Notes on the Book The Confidence Code

For both men and women, confidence helps determine success. Competence alone isn't always enough.

Fear of failure can hold women back from taking action and trying something new. To gain mastery and build confidence, you have to step out of your comfort zone and act.

Your quest for perfection can become a major obstacle to fully realizing your potential.

Fight the urge to stay invisible. Ask for what you want. You'll never know what difference you can make unless you voice your opinion.

Though there are confidence-determining chemicals in our body that affect our behavior, there is no specific confidence gene. Men and women are equally likely to grow up confident or competent.

Rewire your brain for greater confidence by reframing negative thoughts into positive thoughts.

Women can build confidence by daring to use their differences to their advantage.

While women typically tend to undervalue their competence, men overestimate theirs, showing what the authors call 'honest over-confidence'.

Confidence grows from practicing skills but since women don't want to risk being wrong, they don't participate. This feeds a vicious cycle of under-confidence.

While girls rock academics, boys outperform them in the real world. The reason is often the need for perfection in women.

(Emeritus insights book summary)

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Notes on Management 250122

 By SV Nathan

Create your presence with clarity and confidence in communication. Be aware of the identity you project. Learn to listen, seek feedback, and own your space.

Separating the act from the person makes negative feedback a learning experience. Feedback has to outline what went well and what could be improved upon.

Characteristics to look for when you hire: people who are good listeners, are logical, thoughtful, and emotionally intelligent. Change mindsets. Seek those who have worked in unstructured environments and faced tough times.

A lot of unlearning happens while training and retraining existing staff. Give confidence to team members to seek help without judgment. Realize benefits of reverse mentoring for experienced staff.

You need to break a few rules, create some, and make it easier for women to continue in the workforce. A support system, progressive minds, self-assurance from the organization, and men who champion them can further women's presence in the boardroom.

By Arvind Singhal
Classic tools are insufficient to give insights on the opportunity in the market. Rethink models to look at the latent aspirations of Indian consumers and lifestyle changes brought about due to increased exposure.

Some skills of successful managers are similar to the requisites for an entrepreneur. Solutions don’t have to be for the product only. Look for new ways to conduct business, reach out to customers and suppliers, and manage people through motivation and training. In an uncertain world, process-driven systems render you obsolete and unable to adapt to changes.

Dramatic transformation is taking place in a very short period in the Digital Age. Foremost is digital access to information and connectivity. Engineered materials are rewriting the future of engineering and are the second transformational change.

The third most transformational is additive manufacturing in the form of 3D printing. As a result, many industries will completely get eliminated, that’s the fourth transformation. Consumers and producers are coming together directly. Some technologies are about to go mainstream and can create opportunities and challenges for everybody.

Make your reading as diverse as possible. Today’s requirement is not to be a master. The call of the hour is a multidisciplinary approach.

Notes on Management 130122

Maniacal focus on the customer ensures higher returns and an increase in business. This client-centricity can be seemingly self-harming but is a win-win in the end.

Activities lead to outcomes and building an efficient process is the measure of success of any organization. Optimize the process to produce desirable results.

Focus on developing skills and roles, continuously do new things to learn more. Pick inefficiencies in the system and work to solve them. Be mindful and focus on building deep relationships outside of work. Be aware of failures in the start-up journey.

Young leaders need to weigh in opinions gathered from different sources before reaching a decision. Build your skills without fearing the outcome to gain confidence.

Autonomous driving, connected vehicles, electric vehicles, and shared mobility or ACES are set to disrupt the automobile market. The nature of the consumer will change along with the car.

Adapt to the changing needs of customers. Nature of consumption changing with customers demanding higher quality at a better price. Look for digital solutions to problems without compromising on productivity, cost, quality, delivery, safety, and morale.

Total Quality Management is about improving trust levels with teams. Four steps to change management: 1. Role modelling, 2. Communication, 3. Formal systems to drive change, and 4. Developing talent for future change.

Be nimble in decision-making and quick. A layered structure should be avoided when growing. Keep a start-up approach.

Always keep in mind that a good team player is a necessary criterion for a new member to fulfil. Thus, criteria for selecting team members include collaborative attitude, optimism, and decision-making.

Career women need to: 1. Accept that they will feel guilty, 2. Adapt by asking for help from support system, 3. Achieve, grab opportunities, and take credit for success. (Apurva Purohit)

Organizational culture and value systems get eroded every time exceptions are made.

Taking responsibility for everything around your role defines personal accountability. It is a leadership trait and can be learned by reflecting on behaviors.

Plan for failure just as you plan for success. Have a Plan B ready.

Build an organizational culture with negotiables and non-negotiables. Processes and policies build fairness.

Women leaders tend to be calmer and more confident in a crisis than their male counterparts. They are consensus builders, less concerned about control, collaborate more often, and being in the minority makes them less turf conscious. Build an inclusive system that nurtures the excluded.
The main reason why women are not often seen in leadership roles is that they fail to speak up or negotiate hard enough. Men leaders have to be encouraged to mentor women as successors. Measures to incentivize return to work as they start families are key.
The main disadvantages of doing business in India include access to capital and dependency on imports. Affordable innovation is the result of enablers such as a good talent pool and resources at globally competitive costs, and immense market opportunity within the country.
Governance sets culture and integrity in business translates into sustainable prosperity. Both are non-negotiable.
(Kiran M Shaw)