change. Managing Transitions addresses the fact that it is people who have to carry out the change. When the book was originally published a decade ago, Bridges was the first to provide any real sense of the emotional impact of change and what can be done to keep it from disrupting the entire organization. With new information and commentary on layoffs, corporate suspicion, and the increasing tumult in the business world, Managing Transitions remains the definitive guide to dealing with change.

business

Business

books

Books

leadershipandmanagement

Leadership & Management

The business world is a place of constant change, with stories of corporate mergers, layoffs, bankruptcy, and restructuring hitting the news every day. Yet as veteran consultant William Bridges maintains, the situational changes are not as difficult for companies to make as the psychological transitions. In the best-selling Managing Transitions, Bridges provides a clear understanding of what change does to employees and what employees in transition can do to an organization. Directed at managers and employees in today's corporations, Bridges shows how to minimize the distress and disruptions caused by change. Managing Transitions addresses the fact that it is people who have to carry out the change. When the book was originally published a decade ago, Bridges was the first to provide any real sense of the emotional impact of change and what can be done to keep it from disrupting the entire organization. With new information and commentary on layoffs, corporate suspicion, and the increasing tumult in the business world, Managing Transitions remains the definitive guide to dealing with change.

William Bridges

Managing Transitions

There is the great difference between what is effective and what is efficient as most of the people tend to confuse them and use them interchangeably in their perspective teams.

Effective vs Efficient

The term "Efficient" simply means doing things right. Simply note that you have to be perfect in what you are doing. This may be moving faster with your activities, either accomplishing more with few resources, or anything associated with a perfect thing.

Efficient

This term "Effective" means that you have to do what is right. In our everyday life, we make decisions and not always we make a better choice but what we consider must consider is if our actions are the best choice we should have made.

Effective

The summation of the two in the team will only result to the best of your team's achievements as well as you will have to do right things right and that is what every team leader and team member shall be proud of.

Effective + Efficient

Some people always use the two terms interchangeably and it is time we do the right things right starting with our communication.

personaldevelopment

Personal Development

teamwork

Teamwork

Efficiency vs. effectiveness in business: Why your team needs both

Its the actions of an Individual that decides their destiny. So, what successful people do? What are the things that let them standout?Here are 5 things that all successful people have in common according to the speaker and his studies of strategies of <a href="https://en.wikipedia.org/wiki/Chanakya">Chanakya</a>

What Success people do?

Successful people are readers. These people read a lot, they reflect the ideas and even discuss them with other. So, be a good reader and never be shy on telling or discussing the ides you have learned.

1. Reading

Not All Readers Are Leaders, But All Leaders Are Readers.

Successful people write a lot. These people are always ready to jot down thing they have learned, read and their personal thoughts.It's scientifically proven that we learn and remember things much more faster and for longer if we write them.

2. Writing

Successful people are admirable at time management. They do multiple things in their life but focus on only one thing at time.They try to manage and plan every seconds.When you manage seconds, you manage minutes. When you manage minutes, you manage hours. When you manage hours, you manage a whole day and when you manage day you manage years and even your entire life.

3. Time Management

People often complain about lack of time, when lack of direction is the real problem.

They choose their friends and people they would spend time with, wisely. They will be friendly and interactive to everybody but they are also aware that from which group they really belong to.Always try to be with people who are better than you. The moment you will do this, you will subconsciously manifest the way of thinking that they have.

4. Being in the right Company

If you are the smartest person in the room, then you are in the wrong room.

It not always that they are leaders but they always and think like a leader and take action accordingly. They have that unflinching faith on themself that they can accomplish anything. They have a clear picture and a solid plan in their head about you end result. And they work very hard with right strategy to reach their destination.Be selfless. A leader is someone who is always in the quest of finding ways to serve other in whatever best way possible.

5. Leader

In the happiness of his subject lies the king’s happiness ; in there welfare his welfare . He shell not consider as a good only that which pleases him treat as beneficial to him whatever pleases his subject.

By practicing these fundamental things one can become successful.

