Picking on the right side of change
1. Pick on the things that people are doing right
One of the defining characteristics of the new workforce — particularly Gen Y — is that they want to make a difference in what they do and be recognized for it. Hence, the role of leaders is to go around picking out the things people are doing right. This not only motivates them but also keeps them engaged and provides a more meaningful work experience. While it's tempting for most leaders to catch people doing the wrong thing and penalize them, research has shown it is more productive to highlight what people are doing right and appreciate them. Positive reinforcement works better than negative reinforcement.
2. Pick on the strengths of people
The key aim of leadership is to bring out the best in people. Instead of picking on people's flaws, it is far more effective for leaders to identify each individual's strengths and talents and find ways to leverage them. From our consulting work with clients, we've noted that while HR practitioners spend much time attracting and developing talent, less time is spent utilizing the existing talents of individuals. To do this, leaders must start picking out people's strengths and provide assignments or work that meaningfully engages their talents. In fact, to retain talent, leaders must not only utilize individuals' capabilities but also appreciate and recognize them by accentuating their strengths rather than their shortcomings.
3. Pick on the positive things that happen
One of the icebreakers we typically use before beginning our clients' group meetings is to get participants to share three positive things that happened to them in their lives or in the workplace during the preceding week. The goal is to start on a positive note to inspire the team. We've often found that when we focus on the positive, the team's energy level rises, they feel more motivated, and they come up with more creative ideas and solutions to problems.
4. Pick on a new way of doing things
It's common practice for most leaders to pick the familiar and proven way of doing things. The old beaten path, of course, is more convenient, easier, and appears less risky. However, this approach becomes problematic when things start to change. When customer expectations shift, the way we serve our customers must also change — or risk losing them. Often, we may have to offer different products, provide better service, or offer more attractive terms to stay competitive. In fact, doing the same things repeatedly may be very risky when the environment changes rapidly — as was the case with Kodak, which changed too slowly when technology shifted from film to digital. The old proven ways are no longer safe in a rapidly changing world. Hence, picking a new way of doing things — aligned with the evolving environment — is often the key to survival.
5. Pick on a young person to lead
The old cliché that experience is the best teacher may not hold true anymore. In today's digital age, most knowledge and the sharing of experience is accessible with a click and enhanced by various AI tools suc Chatgpt, Google Gemini, Microsoft Pilot, Perplexity and so many others. Therefore, experience may be overrated. Moreover, older staff may have outdated experience and knowledge which, if not updated, becomes irrelevant in the modern workplace. In essence, age does not matter — as long as what does matter does not age: the ability and willingness to learn and stay relevant. There are many advantages to picking a young person to lead. Among them is that young people are often 'hungrier' to prove their leadership and approach situations with fresh eyes and no past baggage. They carry no past negative experiences and thus are bolder in taking risks and trying new approaches or ventures. The next time you're choosing between Gen X and Gen Y to lead, give the latter a chance.
6. Pick on a bold initiative of change
Leadership in today's competitive business world is not for the faint-hearted. Successful business management requires bold leaders with the courage to change and take risks for a better tomorrow. We do not need leaders who are complacent or committed to maintaining the status quo. We need leaders willing to take the path less traveled — one that can make all the difference. We need leaders to take bold initiatives to transform workforces, companies, industries, and even the world. Today's world is calling for leaders like Elon Musks of Space X Mark Zuckerberg of Facebook, Jack Ma of Alibaba and Ma Huateng of Tencent — who consistently pick bold initiatives of change to meet the ever-rising expectations of a changing world.
7. Pick on an idea of possibility
Great inventions, discoveries and achievements are the result of leaders who pick on possibilities instead of problems. The Wright brothers picked on the idea of possibility when they successfully made the first 'heavier-than-air flight in 1903. In 1961, John F Kennedy picked on the idea of possibility of ''landing a man on the moon and returning him safely to the earth' by the end of the decade. In 1980, Bill Gates then the CEO of Microsoft picked on the idea of possibility of 'a computer on every desk and in every home'. Chinese entrepreneur Jack Ma picked on the possibility of empowering small businesses through technology when he founded Alibaba in 1999 with just 18 people in his apartment — building it into one of the world's largest e-commerce platforms. Similarly, Huawei founder Ren Zhengfei envisioned a future where China could lead in telecommunications and innovation despite global skepticism — transforming Huawei into a global tech giant through perseverance, innovation and investment in R&D.
In essence to be an effective leader, don't pick on problems, simply pick an idea of possibility and make it happen. It is indeed alright to be a picky leader. Just make sure you are not picking on the nerves of people but on the right ways and things to inspire and transform your people and organization for the better.
Dr. Victor S.L. Tan is the CEO of KL Strategic Change Consulting Group, a leading firm in strategy, leadership, and organizational transformation. He was formerly the Corporate Planner at Public Bank Berhad and a Manager in Accenture's Change Management Division. He has authored 21 books, including The Lessons of Success of Tan Sri Teh Hong Piow, founder of Public Bank. His bestsellers Changing Mindsets and The Secret of Change—the first motivational book in Malaysia in rhymes recognised by the Malaysia Book of Records. His company received The BrandLaureate Award for its outstanding impact on organizational productivity and profitability. Contact Dr. Tan at 012-390 3168 or [email protected].
