3 Questions Managers Should Ask


There are 3 questions managers or team leads should always ask their team members:

1. What’s the 1 thing you did this month that you’re really proud of?

We often forget to take time to pat ourselves on the back for a job well done, but by asking your team member this question once a month, you’ll help build that sense of pride. We don’t celebrate the small wins. We always tend to focus on the negatives, it’s how we are wired L

Your team needs to feel like they’re making progress, that helps them stay engaged.

This question is good for two reasons:

  • Team get to show off their work
  • You get to see what individuals consider important

2. How can I be a better leader/manager?

If you’re a good leader, then you’re constantly looking to grow and improve. It’s especially important with this question to remind employees that they can feel free to say whatever they want.

As a manager, be willing to accept whatever feedback comes from your team members.

3. What is the challenge for you right now? And what options do “we” have?

Everyone faces challenges at work. Managers need to act like coaches and be there to guide their team through whatever they’re going through.

Consistently asking this question will help employees grow and become better at what they do.

Let me know how it goes?

Technology is possibly the cigarette of this century


I’m back since February….Did not miss it but was trying to get rid of a bad habit.

The company that holds on to the monopoly of the mind, the habit, Wins!

I’m all for technology, gadgets and social media but I find that instead of embracing your life, focusing on your dreams, career & life goals. Instead of being super productive and present with your family – – – we so busy watching, commenting, liking and disliking the lives of other people.

Psychologists and founders of tech, social media companies are using this model of the HOOK to build these habits.

Technology is possibly the cigarette of this century. Meditation and being mindful is going to be one of the most important skills.

I see it with young graduates already. They struggling to spell (WTF), they find it difficult to focus and sometimes not even present.

Stop auto-complying with the tribe. Dare to do great things, live up to your true potential and surround yourself with positive people…

Keep well, Eid Mubarak!

Ramadaan 2016: Get into the spirit

slip-sliding away.....

Masjid Al-Aqsa - seen through festive Ramadan lights (2009 - AP Photo/Bernat Armangue) Masjid Al-Aqsa – seen through festive Ramadan lights (2009 – AP Photo/Bernat Armangue)

With Ramadan almost here, it’s a good time (even if a bit late) to start planning how we’ll spend the month. In the video below, brother Nouman Ali Khan gives some critical advice for preparing. Even if you’re not able to follow it all, try to implement some of it.

Also on the topic, here are some other resources that might help:

  • The Ramadan Planner: MS Word template to help you plan your Ramadan.
  • The Ramadan Early Bird series: An in-depth planning series that helps you to gradually improve various aspects of your life – with Ramadan in mind.
  • The Fasting and the Furious: A lecture by Sh. Muhammad Al-Shareef focussing on having a consistent Ramadan – especially avoiding the middle of the month dip.

If you have any other resources that would benefit…

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Pushing Authority to Information

I noticed some managers / team-leads are under stress and they don’t know but they might even suffer from “decision fatigue”. There is this book by David Marquet, “Turn the Ship Around” where he explains in most organisations people ‘at the bottom’ have the information but not the authority to make the decisions. So we create systems & put processes in place for management to make the decisions and then it filters down.

Problem is this takes time, depending on team size, managers at times could miss the context and information, team members are frustrated, client as well L

What if instead of pushing the information up to authority we push authority down to information? Think about it… The model will be slightly different though…

We ensure the people who are closest to the information have the:

  • Technical Competence – they have the skills to execute
  • Organizational Clarity – they understand the impact, priorities and know it’s the right thing to do

In this way all decisions to not have to go up to authority and back down for execution. The execution time is reduced, team feels more empowered and managers can go enjoy a nice dinner with the family?


So for managers the only way to assess employee competence and clarity is to give a little authority slowly slowly… let me know what you think… always good to dream:)