Friday, 26 November 2021

Promoting Diversity in the Work Place

In the webinar organized by Bija Training under their Mask Leadership series on 17th November 2021, Ms Saumya Badgayan, VP (Corporate Strategy- HR&IR), Gold Star Jewelry Pvt Ltd spoke on the subject of diversity in the work place. When discussing promotion of diversity, what immediately comes to mind for most people is raising the number of women in the workplace to offset imbalance in the gender diversity. However, right at the beginning the speaker made it clear that doing away with all forms of  discrimination  be it age, regionalism, caste, sex or  differently enabled should be the aim of a diversity drive in an organization. The focus of the speaker during the webinar was to share her own experience in promoting diversity at Gold star Jewelry wherein efforts have been made to provide jobs to women and transgenders as also to achieve acceptance and a congenial environment for diversity. 

A question raised during the webinar was as to whether we have sufficient talent pool to accommodate diverse groups such as say  differently enabled or transgenders and what needs to be done in this connection. Ms Saumya said that instead of aspiring and hoping talent would be available, employers should take the initiative- perspire/ make efforts to ensure that they develop people from diverse groups for fitting in to the requirements of the company. She cited the example of the TATAs who developed the skills and provided opportunities to the LGBTQ communities. 

The speaker said that persons belonging to the transgender group face a lot of hardships in getting access to facilities available to other employees in the normal course. As for example transgenders are denied maternity leave if they had a male name given to them at birth. Other problems according to Soumya are obtaining an address proof for Adhar card or other amenities. They are unable to produce address proof as they stay in shelter homes since accommodation in  regular residential areas are denied to them . Government authorities need to intervene and address these problems with empathy.

Soumya  shared the experience in her company while  employing more women and transgenders. They were imparted special training as employees are required to handle tiny sized diamonds. The training  ensures that the precious stones are not lost or over polished. Here, more skill based schools are to be developed with support from the Government. Ideally, the industry, Government and educational institutions have to work as a team in this regard. Gold Star Jewelry Pvt Ltd also took the  initiative to provide jobs to prostitutes to  rehabilitate them. This involved educating them and changing their mindsets towards working in a factory since their previous life was totally different. 

She then  related another  typical problem that they had faced while promoting diversity. As their company was dealing with diamonds, thorough personal search is an important and integral part of the security  procedure. However, there was a problem when it came to conducting search of the transgender employees. Neither the men nor the women in security were willing to carry out the security search procedures. They had to be sensitized to see themselves as they would a nurse or a doctor who examine and assist patients irrespective of their gender.  Another instance shared by the speaker was with regard to to the employment of differently abled employees. Those fitted with prosthesis limbs had to remove the attachments at the security gate which took more time resulting in long queues during entry and exit, irritating the other employees. The matter was addressed by forming a separate cell for the differently enabled employees. 

It was very clear from the discussion that promoting diversity and inclusion is not just about employing people of diversity and leaving it at that. It is about having a strong belief in the need for it and putting in place a system and a smooth environment where employees of diversity could work happily and flourish. Soumya said that her company was fully committed to D&I. It was because of this approach of the company that proactive action could be take to address needs. As for example, the executive toilet was converted to a toilet for transgender employees. In order to create a buy in and a favourable climate  amongst the employees for D&I, it is important that the movers and shakers represented by the top management  frequently  articulate their belief and support for D&I so that the rank and file of the organization embrace it as well. 

The extent to which the company is convinced that the policy is most essential and beneficial is the key. Here, a feeling of pride in being the pioneers and cheer leaders of D&I will go a along way in getting it established as a natural part of company culture. The speaker said that all this cannot be expected to happen overnight.  It involves unlearning and relearning by the employees. The company had a three year journey sensitizing its employees through various means that included skits, dramas, plays etc. Saumya  concluded saying that "The purpose of the organization is not just profits". It should have a vision and think beyond and aim for becoming better than 'what we were yesterday'. This would mean implementing the UN's sustainability goals and aspiring to move from being a 'good' to a 'great' organization. 