Conclusion

⭐👇 Do You Have Big Dreams & Want To Succeed In Life? 👇⭐ Josh wants to help you achieve these dreams with our brand new Josh Skills App .🙌 DOWNLOAD NOW: https://joshskills.app.link/PqZuf24Qnab With 50+ courses on topics like Digital Marketing, Personality Development, Time Management & Personal Finance - you can learn from the top most experts of every domain - at the cost of a mobile recharge only! 😮 Use the app, and get ahead in your life - use coupon code JOSHYTE for 10% discount on all courses! Chanakya Niti gives a sense of direction and clarity which helps a person to think through and act. On the journey of being an entrepreneur, Arthashashtra viz. Chanakya Niti can be a catalyst which may help to actualize the goals. We might not have a Chanakya for ourselves but his words shall forever be our guide. In his Josh Talk, Radhakrishnan Pillai talks about the leadership lessons that one can learn from the knowledge that was imparted by Chanakya more than 2000 years ago. He talks about how Chanakya Neeti can shape a person's orientation to watch the world, and how it can inculcate a completely new vision to observe the world with the help of just 5 Lessons. These 5 Lessons can help anyone to have a leader like qualities in them, which can eventually make them successful. Radhakrishnan Pillai from the University of Mumbai, Department of Philosophy is the founder-director of Chanakya Institute of Public leadership (CIPL), a leadership academy which trains political leaders and aspirants. With nearly 20 years of combined working and business experience, he is a well-known management speaker, trainer, author, and consultant. His first book ‘Corporate Chanakya’ has been on the “best-seller” list since its launch in 2010 and used as a textbook in various Business schools in India and abroad. His second book ‘Chanakya’s 7 Secrets of Leadership’ along with Mr. D. Sivanandhan created waves in the corporate world. He has been awarded the prestigious Sardar Patel International award 2009 and Aavishkar Chanakya Innovation Research Award 2013 for his research and contribution in the field of management & Industrial development. He is rated among the top 50 management thinkers from India by the global organization Thinkers50. Watch this Josh Talk to know how the new age budding entrepreneurs can learn the leadership lessons from Chanakya. How his Chanakya Niti can help leaders of today and tomorrow to gain leadership skills, maintain leader like qualities and become successful in life. This talk was recorded at Josh Talks Mumbai 2018. Josh Talks collects and curates the most inspiring stories of India and provides a platform to showcase them. Speakers from diverse backgrounds are invited to share their stories, highlighting the challenges they overcame, on their journey to success and realizing their true calling. ► SUBSCRIBE to our Incredible Stories, press the red button ⬆️ ► Say hello on FB: https://www.facebook.com/JoshTalksLive ► Tweet with us: https://www.twitter.com/JoshTalksLive ► Instagrammers: https://www.instagram.com/JoshTalksLive ► Josh Talks is in your city soon: https://events.joshtalks.com

motivationandinspiration

Motivation & Inspiration

habits

Habits

⭐👇 Do You Have Big Dreams & Want To Succeed In Life? 👇⭐
Josh wants to help you achieve these dreams with our brand new Josh Skills App .🙌
DOWNLOAD NOW: https://joshskills.app.link/PqZuf24Qnab
With 50+ courses on topics like Digital Marketing, Personality Development, Time Management & Personal Finance - you can learn from the top most experts of every domain - at the cost of a mobile recharge only! 😮
Use the app, and get ahead in your life - use coupon code JOSHYTE for 10% discount on all courses!

Chanakya Niti gives a sense of direction and clarity which helps a person to think through and act. On the journey of being an entrepreneur, Arthashashtra viz. Chanakya Niti can be a catalyst which may help to actualize the goals. We might not have a Chanakya for ourselves but his words shall forever be our guide. 

In his Josh Talk, Radhakrishnan Pillai talks about the leadership lessons that one can learn from the knowledge that was imparted by Chanakya more than 2000 years ago. He talks about how Chanakya Neeti can shape a person's orientation to watch the world, and how it can inculcate a completely new vision to observe the world with the help of just 5 Lessons. These 5 Lessons can help anyone to have a leader like qualities in them, which can eventually make them successful.

