Introducing the 3 A Model for Workplace Success, a simple and highly effective diagnostic tool for analyzing individual and team performance.
Awareness – 3 A Model For Workplace Success
With the advent of globalization and digital technology, teams in the modern world have taken on a new structure, becoming more varied and dynamic. This makes team management and effectiveness difficult since compatibility, competition, and information all demand major attention.
Simply put, situation awareness is a critical and decisive aspect of what is going on around you. It is the capacity to observe, prioritize, evaluate, and recall essential information that can help guide decisions and forecast outcomes – even in a volatile setting.
Interpersonal awareness, or knowledge of one’s own mental states, also known as meta-consciousness, is critical to a manager’s thinking and reasoning.
Awareness is not a built-in mechanism; it must be implemented competently in a collaborative situation. “First and foremost, increasing awareness takes time and dedication. Second, many organizations view team-building as a one-time event rather than an ongoing activity.”
It is uncommon to find team members who are entirely self-aware, and most individuals recognize the need for development and progress. However, a variety of subconscious communication behaviors, such as defensiveness in the face of feedback, can be harmful to productive cooperation. Self-awareness must be founded on good intentions and takes time to develop. Managers may help this process by emphasizing the idea on a regular basis rather than only during team gatherings. In this case, a team can exhibit proper self-awareness and function in key situations to demonstrate teamwork.
Ability- 3 A Model For Workplace Success
Abilities and skills are physical and mental attributes that are largely consistent throughout time and define an employee’s capacity to respond. Recognizing them is critical for understanding organizational behavior since they frequently limit an employee’s capacity to perform the job.
Abilities and skills can be divided into two parts: mental abilities and physical abilities. Mental capacities are a person’s intellectual talents, and they are strongly related to how a person makes decisions and absorbs information. Included here are such variables as verbal understanding, inductive reasoning, and memory.
From a managerial standpoint, a key aspect of mental ability is cognitive complexity. Cognitive complexity is a person’s ability to gather and filter through numerous kinds of information from their surroundings and organize them in a way that makes sense. Individuals with high cognitive complexity utilize more information and can understand the connections between different parts of that knowledge than people with low cognitive complexity.
For example, if a manager was given a problem, would he/she be able to break it down into its numerous parts and grasp how these various facets connect to one another? A manager with low cognitive complexity would perceive only one or two significant parts of the problem, whereas a manager with higher cognitive complexity would see several salient aspects of the problem.
The second group of characteristics concerns a manager’s physical ability. Basic physical abilities (for example, strength) and intellectual ability are both included (such as manual dexterity, eye-hand coordination, and manipulation skills).
Taking into account both mental and physical abilities helps one understand how individuals behave at work and how they may be better controlled. Recognizing such abilities—and recognizing that people have diverse abilities—has significant consequences for employee recruitment and selection decisions; it emphasizes the significance of matching people to occupations.
Ambition- 3 A Model For Workplace Success
Ambition is a significant motivator for human growth and development. Without a healthy amount of ambition, no one can succeed. Those that want to be more, know more, do more, give more, or have more have a goal and a strong internal drive that propels them to dream greater and go further. Their ambition propels them forward and helps them achieve their objectives. Ambition, when well-directed and backed by ideals, displays a healthy self-esteem and a greater ability to abstract and visualize the future. It can motivate and inspire others.
The drive to succeed and progress is the distinguishing feature of ambition. This ambition combines with action in the job to give you to new professional heights. Being ambitious at work is a good thing. Managers value ambitious individuals because of their excitement and drive, which typically leads to increased production, which is always beneficial to the bottom line. Ambitious individuals are frequently promoted and awarded merits at a faster pace than less ambitious employees
People who lack motivation expect little or nothing from life, and they get little or nothing in return. They have no dreams, vision, direction, or clear aim, and as a result, they go nowhere. Some people are conformists, while others are passive or uninspired. Many of them are dissatisfied with life and fail to recognize that it is just their lack of desire that sabotages their future, they are unable to envisage their future and, as a result, construct it for themselves. People who lack ambition are not completely honest with themselves, they lack the guts to take the risks necessary for success, and they do not build themselves up in order to live up to their full potential.