One cannot dispute the position taken by the speaker of the evening. In fact, one cannot but be impressed by what her company has done to support and promote D&I in the organization. Yet, as I pondered over the subject , a tinge of sadness enveloped me. One swallow does not make a summer. Humans are known to be very adept in giving lip service with not much happening on the ground. This is true whether it is action in terms of protecting the environment or protecting the long term interests of an organization. No matter how forcefully we may declare that 'profits are nor everything', experience shows us that  it is the bottom line and top line that matter the most to most corporates. Would they show as much patience and application as the speaker and her company to ensure people of diversity worked happily in the company? If the past is any predictor, not much can be expected. But then, hope- isn't it everything? 

NB:  Readers may like to read my earlier blog on the subject which discusses why it makes good business sense to have diversity at the work place.  

Wednesday, 10 November 2021

Leadership through Empowerment

I have been sharing  the gist of webinars I have attended including those organized by Bija Training under their Mask Leadership series, for the benefit of readers. On 10th November the webinar organized by them was on the topic of "Leadership through Empowerment" and the speaker was Ms Neethi Sharma President and Co founder, Team Lease Edutech Ltd. This time however, I was assigned the role of giving an oral summary of the proceedings of the session at the end. Therefore, I am sharing with you the video of the summing up I made and filling up the gaps of points I may have missed by including them in this write up. Please do not miss watching the video for the comprehensive coverage.
The major  questions that were addressed by Neethi were the following: 

1)  Is empowerment just delegation?   

Not at all. It means a lot more that include hand holding, training, being part of their successes and failures. Leaders have a problem in that as they reach higher levels of management, they find it difficult to let go and accept that juniors are also competent enough to take responsibly and deal with situations.

2)  What do you do when people do not match up to expectations? How can we then practice empowerment? 

Small baby steps have to be taken to empower people according to their abilities (more responsibility  as they enhance them). It is okay if everyone cannot be empowered. What is important is  to enable our people to think on their own. Do not stunt their growth; when we do that we are stunting our growth as well. Sometimes, it is the lack of trust that prompts us to conclude that they do not or cannot 'match expectations'. Hence there is the need to build trust.   

3)  Is there any step by step  process that you can share for empowerment? 

There is no standard process of one size that fits all. It would vary depending on the styles and beliefs of the individual leader and the readiness level of the one to be empowered. The thumb rule is give them a feeling that you are with them to back their decisions. Further, encourage and facilitate decision making- " If a problem has only one solution, don't come to me for approval. Do what needs to be done".   

4)   What do you do when you do not have a formal place of work with the ones reporting to you is not physically available for interactions? (This happens when working for global agencies or many gig workers are involved)   

As it is, getting work done from people reporting to you can be a challenge. When they are spread far and wide, building relationships becomes of paramount importance. People tend to develop bonds with those who can be useful to them, help them in solving problems etc. Therefore it is important to demonstrate that you can be of  substantial help and eventually it is all about  give and take. The more you give the more you get. 

5)  Would you recommend various levels of empowerment depending on their hierarchical level in the organization?    

The differences in the level of empowerment is always bound to be there. As already discussed, you have to try out small and see what the person is capable of handling and pass on more responsibilities accordingly. The highest level of empowerment would be financial empowerment done  last if and when it is felt necessary. In this regard, the team members also have to rise to the occasion and demonstrate through their behaviour that they deserve to be handed over the 'privilege' of higher responsibility; it cannot be claimed as a 'right'.    

6) Should children be empowered and if so at which age?  

As in the case of adults who have unique traits, abilities and attributes, children also exhibit such characteristics right from childhood. The empowerment can and will  happen depending on the readiness level of the child and the willingness and confidence level of parents. Empowerment in Indian families which are known to be traditional and conservative has increased over the years. Today, as for example, children have a big say in deciding vacation destinations of the family.  

Thursday, 7 October 2021

Tackling issues of Instant Gratification and Procrastination

I attended a webinar on 22nd September 2021 organized by the Rotary Alumni Association under their 30 day basic education literacy  program "Vidhyarthi". The session had two speakers one of whom spoke on  the subject "Beyond Religion".  This being an HR blog, in this post, we discuss the gist of what was shared by the second speaker whose talk touched upon the subject of instant gratification and dealing with procrastination. Readers who are interested to read the entire proceedings of the evening  can read it at this link 

The speaker, fifteen year old Aadi Sai Vijai Karan is a winner of the Young Achiever's award 2021 for contributions made by 4US byUS, a non profit organization , founded by him . The organization connects accomplished mentors with children from underprivileged families so that they receive sound guidance for securing a good education. Aadi is also a published author having written the book "The World as I see it"  which gives  a teenager's perspective of the world. 

