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21/07/2023

Thought 200

𝗪𝗼𝘄, 𝗜 𝗰𝗮𝗻'𝘁 𝗯𝗲𝗹𝗶𝗲𝘃𝗲 𝗶𝘁'𝘀 𝗯𝗲𝗲𝗻 𝟮𝟬𝟬 𝘄𝗲𝗲𝗸𝘀 𝗼𝗳 𝘀𝗵𝗮𝗿𝗶𝗻𝗴 𝗙𝗿𝗶𝗱𝗮𝘆 𝘁𝗵𝗼𝘂𝗴𝗵𝘁𝘀"! From posts to articles, comics to puzzles, case studies to videos, all related to leadership topics - it's been an incredible journey. I'm grateful for all of your comments, messages, and words of encouragement, here on LinkedIn or in person or by other means!🙏

Check out this short video capturing some of the highlights from the past 𝟮𝟬𝟬 𝘄𝗲𝗲𝗸𝘀. Which ones were your favourites? Let me know in the comments section. Have a great weekend!

[p.s. All prior posts, articles, and videos are available on my LinkedIn.]
Do share your thoughts in the comments section. Have a great weekend!

10/07/2023

Thought 198

Do good leaders tend to make more good decisions? Do they have a better percentage of good decisions made? Watch this video to see what separates good leaders from not-so-good ones as far as decision-making is concerned. It may help you improve your decision-making.

Do share your thoughts in the comments section.

Thought 145It is quite common to greet someone on social media on his/ her birthday. And sure enough, many others wi...
07/03/2022

Thought 145

It is quite common to greet someone on social media on his/ her birthday. And sure enough, many others wish as well. Especially on social media platforms that promote ‘Group Chat’. There is nothing wrong with being reminded about someone’s special day and then wishing the person.

In return, most people post a message ‘Thank you, all’ thus thanking everyone!

Some people once in a white keep posting thank you messages!

But then some wait for a while and post a thank you message mentioning every individual’s name!

What happens when the person lists everybody but you? It is human to make such an innocent mistake. Psychology says that people get upset about it. It leaves a tinge of sadness!

If you have not experienced this then you are damn lucky!

And if you have experienced this but yet did not feel sad or disturbed even for a fraction of a second, then you are part of a small minority!

But that’s not all.

For some, the feeling of being ignored becomes so overwhelming that they inform the person that the recipient has forgotten to mention his/ her name!

The same is true in case many corporate messages! Who you thank (or don’t thank) seems to matter!

What’s your view?

(Thank you in advance for taking the time to read this!😀)

Sunil Bhave

(Originally published on LinkedIn)

Thought 144 The senior manager was very upset. “I had asked three questions in my email,” he said, “and the reply is...
18/02/2022

Thought 144

The senior manager was very upset.

“I had asked three questions in my email,” he said, “and the reply is only for one question! I hate when this happens. What do you suggest?”

I kept quiet. This was far from my area of expertise.

This is more common than you think. And in most cases, it is not due to the communication gap.

Almost in 70% of the cases, people fail to reply to multiple questions in the email. If you make bullet points or if you number the questions you only increase the probability of getting all questions answered. But only marginally.

Some professionals believe that asking one question per email is a better idea. That may not help either. There is a chance that after seeing
multiple emails from you, one of them may be completely ignored. The position of the questions does not seem to make much difference.

Many experts have tried decoding this phenomenon. Is it an issue with human cognition? Too many questions to remember? Are questions being difficult to answer? Or inherent preferences? Carelessness?

And if you happen to be the one who responds to all the questions in an email, then great for you! At least your responses are better than ~70% responses!

Have you experienced this? What’s your theory? [Well! I asked two questions there. Don’t forget to answer both!]