Radhakrishnan Pillai from the University of Mumbai, Department of Philosophy is the founder-director of Chanakya Institute of Public leadership (CIPL), a leadership academy which trains political leaders and aspirants. With nearly 20 years of combined working and business experience, he is a well-known management speaker, trainer, author, and consultant. His first book ‘Corporate Chanakya’ has been on the “best-seller” list since its launch in 2010 and used as a textbook in various Business schools in India and abroad. His second book ‘Chanakya’s 7 Secrets of Leadership’ along with Mr. D. Sivanandhan created waves in the corporate world. He has been awarded the prestigious Sardar Patel International award 2009 and Aavishkar Chanakya Innovation Research Award 2013 for his research and contribution in the field of management & Industrial development. He is rated among the top 50 management thinkers from India by the global organization Thinkers50. 

Watch this Josh Talk to know how the new age budding entrepreneurs can learn the leadership lessons from Chanakya. How his Chanakya Niti can help leaders of today and tomorrow to gain leadership skills, maintain leader like qualities and become successful in life.

This talk was recorded at Josh Talks Mumbai 2018.

Josh Talks collects and curates the most inspiring stories of India and provides a platform to showcase them. Speakers from diverse backgrounds are invited to share their stories, highlighting the challenges they overcame, on their journey to success and realizing their true calling. 

► SUBSCRIBE to our Incredible Stories, press the red button ⬆️
► Say hello on FB: https://www.facebook.com/JoshTalksLive
► Tweet with us: https://www.twitter.com/JoshTalksLive
► Instagrammers: https://www.instagram.com/JoshTalksLive
► Josh Talks is in your city soon: https://events.joshtalks.com

1+ Billion Views | 10 Languages | 13,50,000+ Downloads
Inspiring, Informing, Upskilling

“If you want to do something big in life, all you need is Josh”
With this thought an idea was born, to share and celebrate the most incredible stories of Bharat and ignite power inside each one of us. 
Josh Talks is this thought. 

Josh Talks is a platform where we share beautiful stories of role models; of people who come into our lives in the form of an elder brother and sister- sometimes as stories that show us the bright side of the world, sometimes as faces that we love and look up to and sometimes as skills that bring the better of us. 

So let’s fill ourselves with Josh and keep moving forward in our lives.
If you know of someone who has attained success because of their hard work and determination and are role models for people, share their stories on speaker@joshtalks.com

Part of The Josh Group.


Josh Talks

Chanakya Neeti For A Successful Life | Dr. Radhakrishnan Pillai | Josh Talks

'While we wait for life, life passes.'

I see this problem in a lot of people, including me. Either being overly picky or just hesitant and fearful to make progress or moves. A lot of people recognise signs and opportunities that are staring at us, right in front of our faces, but we attempt to seize them when they have just drifted out of our reach. Why?

Seize The Day

If you, currently reading this, struggle to make decisions and be assertive, it may be because of reasons such as:<ul><li>There may be a lot of responsibility put onto you and you may feel intimidated</li><li>You may want everything to be perfect and not have to suffer the consequences of making a mistake</li><li>You don't want to make the wrong decision</li></ul>This is completely normal. I'll be diving into each and I'll hopefully be able to provide some of you with some meaningful advice .

Indecisiveness

I have this fear a lot, being indecisive because there's a lot of responsibility and pressure on you. The truth is, with every thing you do, this is going to be the case, an action can change your life no matter how small it is.My point is you have to feel this responsibility, not only will it shape you into a better person overall, it will teach you about leadership and how to manage emotions such as stress.Let's say however, you make a bad decision that impacts you or those around you negatively, mistakes happen and they're apart of life but the key is learning, adapting and moving forward.

Responsibility 

A lot of my points are going to lead to similar things as the whole subject relates. Some of us naturally tend to want everything to be perfect, to make no mistakes and have everything already set without any work or effort.Mistakes are okay. But are they really mistakes?The way you perceive events makes a huge difference. E.G. you can dwell on negative thoughts or take just one thing from your 'mistakes' and turn them into successes.My point is, perfection is impossible, never fail to seize something with the fear of not doing things right. That's what Learning is for.