Speaking on the  topic of "Surviving in the 21st century as a teenager".  Aadi said that there are umpteen number of activities in a teenager's life. So much so, it is a challenge to use time effectively. As for example the teenager may be discussing with friends about partying, frequently opening and closing fridge doors to spending one hour on Netflix and then panicking about the essay/math work that needs to be done to watching you tube, watching stand up comedy shows of Kenny Sebastian and so on. The speaker said that deadlines push you and are important for getting any work done.  It would be a struggle to complete things in the absence of deadlines. He said that this aspect is discussed in detail in his book "The World as I see it". 

The villain that comes in the way of rational thinking and being productive is the mysterious voice in the head that may tell you " Let's watch one more video before we start the assignment". Thirty minutes later you find that there are as many as six assignments pending and time is not enough. The voice in the head now says " There's always a tomorrow and the day after and the day after that".  The youngster today wants to do something for which he can see immediate results (quick, easy and immediate), what is called as instant gratification. Therefore a you tube video is likely to be more attractive than other activities to satisfy your immediate need for entertainment. But then two hours later, you find yourself feeling incredibly guilty for having put off important work.  

This brings us to the question as to whether mobile phones need to be policed by parents. The speaker answered the question in the negative. He said the trick is first acknowledge that instant gratification is real and then embrace it  to convert it  as an ally instead of seeing it as an enemy. In order to satisfy the needs for instant gratification one can split a goal into smaller milestones and as you reach each milestone you are happy and have a sense of accomplishment. This will also propel you to pursue the  goal with more vigour. Aadi gave the example of his own book writing project. He had at first set small goals of writing one para, then two paras, one page, three pages and so on so that the initial achievement satisfied the needs of instant gratification and then he was able to set higher targets. Before, you know it, you have completed the book! 

In the above strategy, the matter that is most important is to be crystal clear as what your goals are while setting.   As for example " I am going to take notes everyday", " I will learn Python/Java/Korean language in the next three months". The goal setting should answer the question with clarity " What are we doing? and Why are we doing it?". Once this has been done, take action and consistently do it until the goal is achieved. The onus is on you; you need to keep motivating yourself.

The  experience sharing by the teenager, to my mind is not just relevant to teenagers.On the contrary, these days all of us irrespective of age are bitten by the instant gratification bug and we would all do well to try out the tips suggested and see how the phenomena can be used to our advantage to get more work done, instead of fighting it. The modern challenges require modern tools for tackling them!

Friday, 24 September 2021

Network is your Networth

In this post I would like to share the gist of the online webinar organized by Bija Training under their Mask Leadership series on 8th September 2021. The speaker was Mr Anand Bhadkamkar, Former CEO of Denzu India. The speaker started out by saying that networking is all about expanding your network. However, even as you do it, you should be clear of the purpose, your interest area and the quality of the people you would like to have in your network. 

Your network includes key people within the organization, outsiders working/ connected with your industry, clients,vendors and reporters. It is important that your values and the values of those in your network match in order to be mutually beneficial.  It would be great if  the people whom you had looked up to as role models as a youngster can be won over/ gained as part of your network. It is necessary to commit time for the people in your network. One also needs to be adaptive to the existing realities and ways of keeping in touch and interacting. While previously a meeting over coffee/ lunch/Breakfast may have been the norm, today you may look at virtual meetings and other innovative means of engaging with your network. What ever the method, sufficient time has to devoted to plan the interaction and execute it real time.    

Having decided on the key members of the network such as mentors you would like to interact with in a week,  the onus of working out opportunities to connect with them is on you. There should be a push and initiative from your side.  Set aside two hours of dedicated time per week for this activity. The big goal should be to grow as a professional and with this aim in mind, listen a lot more than you speak. To a question from listeners as to the role of LinkedIn as a networking tool, the speaker said that it is a useful platform that can be used in the context of developing one's brand. One can post in specific areas of interest. The profile also is to be specific and sharp. Get an understanding of how the platform works and curate it to your needs. Having said this, it is not to be taken that LinkedIn is the be and end all of networking. One should look at other means of connecting and engaging with one's network. 

