Technology Growth cycle

The a positive growth cycle consists of the following.

Information -> opportunity -> recognition -> freedom -> Identifying new leaders

New leaders bring in new ideas and the positive growth cycle continues with renewed energy,new information and new direction.

The a negative decline cycle consists of the following.

Hiding Information -> avoiding opportunity -> looser tagging -> slavery -> Identifying zombies

Zombies bring in dull ideas and the negative decline cycle continues with negative energy, useless information and no direction but total stagnation.

A cycle path a company takes solely depends on leaders.

A great leader have an enviable knack of identifying another generation great leaders and grooming them. If the grooming of a good leader by a great leader is not complete and the good leader takes over the company then next generation leader we can only expect to be an average one and the next generation will be below average one and the decline cycle continues till something big happens that shakes up the complete system. Either the company dies or survives really big.

So what is the first positive step in the positive growth cycle

1) Information: At an organization level the concept of information implies, standards and transparency. A junior-most staff need not have to struggle with a problem of who and where approach for the solution. If it is regarding a purchase, he just need read the procedure and just do as required. The standards are also important, one day at one place one procedure is pfllowing another at at some other place another procedure is followed. This is not acceptable. Also the transparency in mandate and goals bring the platform where projects are synchronized and synergy exists in multiple project teams.

Information sharing: If the meetings lead to good quality of brainstorming with WHY WHAT WHO WHEN, without the personal and team egos colliding something innovative may come out.

2) Opportunity:The opportunity to prove oneself should always be there and an equal platform available to all the deserving employees.In the process of Information sharing one may come up and say " For you, it looks impossible-I will do that !'

3) Recognition:The peer review needs to able to really appreciate the quantity and quality of work and results delivered within the constraints by an individual and a team.

4) Freedom:Team needs freedom to work for innovation to happen and so conducive environment with freedom to work needs to be in place for growth to happen. Team culture needs to be promoted with projects handled by large teams with collective responsibility and an option to remove a team member. The critical component of trust and inter-dependence needs to be built in with freedom culture.

5) Identifying new leaders: Grooming next generation of leaders is critical for the sustained growth of the company. Having one genius and the rest to follow his orders will lead to a situation of headless family when genius leaves the company.

The a negative decline cycle consists of the following.

1) Hiding Information:

2) Avoiding opportunity:

3) finger pointing:

4) Slavery:

5) Identifying zombies:

The individual growth levels:The competency domain emphasized that one checks at individual levels so that the individual grows with the company.  

1.Junior Level: Information management: Has the person the ability to comprehend the requirements, analyze the sea of information and reach a conclusion? The one who is able to question the design approach or a standard is considered competent enough to come up with a design proposal and convince and win an opportunity. If the person accomplished this challenge then an opportunity is provided.

 2.Senior Level: Opportunity management: Is the person competent enough to deliver results when a challenging opportunity is provided, within specified constraints and under the guidance of a mentor?  

3.Recognition: After consistent delivery of results, the work stands out in peer review and is wins appreciation.The person develops a core area of expertise and respected for knowledge and experience he shares with public forums.

4.Freedom: Team leader: The recognized expert is encouraged to be a guide, mentor and a team leader. The team leader has complete freedom of choosing the resources and delivery. At this level the competency that is judged is not only delivery of results but grooming of next generation of leaders in the long run.The flexibility to work with anyone is key to identify the next generation leaders.

5. Identifying new leaders: The person who delivers consistent results, mentors a team in an area of expertise, manages projects and also is identifying new leaders, is the key criteria for promotion. The new leaders groomed under him takes up new projects and handle teams and deliver results independently without any guidance.