Perfectionism

Similar to what I said earlier, let's say you made a bad decision, now what?It most likely won't be as bad as you think, there's many ways around it, for example:<ul><li>You can take steps to ensure it doesn't happen again</li><li>You gain experience and knowledge </li><li>You'll be way better equipped in the future</li><li>Most importantly, you'll grow as a person.</li></ul>

Learning, Adapting And Moving Forward

At the end of the day, it's important to not be so hard on yourself, going back to the quote we can't sit back and be passive, if you see an opportunity, take it. If it doesn't go well then so what? You try again. The main message is to get up and do something great, whether it's today, tomorrow or in a few months, take action because time isn't infinite.Good luck and it's time to stop being passive!

The Message

I felt like I should speak about this since I'm trying to combat it myself, I hope this is useful to at least one person.

Helping You To Solve Indecisiveness 

In order to build and lead a great team, you have to be the kind of person that people want to build with.What does that look like? It looks like centring your humanity and core values by remembering at the end of the day that we all want to live a creative life that we control. Entrepreneurship is just the tool we use to do it.

Being A Good Leader

Eat regularly. Get good sleep. Stay hydrated. Keep moisturized. Exercise. All these things matter. If it’s three P.M. and you haven’t eaten since eight P.M. the previous night, do you think you’re going to be able to make the best decisions for yourself and your company? Unlikely.Staying healthy means taking care of your mental health, too.  Sometimes you need help, and that’s okay.

Take Care Of Your Physical and Mental Health

Remember the core values we defined in Step 1? You are going to use these a lot. Tape them on your wall. Set them up as a pop-up on your computer. Live by these values and do not second-guess them (or yourself).

Follow Your Core Values

Always be learning. Block time to read and absorb books and courses. Take at least an hour a week to give yourself permission to reject all calls and focus on new ways to learn and better your business without outside interference.

Always Be Learning

Sometimes being a good leader means you are just enjoyable to be around. As a leader, you have to find that joy in your job so the people around you find joy in their jobs. Be the person who laughs. Be the person who dances.

Take Joy In Your Work

Sometimes being a good leader is recognizing when something isn’t working. Sometimes businesses fail. Sometimes even relationships fail. Sometimes it’s not your fault. Sometimes it is. And sometimes your company is thriving but your personal life is crumbling (and vice versa). Know what your breaking point is. Identify the point at which you’re willing to walk away in order to preserve your sanity, your dignity, your marriage, or your relationship with your family.

Know When To Walk Away

Startup founder and author Kathryn Finney shares small changes that helped foster her personal growth and strength as a leader.


career

Career

mindfulness

Mindfulness

Being a good leader means nothing without investing in yourself. Here’s how

BE uses psychological experimentation to develop theories about human decision-making and has identified a range of biases as a result of the way people think and feel.BE is trying to change the way economists think about people’s perceptions of value and expressed preferences. According to BE, people are not always self-interested, benefits maximizing, and costs minimize individuals with stable preferences—our thinking is subject to insufficient knowledge, feedback, and processing capability, which often involves uncertainty and is affected by the context in which we make decisions.

Behavioral Economics (BE)

In an ideal world, our decisions would be the result of a careful weighing of costs and benefits and informed by existing preferences. We would always make optimal decisions. The theory of rational choice assumes that human actors have stable preferences and engage in maximizing behavior.

Rational Choice

Our willingness to take risks is influenced by the way in which choices are framed, i.e. it is context-dependent. Amos Tversky and Daniel Kahneman are perhaps best known for the development of prospect theory and published a number of papers that show that decisions are not always optimal.

Prospect Theory

Bounded rationality is a term associated with Herbert Simon’s work of the 1950s. According to this view, our minds must be understood relative to the environment in which they evolved. There are restrictions to human information processing, due to limits in knowledge and computational capacities.While the idea of human limits to rationality was not a radically new thought in economics, Tversky and Kahneman’s ‘heuristics and biases research program made important methodological contributions. 30 years later, their thinking entered the mainstream.

