A small show of Diminisher vs Multiplier. For a general thought of self improvement and application in life.

3. TWO TYPES OF LEADERS
Inquisitive condition and freedom to perform
Orders are barked with Aura of fear

10. Logic Behind Addition
People are overworked
Best people are maxed out
Therefore for bigger task need more people.
Actual scenario :- Overworked & Under utilized.
Logic Behind Multiplication
Efficiently extracting capability of people
Intelligence X Capability – Bigger investment = Growth
Better resource efficiency

17. GET FULLY
UTILLISED &
GROW
GET
RECOGNISED
OFFERED NEW
OPPORTUNITY
ATTARACT
OTHER A
PLAYERS
A
PLAYER
A+
PLAYER
INCREASED
MARKET
VALUE
REPUTATION
FOR PLACE
TO GROW

18. GET BOXED &
UN UTILLIZED
LOSE
CONFIDENCE
AND RECEDE
STAY AND
WAIT
AVERTS ‘A’
PLAYER AND
ATTARACT
‘B’ PLAYERS
A
PLAYER
A-
PLAYER
DECREASED
MARKET
VALUE
REPUTATION
FOR PLACE
TO DIE
B
PLAYER

24. you a MULTIPLIER or a
DIMINISHER ?????

25. You are a PROTECTOR.
You act as a buffer and focus
on removing obstacles and
barriers for Teammates.
MULTIPLIER

26. When you need to staff a new
project,
1. You turn to the people directly
working with you.
2. The people with most smartness
and intelligence within the team.
MULTIPLIER

27. You believe that stress
creates performance and
drive people for hard work
and results.
MULTIPLIER

28. Do you consume lot of
space in meeting?
MULTIPLIER

29. You always come up with
new ideas and strategies
for your team to work on.
MULTIPLIER

30. On crucial matters you
make the decision yourself.
MULTIPLIER

31. When problems surface, you
react quickly by making
rapid decisions that keep
the organization moving
ahead.
MULTIPLIER

32. When you see your team
member failing, you
jump to rescue them so
that your team will not
fail.
MULTIPLIER

33. As the leader, you set the
pace and the standard for
delivering high-quality
work, so others can learn
from your example.
MULTIPLIER

35. Generally in meetings,
do we listen more
or
do we speak more ????

36. Do we decide ourselves
the course of action to be followed,
or
we allow a debate and decision??

37. When things get perplexed,
do we give them decisions
or
challenge them to set the direction
and debate the decision??

38. How we approached the mistakes
of our team members ?
We only blame them, and make them weak
Or
Do we allow them to explore the reasons,
think intensively and learn from the failures
and correct it ??

39. Are we utilizing the talent/
genius of our team fully?
Have we ever asked this question
“ In what ways is this person smart”
rather than asking
“ Is this person smart” ?

40. We focused only on
using the talent of our team member
or
do we give them ample opportunities
to develop it ??

41. Do we control
their actions or
do we support
them ??

42. Do we give a level playing field
for all the participants
or
do we keep prejudice ??

43. Do we ever
admit a mistake
with our team and say
I have done a mistake,
I am sorry ??

45. Do we hear WE
more in our team
than I and HE ??

46. Do we feel that
our team members are confident
and daring to express their views
and opinions in front of us
with out fear
or
do they hold back ??

47. Do we notice that
our team comes forward
and
openly admits that they have done a
mistake and put that mistake on the
table as a learning process for all ??

48. When complexities arise,
The team is awaiting decision from you
or
they engage in intense thinking, serious
debate and come out with solutions and
proposals.

49. Are we ready to give the team
the ownership and credit for their work
and
invest in their success ??

50. How many times in a year we have
discussion with our team members
to access the performance with fact
and figures and provoke them to
think and improve it ??