Sunil Bhave

(Originally published on Linkedin on 4th February 2022)

Thought 143 As a it makes perfect sense to understand the kind of person the is. You establish the rapport in th...
04/02/2022

Thought 143

As a it makes perfect sense to understand the kind of person the is. You establish the rapport in the first couple of sessions and you get to know deeper thoughts behind his/ her .

Many times, I ask the candidates, “If you have a new manager and he wants to know how to best manage you, what would your advice be?”

Initially there is some hesitance to answer it, but slowly people do open up. If you actively listen, you come to know a lot more than you initially expected. One needs to interject briefly once in a while to keep it flowing and to remove the pretence. But the journey of discovery is meaningful and worthwhile for both the coach and the coachee.

One of the surprising things (or not so surprising if you think about it) is ‘what is not said’ reveals much more than ‘what is said’. Human tendency (applicable to all of us) is to give positive spin. But one cannot give a positive spin to something that is not said. When you probe a little more regarding the ‘unsaid’ area you (and the coachee too) discovers quite interesting aspects.

Do this interesting exercise that will benefit you. Write down on a piece of paper ‘how to best manage you’. Be honest and truthful. The more honest and truthful you are, you will benefit more! Ask one of your close friends to do this exercise too. Exchange the papers. Have a discussion on both – what you have written and what you have not written.

One of the most common points written is ‘My boss should not micromanage me’. In most cases, people struggle to explain where ‘management’ ends and ‘micromanagement’ begins.

I don’t expect you to put your experience in comments. However, do indicate if you find this exercise insightful! And, oh yes, the personal messages are always welcome. I read all of them.

Your thoughts?

Sunil Bhave

Originally published on LinkedIn on 21st January 2022

Thought 142 “In a group, when asked about the preferred choice of cuisine for the lunch, I always answer ‘Italian’,”...
25/01/2022

Thought 142

“In a group, when asked about the preferred choice of cuisine for the lunch, I always answer ‘Italian’,” the senior executive said.

“You must be a great lover of Italian food,” I remarked.

“That’s quite true! But that’s not the only reason I come up with that answer. All of my friends and acquaintances know the answer they are going to get if they ask me”.

It made perfect sense. It is not uncommon that a group spends a long time deciding where to go for lunch. And someone having a clear preference at least narrows down the choices. Otherwise, haven’t we been in a group that spends an enormous amount of time deciding where to go for lunch?

I asked, “What happens if there isn’t a good restaurant around offering Italian cuisine?”

He said smiling, “Then I tell them, you heard my choice, if that’s not available then I am easy and will go where you recommend”

Paring down the number of decisions one has to make and simplifying where possible are two of the strategies deployed by many successful folks from all walks of life. And, it has been proven to be quite meaningful! This conserves one’s energy for other decisions that one has to make in daily life.

Many leaders (including the ex-POTUS Barack Obama) decided to simplify their wardrobes for the same reason. Some others have simplified and standardized their breakfast menu. Many such decisions have been standardized to make life simple. It is said that an adult makes about 35,000 decisions (or more) every day! Additionally, decision fatigue (brain getting tired of making decisions) is a well-proven phenomenon. It affects the quality and quantity of decisions one makes. And what is the way out? Cutting down on the decisions that you make and simplifying life!

Have you consciously tried paring down the number of decisions or simplifying them? Has it worked for you?

Sunil Bhave



(Originally published on LinkedIn on 14th January 2022)

Thought 141 “What are you planning to stop doing?” My questions surprised the general manager. He thought about it f...
18/01/2022

Thought 141

“What are you planning to stop doing?” My questions surprised the general manager.

He thought about it for some time and asked, “Why should I stop doing something?”

“Well! You told me a list of new things that you would learn, new initiatives that you would undertake, new activities that you will engage in. How are you planning to make time for that?” I asked

“I may delegate some of the activities and some may be reduced due to automation, “he said.

“Would that be enough?”

He was lost in his thoughts. He realized that it would not be enough. Something more might be needed.