The value of a connect will be known when it becomes available to you when you need it most. One should remember to treat the relationship similar to that of a  bank account. You will be able to draw from the account when you need it only if you deposit sums at frequent intervals and keep the account live. Be aware of your own sphere of influence. Let the relationship be mutually beneficial. Share information on a regular basis; reach out with a phone call. 

As discussed earlier, you should have clarity on your ultimate goal and purpose. The length, width, depth  and hues of the network would depend on this. Therefore, your network can extend to people in other industries and in your social circles. As for example it could be a contact from among your Gym friends who connects you to his friend and who in turn is able to connect you to a very good customer in your line of business or interest area. 

Short and sweet, this session made available to participants cream ideas for  initiating, developing  and sustaining your network, which as the title of the webinar suggests is your net worth!    

NB: readers may also like to check out my poem "Networking Insights" at this link

Tuesday, 31 August 2021

NHRDN Mind Matters- Fireside Chat with Shaheen Bhatt, Author

Mind matters is a movement initiated by the National Human Resources Development Network (NHRDN) to spread awareness of mental well being at a time of increasing concern over mental health. The year 2021 was particularly challenging in view of Covid 19  continuing to affect the business and lives of employees. Mind matters organized eight sessions of online webinars between May 7th and June 25th  with the finale featuring Ms Shaheen Bhatt , author of the book "I've NEVER BEEN UNHAPPIER". She shared her challenges and experiences of dealing with depression. Writing the book, she says was like "deep acceptance of myself".  

Shaheen Bhat said that a feeling of sadness enveloped her around the age of twelve. There was a feeling of emptiness, insecurity,and pain that could not be explained. Other kids seemed to be happy. "what is wrong with me?" she asked herself. At age eighteen, when things got to a stage of being 'unbearable', she went to see a psychiatrist. At this time, the  depression  was characterized by sadness, anxiety and   perpetual fear of "what might happen?". There were feelings of lethargy and emptiness as if you are slowly dying away. Panic attacks took the form of feeling that you are having a heart attack.  

The speaker explained that in such a situation you tend to behave extremely either eating too much or too little. similarly either speaking too much or too little. There is a loss of appetite and  interest in anything. You suffer in a big way from the problem of insomnia. Shaheen said that the modern times / period that we are living in,  adds to the problem with constant messages coming from television and social media that "You are not good enough". There is a massive pressure to fit into the societal pressures such as requirement to be an extrovert (When basically by nature you may be a quiet person) or have zero size clothing. At this time to cope and come out of the situation, having a friend or family member  you can trust and rely on is very important. 

Shaheen was on medication for a period of four years. This was essential particularly because of the insomnia. Self care, talking to someone, doing exercises etc is good in this phase but is difficult to do. She spoke to her psychologist/ therapist for answers to questions like  " How to be comfortable with my weight?" and "How to handle everyday issues?". The speaker advised the audience to be open to seeing a therapist in such situations as it is good for everyone. The other methods recommended were journaling(expels the unwanted from your body), music, yoga and meditation as part of the self care. However, initially, meditation can be a big challenge when your mind is in a whirl. 

In spite of the realities staring at you, we live in a society which prefers to whitewash and pretend that nobody is ever anxious, nervous or fearful. Believe someone when he/she comes to you and says "I am depressed". They are not engaging in indulgence. Don't assume and harbour thoughts like " How can she who is comfortable economically and socially have depression?". All that they are asking of you is to listen to them without judgement. Perhaps, you can be physically present for them, accompany them during a visit to the clinic. 

Creating mental health awareness amongst the public is very important. Going to a therapist should be accepted as normal in the same way you see a doctor when physically sick. Strong support system is crucial for recovery. Here, empathetic listening (feel how they feel as you listen) without judgement is the key. Fed up with bottling up her real feelings one day, Shaheen decided to tell how she felt when having a  'bad day' and made a post on Instagram. 

According to her " I wanted to be done with pretending; instead wanted to express what I really felt inside".  Surprisingly, rather than condemnation, she got a lot of support from readers many of them unknown. A publisher then approached the speaker with a proposal for writing a book. It was then she realized that telling her story was important for the sake of others. It would be being 'selfish' if one did not come out of hiding and tell one's story. Thus it was that ""I've NEVER BEEN UNHAPPIER" happened.  Shaheen signed off with the observation " If it resonates with at least one person and  he/she is able to take charge of his/her  life, my job is done."  