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One of the most common complaints by staff is that their leaders are picky. They pick on the pettiest things that irritate people and affect morale. Some leaders have such strongly ingrained habits that they cannot be anything but picky. Well, in such cases, I have a sound and clear prescription for these leaders. Here are seven ways leaders can be picky and still be effective and productive in the workplace. 1. Pick on the things that people are doing right One of the defining characteristics of the new workforce — particularly Gen Y — is that they want to make a difference in what they do and be recognized for it. Hence, the role of leaders is to go around picking out the things people are doing right. This not only motivates them but also keeps them engaged and provides a more meaningful work experience. While it's tempting for most leaders to catch people doing the wrong thing and penalize them, research has shown it is more productive to highlight what people are doing right and appreciate them. Positive reinforcement works better than negative reinforcement. 2. Pick on the strengths of people The key aim of leadership is to bring out the best in people. Instead of picking on people's flaws, it is far more effective for leaders to identify each individual's strengths and talents and find ways to leverage them. From our consulting work with clients, we've noted that while HR practitioners spend much time attracting and developing talent, less time is spent utilizing the existing talents of individuals. To do this, leaders must start picking out people's strengths and provide assignments or work that meaningfully engages their talents. In fact, to retain talent, leaders must not only utilize individuals' capabilities but also appreciate and recognize them by accentuating their strengths rather than their shortcomings. 3. Pick on the positive things that happen One of the icebreakers we typically use before beginning our clients' group meetings is to get participants to share three positive things that happened to them in their lives or in the workplace during the preceding week. The goal is to start on a positive note to inspire the team. We've often found that when we focus on the positive, the team's energy level rises, they feel more motivated, and they come up with more creative ideas and solutions to problems. 4. Pick on a new way of doing things It's common practice for most leaders to pick the familiar and proven way of doing things. The old beaten path, of course, is more convenient, easier, and appears less risky. However, this approach becomes problematic when things start to change. When customer expectations shift, the way we serve our customers must also change — or risk losing them. Often, we may have to offer different products, provide better service, or offer more attractive terms to stay competitive. In fact, doing the same things repeatedly may be very risky when the environment changes rapidly — as was the case with Kodak, which changed too slowly when technology shifted from film to digital. The old proven ways are no longer safe in a rapidly changing world. Hence, picking a new way of doing things — aligned with the evolving environment — is often the key to survival. 5. Pick on a young person to lead The old cliché that experience is the best teacher may not hold true anymore. In today's digital age, most knowledge and the sharing of experience is accessible with a click and enhanced by various AI tools suc Chatgpt, Google Gemini, Microsoft Pilot, Perplexity and so many others. Therefore, experience may be overrated. Moreover, older staff may have outdated experience and knowledge which, if not updated, becomes irrelevant in the modern workplace. In essence, age does not matter — as long as what does matter does not age: the ability and willingness to learn and stay relevant. There are many advantages to picking a young person to lead. Among them is that young people are often 'hungrier' to prove their leadership and approach situations with fresh eyes and no past baggage. They carry no past negative experiences and thus are bolder in taking risks and trying new approaches or ventures. The next time you're choosing between Gen X and Gen Y to lead, give the latter a chance. 6. Pick on a bold initiative of change Leadership in today's competitive business world is not for the faint-hearted. Successful business management requires bold leaders with the courage to change and take risks for a better tomorrow. We do not need leaders who are complacent or committed to maintaining the status quo. We need leaders willing to take the path less traveled — one that can make all the difference. We need leaders to take bold initiatives to transform workforces, companies, industries, and even the world. Today's world is calling for leaders like Elon Musks of Space X Mark Zuckerberg of Facebook, Jack Ma of Alibaba and Ma Huateng of Tencent — who consistently pick bold initiatives of change to meet the ever-rising expectations of a changing world. 7. Pick on an idea of possibility Great inventions, discoveries and achievements are the result of leaders who pick on possibilities instead of problems. The Wright brothers picked on the idea of possibility when they successfully made the first 'heavier-than-air flight in 1903. In 1961, John F Kennedy picked on the idea of possibility of ''landing a man on the moon and returning him safely to the earth' by the end of the decade. In 1980, Bill Gates then the CEO of Microsoft picked on the idea of possibility of 'a computer on every desk and in every home'. Chinese entrepreneur Jack Ma picked on the possibility of empowering small businesses through technology when he founded Alibaba in 1999 with just 18 people in his apartment — building it into one of the world's largest e-commerce platforms. Similarly, Huawei founder Ren Zhengfei envisioned a future where China could lead in telecommunications and innovation despite global skepticism — transforming Huawei into a global tech giant through perseverance, innovation and investment in R&D. In essence to be an effective leader, don't pick on problems, simply pick an idea of possibility and make it happen. It is indeed alright to be a picky leader. Just make sure you are not picking on the nerves of people but on the right ways and things to inspire and transform your people and organization for the better. Dr. Victor S.L. Tan is the CEO of KL Strategic Change Consulting Group, a leading firm in strategy, leadership, and organizational transformation. He was formerly the Corporate Planner at Public Bank Berhad and a Manager in Accenture's Change Management Division. He has authored 21 books, including The Lessons of Success of Tan Sri Teh Hong Piow, founder of Public Bank. His bestsellers Changing Mindsets and The Secret of Change—the first motivational book in Malaysia in rhymes recognised by the Malaysia Book of Records. His company received The BrandLaureate Award for its outstanding impact on organizational productivity and profitability. Contact Dr. Tan at 012-390 3168 or [email protected].