There lies the dilemma. Doing something new requires letting go of something else. It still works out better because you believe that newer things would be better in the long run! More often than not, the aspect is completely ignored.

Making new choices involves cost! It sometimes involves taking a step back! And more importantly, it involves people not doing something on a day-to-day basis. And unless people on the ground make conscious everyday choices about not doing some things the initiative does not work out.

As an individual, if you want to learn a new skill you would have to decide what else are you willing to let go of? Sleep? Participation in some other activity? If you want to become a healthier version of yourself, what are you planning to stop doing?

The same is true for organizations as well. Do you want to become more nimble? What are you planning to stop doing? Do you want to become more sustainable? It assumes you were not as sustainable as you would have liked. What are you planning to stop? Do you desire to become a more diverse organization? What practices are you stopping?

The converse is also true! You can just not plan to stop worrying! You will have to plan for something else!

Especially around the new year, but even otherwise, both for individuals and organizations, one often focuses on 'new learnings' and it makes sense to decide 'things that you would stop doing'

Do you agree?

Sunil Bhave



[ Originally published on LinkedIn on 7th January 2022 ]

Thought 140 I am sure you have thought about ‘delay discounting’! Well, at least you must have thought about our que...
07/01/2022

Thought 140

I am sure you have thought about ‘delay discounting’! Well, at least you must have thought about our question - if someone offered you two choices – take 500 (choice of your currency) now or take 1000 (in the same currency) a year later. What would you prefer? If you missed the first part, you may want to read it here https://lnkd.in/dtCQMHVs

Delay Discounting impacts goal-setting, motivation to achieve the type of goals, decision making, and your likely achievement. The phenomenon is widely studied in subjects from cognitive psychology to behavioural economics. Unless conscious efforts are made otherwise, all individuals are susceptible to this.

But there is great news!

A wide variety of instruments from behavioural training to memory techniques to others have been used to reduce the tendency to succumb to Delay Discounting.

One of the ways, is to practice Delayed Gratification. In limited senses, it is the opposite of Delay Discounting. Delated Gratification means refusing something which you may want in the short-term for a bigger better benefit or reward later. In a way, Delayed Gratification is linked to better Emotional Intelligence.

Delayed Gratification can be practised by making small changes and by sticking to them. It can be practised by making small better choices. (Whether to have a glass of aerated soft drink or water Vs long-term-health) And therefore the trick to avoid Delay Discounting is by Delayed Gratification.

So back to our question. Would you prefer 500 now or 1000 a year later. I hope at least I forced you to think a little more.

Best wishes for the upcoming new year!



(Originally published on LinkedIn on 24th December 2021)

Thought 139If someone offered you two choices – take 500 (choice of your currency) now or take 1000 (in the same cur...
24/12/2021

Thought 139

If someone offered you two choices – take 500 (choice of your currency) now or take 1000 (in the same currency) a year later.

What would you prefer?

Some of you possibly have got your calculators out. You may be calculating the average returns that you can get on a deposit or an investment or in the stock market. Also, there is a possibility that the giver may change his mind a month later! Or he may not be in a position to give you 1000 at the end of the year!

So considering everything what would your choice be? 500 now or 1000 later?

Would the answer change if instead of 500 he offered 400? Would it alter if he offered 600 instead of 500?

Most investments don’t double in a year (there are exceptions). Therefore, the choice between 500 now and 1000 later should be very clear. 1000 a year later!

In many studies and simulations, it has been found that most people prefer 500 now! Most humans are naturally disposed to take 500 now! The tendency to accept ‘smaller rewards’ rather than accept ‘larger bigger’ rewards later is called ‘Delay Discounting’. Therefore, the value of bigger but later rewards is discounted by the brain. This is independent of the time value of money!

This is about how brain software is! This is the cognitive bias most humans have.

It has another interesting aspect. The tendency to discount reduces as the time horizon increases!