Bounded Rationality

The economist Richard Thaler coined the concept of mental accounting. According to Thaler:<ul><li>People think of value in relative rather than absolute terms. They derive pleasure not just from an object’s value, but also the quality of the deal.</li><li> People fail to fully consider opportunity costs and are susceptible to the sunk cost fallacy.</li><li>People treat money differently, depending on the money’s origin and intended use, rather than thinking of it in terms of the “bottom line” as in formal accounting.</li><li>People don’t like to spend money. We experience the pain of paying because we are loss averse. </li></ul>

Mental Accounting

Humans’ bounded rationality is particularly well illustrated by the concept of choice overload. This phenomenon occurs as a result of too many choices being available to consumers. Overchoice has been associated with unhappiness, decision fatigue, going with the default option, as well as avoiding making a decision altogether, such as not buying a product. Factors that contribute to perceived choice overload:  the number of options and attributes, time constraints, decision accountability, alignability and complementarity of options, and consumers’ preference uncertainty, etc.

Too Much Information: Choice Overload

Experience, good information, and prompt feedback are key factors that enable people to make good decisions. <ul><li>Climate change, for example, has been cited as a particularly challenging problem in relation to experience and feedback. Climate change is invisible, diffuse, and a long-term process. Pro-environmental behavior by an individual, such as reducing carbon emissions, does not lead to a noticeable change. </li><li>The same is true in the domain of health. Feedback in this area is often poor, and we are more likely to get feedback on previously chosen options than rejected ones.</li></ul>

Limited Information: The Importance of Feedback

Information avoidance in behavioral economics refers to situations in which people choose not to obtain knowledge that is freely available. Active information avoidance includes physical avoidance, inattention, the biased interpretation of information (see also confirmation bias) and even some forms of forgetting. In behavioral finance, for example, research has shown that investors are less likely to check their portfolio online when the stock market is down than when it is up, which has been termed the ostrich effect.

Information Avoidance

Daniel Kahneman uses a dual-system theoretical framework to explain why our judgments and decisions often do not conform to formal notions of rationality. <ul><li>System 1 consists of thinking processes that are intuitive, automatic, experience-based, and relatively unconscious. </li><li>System 2 is more reflective, controlled, deliberative, and analytical. </li></ul>Judgments influenced by System 1 are rooted in impressions arising from mental content that is easily accessible. System 2, on the other hand, monitors or provides a check on mental operations and overt behavior—often unsuccessfully.

Dual-System Theory

Present events are weighted more heavily than future ones; for example, many people prefer to receive £100 now over £110 in a month’s time. Discounting is non-linear, and its rate is not constant over time. People’s preference for receiving £100 a week from now versus £110 a month and one week from now will not be the same as their preference for receiving £100 a year from now versus £110 a year and one month from now. Although the gap is one month in both cases, the value of events that are farther in the future falls more slowly than those closer to the present.

Time Discounting and Present Bias

Time inconsistency also occurs when our present self fails to predict accurately the preferences of our future self, a point illustrated well by diversification bias. When shopping for multiple future consumption episodes, I may choose the variety pack of cereal, only to realize two weeks later that I would have enjoyed my breakfasts more if I had just stuck to my favorite kind. This inability to appreciate fully the effect of emotional and physiological states on decision-making is known as the (hot-cold) empathy gap.

Diversification Bias and the Empathy Gap

When we make plans for the future, we are often too optimistic. For example, we are subject to committing the planning fallacy by underestimating how long it will take us to complete a task and ignoring past experience. Similarly, when we try to predict how we will feel in the future, we may overestimate the intensity of our emotions.