It is precisely for this reason dear readers that I have chosen to cover the webinar and write this blog. If the basic message can go across that having mental health issues is normal in the 21st century and it is okay to see a therapist when needed, my purpose of writing this post would be served.

Saturday, 17 July 2021

Video led Discussion on Leadership

 I have been covering in my blog the webinars organized by Bija training under their Mask leadership series that provide insights to the viewers for becoming  better leaders. Dr Anuj Kacker, President and ED Aptech Ltd,  the speaker on 23rd June 2021 chose to include many videos during the discussion to drive home his points . At the outset, the speaker was keen to dispel any myths that we may have about leadership. As for example we tend to believe that all leaders should have the ability to speak (Showed videos of Hitler and Lalu Prasad Yadav speaking in effective yet totally different styles) or have a dynamic/charismatic personality (showed a video of M.K.Gandhi).  Dr Anuj  stated that he neither had the speaking prowess of great speakers or a magnetic personality like that of Gandhi and yet he was a leader. It is necessary to keep aside these attributes and see in what ways may a leader contribute. 

Generally, a leader is expected to inspire and motivate, show an intention to influence people while giving them some direction and exercising some control. He/She is endowed with some authority and also has  the responsibility for the end result. Looked at this way, we are all leaders in different situations and times. We tend to assume the responsibilities and requirements when in the role. According to the speaker, practical experience gained from situations is what enables one to develop leadership skills rather than mere theoretical inputs. The onus is on the person in a leadership position to constantly improve, during the journey. Dr Anuj said that leadership qualities "cannot be emulated.Each person has to develop his/her own style."  

To underscore the importance of people working in harmony in a company, the speaker showed a video of the maestro Mozart guiding his symphony orchestra with motion of hands and body. It is a wonderful metaphor for an organization. If people play well their own tunes in disharmony, it will not serve the interests of the organization. Dr Anuj then went on to show videos of conductors performing using varying styles to draw attention to the point that leaders may use different - own unique style, suitable for themselves and team, so long as they are successful and get the desired results.  

The videos shared during the evening included that of Grammy award winner, Riccardo Muti,  whose style and body movements suggested that he expected strict compliance to instructions. There is no scope for any change under his leadership. We then saw the video of a conductor who employed a slow, calm, composed body language. He let his team perform organically. Here, the leader seems to say "The music is already written; the job is known, they just have to be left alone to to do what they know best without interference". Another video featuring an Austrian conductor showed him with eyes closed, giving space to his musicians to perform without clear instructions. 

We then had a video featuring conductor Johann Strauss who used a smooth dancing style, creating a happy place with everyone feeling a partner in the process. In the final video of the evening, the conductor Goldstein (could not get his first name), appeared to have  reached a stage where he trusted  his team's ability to deliver  without  interference. There was minimal facial expression or hand movement. 

Dr Anuj summed up the talk reiterating what he said all through the evening namely development of a leadership style unique to yourself and the situation you are operating in and also catering to the changing needs and demands of the customer. While conducting his orchestra, the conductor Leonard Bernstein used to  encourage audience involvement and inputs. He is known as the "Benchmark for outreach and engagement".  Similarly in corporates, engagement with your team and the employees of the organization has become a basic requirement. A start up would need to come up with new rules and styles of working ,for engaging bright new employees and adapting to a changing environment. 

During question time, I asked as to how we could address the problem of most companies in India having the "wrong people in leadership positions" resembling the conductor Riccardo Muti who does not allow any autonomy and demands strict compliance to his instructions? In line with the stand he had been taking all the while, Dr Anuj said that he did not believe that a 'particular style of leadership' was either  'good' or 'bad' and that what matters was the end results achieved. However,  the speaker himself stated while discussing Muti, that as many as 700 musicians had at one time, resigned en masse from his team, unhappy with his working style.

To my mind, working with the millennials who will shortly comprise of the majority of the work force , is a different ball game altogether. What worked with earlier generation of employees are not likely to work with them. Harmony like in an orchestra, may be better established with millennials when we give them more freedom, autonomy and repose trust in their abilities. Further, it is high time that companies became transparent enough to declare their 'real' expectations instead of couching it in 'nice to hear language' such as " We believe in work life balance" when they expect people to put in 12 hours a day or " Teamwork is the most cherished value in our company" when they actually look up to individual contributions and reward people on that criteria. The least they can do is to be transparent like Amazon whose employees know they have a tough grind and still take it up because they love that kind of challenge.  