Most people would prefer 500 now as opposed to 1000 a year later. But they also prefer 1000 ten years later as opposed to 500 nine years later!!! In both cases, the difference is just a year!
Interesting, isn’t it?

Does this have relevance to the corporate world and professionals? Yes, it impacts goal-setting, motivation to achieve the type of goals, decision making, and your likely achievement! The phenomenon is widely studied in subjects from cognitive psychology to behavioural economics! The more you overcome the tendency to succumb to ‘delay discounting’ the more likely you are to achieve your long-term goals.

In the next part, we can explore what can be done to overcome this?
Do you see this around you? Do share your experiences!



(First published on the LinkedIn on 17th Dec 2021)

Thought 138 “Think of the best subordinate you have”, I said. The senior executive that I was talking to was...
20/12/2021

Thought 138

“Think of the best subordinate you have”, I said.

The senior executive that I was talking to was slightly surprised. He trusted me. He thought of someone and nodded.

“Can you write down his three biggest achievements?”, I continued, “Some things that he significantly contributed towards. Some things for which he was primarily responsible”

He thought for a long time. He noted down three points but was not very satisfied with what he had written.

He said, “I have written down a few points. But I don’t know whether they are truly significant achievements.”

I had a curious look on my face.

“You know, I too have made important contributions to those activities. So, I cannot count as his significant achievements”

I made a nondescript sound and kept on looking at him.

“I am sure if he were to apply for a job outside, he would claim those as his achievements. That would not be a complete truth though.”

“Hmm! The lack of significant achievements for your best subordinate….is that a problem?” I asked.

He was thinking.

“I am sure you don’t want your best subordinate to leave the organization. But let’s say if you were to write a resume’ for him which is completely accurate and factual, would that resume’ be quite outstanding? Would it impress others?”

He kept on thinking while looking at me. I kept on looking at him without saying a word. After a complete silence for a few minutes, he said, “I think I have a problem. I should spend more time and energy developing my subordinates”.

As a coach, I knew that the most important part of my job was done. Self-realization is often the best trigger for a meaningful change.

Who have been or who are some of the great subordinates? What do you think are their outstanding achievements? How would you write their resume’?

Thought 137 This incident happened to three senior executives (CxOs) working in three different organization...
25/11/2021

Thought 137

This incident happened to three senior executives (CxOs) working in three different organizations. Two of them have quoted that in their autobiographies while I heard the third one at an interview function of the third executive.

The common thread among all the three was they rose from a junior most level to the CxO level while working in large organizations. But that’s where the commonality does not end. Three of them had experienced spectacular career growth in their respective organizations. Interestingly each of them came quite close to resigning three times in their career. They disagreed with a senior or were put in an un-interesting role and had made up their mind to quit the next day.

They did not express their intention to quit to anyone. No one offered them something different or extra. Nobody talked to them to convince them otherwise. Nobody offered them monetary incentives. Nobody changed or reversed the decision that caused them to think of resigning. Nobody made any promises. For no apparent reason, they decided to weather it out for a few days. And as they said that ‘things calmed down’ and the journey continued.

It is interesting to note that all of them had a great career and monetary growth over the years, and in spite of the same, they had come close to resigning at least thrice by their admission.

If you are not experiencing growth (both career and monetary) like them, don’t feel bad about you feeling like resigning! It is more common than you think. What is perhaps important is what you do after you come close to doing so. Remember, they changed their opinions on their own, no body promised or told them anything.

I don’t expect you to share your experiences on a social media platform; do share your views. And your personal messages are most welcome!

What are your views?



Sunil Bhave

Originally published on LinkedIn on 19th November 2021

दीपोत्सवाच्या हार्दिक शुभेच्छा !दीपोत्सव की हार्दिक शुभ कमनाएं!
01/11/2021

दीपोत्सवाच्या हार्दिक शुभेच्छा !
दीपोत्सव की हार्दिक शुभ कमनाएं!

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