Forecasting and Memory

<ul><li>Trust is one of the explanations for discrepancies between actual behavior and that predicted by a model of self-interested actors, makes social life possible, and permeates economic relationships.</li><li>Dishonesty is the product of situations as well as both internal and external reward mechanisms, which often involves self-deception—the reframing of dishonest acts (e.g. not declaring all of your income to the tax authorities) in a way that makes them appear less dishonest.</li><li>Fairness is related to a human desire for reciprocity, our tendency to return another’s action with another equivalent action. </li></ul>

Social Dimensions

<ul><li>Our preferences are not simply a matter of basic tastes; they are also influenced by norms, as manifested in gender roles, for example.</li><li>Social norms signal appropriate behavior or actions taken by the majority of people (although what is deemed ‘appropriate’ is itself subject to continual change). </li><li>Human susceptibility to feedback about social norms is related to our desire to maintain a positive view of who we are as a person. </li><li>People’s susceptibility to social forces is also evident in herd behavior: when people do what others are doing instead of making independent decisions. </li></ul>

Social Norms

Learn about the factors that influence our economic decision-making

Discover the world of business and economics.

economics

Economics

problemsolving

Problem Solving

productivity

Productivity

Understand yourself and those around you.

psychology

Psychology

Behavioral Economics, Explained

A short primer on core ideas from behavioral economics. By Alain Samson, PhD, editor of the BE Guide and founder of the BE Group.

artsandculture

Society, Arts & Culture

An Introduction to Behavioral Economics

I must not fear. Fear is the mind-killer. Fear is the little-death that brings total obliteration. ﻿I will face my fear. I will permit it to pass over me and through me. And when it has gone past I will turn the inner eye to see its path. Where the fear has gone there will be nothing. Only I will remain.

Follows the adventures of Paul Atreides, the son of a betrayed duke given up for dead on a treacherous desert planet and adopted by its fierce, nomadic people, who help him unravel his most unexpected destiny.

NOW A MAJOR MOTION PICTURE directed by Denis Villeneuve, starring Timothée Chalamet, Zendaya, Jason Momoa, Rebecca Ferguson, Oscar Isaac, Josh Brolin, Stellan Skarsgård, Dave Bautista, David Dastmalchian, Stephen McKinley Henderson, Chang Chen, Sharon Duncan-Brewster, Charlotte Rampling, and Javier Bardem. Frank Herbert’s classic masterpiece—a triumph of the imagination and one of the bestselling science fiction novels of all time. Set on the desert planet Arrakis, Dune is the story of the boy Paul Atreides, heir to a noble family tasked with ruling an inhospitable world where the only thing of value is the “spice” melange, a drug capable of extending life and enhancing consciousness. Coveted across the known universe, melange is a prize worth killing for.... When House Atreides is betrayed, the destruction of Paul’s family will set the boy on a journey toward a destiny greater than he could ever have imagined. And as he evolves into the mysterious man known as Muad’Dib, he will bring to fruition humankind’s most ancient and unattainable dream.  A stunning blend of adventure and mysticism, environmentalism and politics, Dune won the first Nebula Award, shared the Hugo Award, and formed the basis of what is undoubtedly the grandest epic in science fiction.

People note Dune (1965) of American science fiction novelist Frank Patrick Herbert for its intricate plot and its broad intellectual scope. Frank Herbert authored five critically acclaimed and commercially successful sequels to this best-known work. Widely considered among the classics in the field of science fiction, the Dune saga, set in the distant future and taking place over millennia, dealt with themes, such as human survival, human evolution, ecology, and the intersection of religion, politics, and power. He was the father of fellow author Brian Herbert.

Frank Herbert

Dune

Set up regular (weekly or biweekly) one-on-one meetings with each member of your team to ensure open and honest communication. During these meetings, check-in with them about any challenges they may be facing, what they need from you to do their best work, and how you can improve as their boss or better work together.

Build a Culture of Feedback from The Start

People are hired because they’re experts in their fields or show potential to do great work. Withholding trust can make them feel you’re not acknowledging the skills that brought them to the table in the first place, and potentially lead them to resent you.Remember that you hired your team members for a reason. It all comes down to trust. If you want to show confidence in your direct reports and develop a respectful relationship, give them the benefit of the doubt. You want to build an environment where people feel safe enough to experiment, fail, learn from their mistakes, and grow.

Know that Trust Is Given, Not Earn.

In the hybrid world of work, new managers may be faced with a difficult challenge: leading a team who you have never met in person. This means you’ll likely need to build trust and camaraderie between people in different locations and time zones.