I would like to conclude this post showcasing  the main point that the speaker of the day Dr Anuj  drew attention to in a unique, engaging and entertaining manner whole through the evening-  There is not one leadership style. Do not look to copy or emulate some one else's style; nurture and develop your own  style  through observation, self analysis and practice!     

Friday, 2 July 2021

Unwavering Focus on Goals

In this blog  we will discuss the gist of a webinar on the important subject of 'Focus' organized in January 2021 by  Bija Training under their Mask Leadership series featuring Mr Diwakar Subramamanian, Director Cognizant Technology Solutions. The speaker started off by saying that human beings  are amazing 'goal setters' but poor 'goal geters'. We are not sufficiently paying attention to, or rather are not focused on  achieving the goals set. In the times that we presently live, there is a lot of information overload unlike in the time of our ancestors. A good amount of time is spent on What's app and other social media channels. So much so, we have no time to read books or to chat with a neighbour. we are not aware of the nature and quantity of information consumed by us everyday. 

The speaker said that according to Roberts Wesleyan College),  a person has 75,000 thoughts and makes 35,000 decisions every day, right from what clothes to wear for the day. The first step is to become aware of the decisions you are taking and what has been its efficacy- To what extent the intended result happened. It means you are being distracted if you are not aware of what you are thinking. The first 10 minutes of the day and how well you utilized it, will determine how your whole day is going to go. Therefore be sure to use the beginning of the day positively and productively. 

Mr Diwakar said NLP provides information on the working of the subconscious mind. It helps to be aware of the number of times you are checking your what's app. 'Journaling' ( recording daily experiences, thoughts and activities) is a good way of keeping track; it provides clues as to whether you have achieved anything during the day. The speaker said that if something was not happening as per plan, he had a developed a tool of setting "Worrying time" from 2 to 3 PM on Sundays. With this done, he could tell the mind "No more distracting thoughts or wasting time now. Your concerns will be addressed at the worrying time on Sunday. Now get on with the work!" 

 We all have mood swings. In the book "The Mood Elevator: Take charge of your feelings, Become a better you", the author Larry. E. Senn , a culture consultant, discusses a tool he has created to monitor mood shifts. By using the Mood Elevator, you become aware of your state of mind and use your feelings as guide to the quality of your thinking. Don't let unhealthy thoughts become so normal that you don't notice them. Gratefulness, which Senn calls "the overriding emotion" is at the top of the mood elevator as "it is almost impossible to be grateful and at the same time be angry, depressed, irritated or self righteous".  Once we accept the fact that moods aren't something that happens to us but are results of our thinking, we can do something to control them or at least manage them better. Diwakar said that it took him two years to get insights in this regard. 

The speaker gave a tip to have clarity and focus on your top 3 goals. If there are too many goals, focus tends to be diffused and tests our will power. Focus on the top 3 goals- Top 3 goals for the day, the week, month and year. He said that having a daily score card to monitor what you have achieved as against the goals is a good method advocated by Marshall Goldsmith. Measuring what you are doing in all areas be it zero mails to be attended in the inbox, visit to Gym,  the daily meditation. Your spouse can be an ally helping you to monitor progress. 

To a question from the audience, as to whether meditation helps in focusing on the goals, speaker replied in the affirmative and quipped"Just as Gym attends to the body, meditation attends to the mind". It helps to clear the clutter and improves concentration. Various types of meditation are available . Focus on one thing at a time for 10 minutes. Block your calendar and shut off all distractions. Start small, even with 5 minutes daily it works out to 150 minutes in a month. 

For the measurement of goals, have a short term (Lead measure)  to a longer term (Lag measure) measurement plan. Going to Gym would be your lead measure and your monthly achievement is your lag measure.  Split you annual goals into monthly goals and then arrive at the daily goals. Now focus on the present, on your daily goals. 

To another question from the audience as to "How to say 'No' to oneself and to others" in order to be able to focus on the essentials, the speaker recommended reading the book " The Art of Saying No" by Damon Zahariades. Being able to say 'No' to frequently checking the mobile, not giving in to spouse's request or boss's demand every time, can all save valuable time that can be used to accomplish unwavering focus on the goals!