Example or Implementation:
Rahul became a manager for the first time and he has been assigned a team of 5 people with different kinds of skill sets required for the product.
The first and foremost thing that he has to do is making himself and the team aware of what is the situation in which the team will be working. What are the new responsibilities and roles members of the team should be handling and working as a team in order to maximize the efforts and productivity.
To achieve the desired outcomes from the team, the next important thing that he should be worried about is how to use the skill sets of his team members to attain the desired outcome. Challenging the abilities of his team members will polish and foster the skill sets as the asset for the productivity and product quality enhancement.
Catering an ambitious and motivated approach towards his work and team members will guide him in his further development or enhancement of his career. This will result in the demise of unwanted conflicts and disturbance.
A journey to success:
This is a journey of an individual from a junior executive to a first time manager.
- Every executive dreamt of becoming a manager as soon as possible, in order to possess the authoritative power and also to get high pay/salary.
- Every success story is the transformation of a naive person to an experienced or sophisticated individual.
And, in order to get the needful success, this model will assist you in achieving your professional success in the easiest way possible.
Let’s discuss the story of Rakshita.
22 years old Rakshita completed her graduation and got on a job hunt with an ample amount of knowledge. And as a matter of fact she got a job as a product management executive.
She can be considered as a person who has the right amount of knowledge and skill set that is needed for her job. She has been assigned under the project manager who was handling a team of 7 people and by his work it can be said that he is an effective manager who can handle every situation with extreme wit and analysis.
Every manager or supervisor got an special eye for these 4 things:
- Attitude
- Self-discipline
- Taking the first step
- Commitment
She has the right attitude and is committed to her work but she is a kind of introvert and somewhat hesitant in taking the first steps, due to which for some time she was an underperformer or not that visible for the manager.
The manager has a mandatory routine of one on one meetings with his team members every Friday or Saturday. Where he gave a personality assessment to Rakshita and asked her to give back the assessment in under 30 minutes.
By that assessment he came to know the reason because of which she is lacking behind in the team. Now that the reason is visible, it is the time of getting Rakshita visible which will somehow boost her performance.
Awareness:
The cruciality of awareness lies under the fact that “ Knowledge is directly proportional to Power.”
Exhibiting the industry Knowledge and being aware of what is happening around you will give you the sense of having the confidence and facts to present.
In the project meeting, there was a discussion going on about how to enhance the productivity and quality of the product. The suggestion of everyone has been recorded and analyzed in accordance with the mediation of common problems.
Now it was Rakshita’s turn.
She stated some problems and provided her solution, but neither the team nor the manager were impressed. But at the end she put some basic facts regarding her industry knowledge and how that will be implemented.
That was the first time her manager was impressed, not because she spoke well or presented some complex terms and facts. It happened because she was aware of what was happening in the company and the market.
And after that there were many times that lie in Rakshita’s favor.
Ability:
After the incident that happened between Rakshita and her manager, she built the next level of confidence.
Communication skills, flexibility in the work and the capability of delegating and organizing people will give you the extreme push towards your professional success.
Her manager promoted her from an executive to the ATL, because of which some people got offended as she came later and was promoted earlier. But apart from being demotivated she improved her working style.
She has started assigning tasks and taking reports from executives. Being an ATL she came across some difficulties, such as, how to give tasks to an employee according to their capabilities and what if she was not effectively delegating things and what if she became a negatively authoritarian.
Many times conflicts arose, many times she got under the state of demotivation and self-criticizing. But her skills and capabilities to handle people increased from time to time as she was not hesitant to face the problem or she never neglected the problem but she always tried to use her enhanced people skills and abilities to get things right. Many times she failed but most of the times she earned the respect of team members and her manager.
Ambition:
Ambition is directly proportional to Self-Motivation and Confidence and the reliability factor.
Now that Rakshita has learnt many lessons regarding her flaws and flaunted capabilities. She has transformed into a new kind person with a great personality and people skills.
Now that she was at the peak of her career, she got a reward in the form of promotion. She became a manager for the first time who will now have to handle or manage a team.