Create Team Rituals to Build Trust with Your Coworkers

Blaming others for your problems can diminish your (and your team members’) accountability. When you use blame — as opposed to thoughtful analysis and communication — to diagnose an issue, you turn yourself into a passive victim and encourage your direct reports to do the same.If something goes wrong on your team — missed deadlines or unmet goals — don’t default to blaming the individuals. Instead, take a system’s approach to solve the problem. This means you consider the problem as a whole, and not in parts.

Eliminate Blame Culture

Instead of asking “Who’s at fault?”, strong leaders ask, “Where did the process break down?”﻿Discussing how to prevent a mistake — rather than shaming colleagues and peers — goes a long way in promoting trust on your team as opposed to fear or contempt.

Asking The Right Question

Ask for help. While it may seem like a hard task when you’re a new leader, remind yourself that you don’t have to know it all.Reach out to your trusted peers, mentors, or your own manager. Don’t let the initial stress of your new role turn into the chronic stress of burnout. Speak up and ask for what you need before it gets to this point. This is not just something you should do for yourself, but also for your team — because working alongside someone who is burned out can affect your team’s productivity.

When Is It Okay To Ask For Help

5 Pieces of Advice for First-Time Managers

When relationships are established and maintained purely through technology, employees have an easier time moving on to alternative organizations.Organizations are failing to adapt their approach to maintaining organizational culture by failing to create and facilitate emotional, identity-based bonds with virtual employees.

Virtual Employees Are Feeling Less Committed to Their Organizations

<ul><li>Face-to-face onboarding</li><li>Quarterly on-sites</li><li>Familiarity through technology</li><li>Professional familiarity: understanding colleagues' tendencies, strengths, values, and work-related preferences</li><li>Employ HR-tech that facilitates professional familiarity</li><li>Create an on-site experience that is enjoyable and useful</li></ul>

Think Outside The Box

remotework

Remote Work

communication

Communication

Effective commitment is missing in remote work relationships

The fear of choosing the wrong thing or having regrets about not going down a certain path is real. This decidophobia kicks in for the smallest of choices in our lives, due to the following reasons:<ul><li>Lack of clarity.</li><li>Fearing the wrong consequences.</li><li>Assuming others have a better perspective.</li><li>Comparing ourselves to others.</li><li>Too many decisions.</li></ul>

The Reason People Cannot Make Decisions

There are frankly very few things that are truly in our control. And often, the ‘what ifs’ in our minds are questions that we actually cannot have answers to because the answers depend on things that we cannot change. Asking ourselves whether this is something in our control or something we can change has actually been immensely helpful in making decisions that aren’t led by the fear of the unknown.

Determine What Is in Your Control vs. Not

Actually, take a vacation whenever :) But seriously — sometimes, it’s super refreshing to not think about something for a few days and come back to it with a new perspective.

When in Doubt, Take a Vacation

There are always going to be bigger decisions that we just do not have enough information about to have a clear answer on day 1 though. These are often the scariest because you think you aren’t getting anywhere in making the decision and are stuck in a loop of ‘no clue’. But embracing and believing in the process really does wonders. Every small step like making a pros and cons list, reaching out to people to gather more information, reading up, eliminating, etc. can make these bigger decisions much less scary.

Embrace the Process and Don’t Judge Your Success until You’re Through with The Proces

Nobody truly understands all the factors that underlie the decision. It’s important to talk to people to help shape your perspective — but ultimately, it’s your decision. And it’s essential to lead it with trust and confidence in yourself.

Trust and Confidence

Take a super tough decision. One that you have wanted to take for a while, have had an answer for a while, but you just haven’t been able to bring yourself to take it. The liberation and sense of closure that you get from taking that decision is unmatched. Suddenly, the rest of the decision making will feel unclogged and the flow of making decisions will be much smoother and uninterrupted.

Take A Decision To Eliminate Fear Of Taking Decisions

I have always been extremely indecisive. I’ve spent countless hours stressing, debating, going back and forth on decisions that in hindsight, certainly didn’t need to occupy that much of my…

Decidophobia —  fear of taking wrong decisions

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