Quadrants of Success

I recently read a new book by R Gopalakrishnan. It is titled “When the Penny Drops: Learning, What’s Not Taught”. It is a very interesting book in which he shares many of his experiences and his insights of what makes a successful leader. I liked one particular framework he has presented in this book to understand the challenges for leaders. I have tried to use this framework to take a deeper look into managing uncertainty which I had discussed in my earlier postings “Scaling Up, The Art of the Impossible” Part1 and Part II

As can be seen from the diagram, a four quadrant matrix is used to understand the challenges in managing uncertainty. These quadrants are defined on the basis of the ability to identify problems and solve them. One axis is the level of uncertainty relating to problems and the other axis is the level or uncertainty relating to solutions.

In our early stages of career we are normally in the first quadrant. In this quadrant, the necessary ingredient for success is a good repository of knowledge, skills, techniques and tools; i.e. domain knowledge, standard operating procedures, standards, tricks, tips and tools. What we need is to dance as per specific tune; we should know the steps and we should know the tune. In this level, the level of uncertainty is quite low.

From there we graduate to the second quadrant. In this quadrant we graduate to the next level of uncertainty. We strengthen our problem solving skills and we develop an aptitude and skill to undertake root cause analysis. Once we are able to identify the problem, we apply the appropriate tools to solve them. The requirements at this stage are analytical skills and deductive capability. We figure out what type of dance the crowd like and then we perform the same.

From here we move to the third quadrant. At this stage we are move to the realm of pushing the envelope of knowledge. We take up assignments wherein we need to figure out solutions for problems which have been haunting us for a long time. We should have deep inquisitiveness and enjoy innovation. Learn to handle the frustrations of experimentations, learn to persist on a path and learn to discard an idea on which we have invested heavily when it has hit a dead end. We conceive and develop a new dance style.

The Ultimate Challenge is in the fourth quadrant; the quadrant of a leader. Here as a starting point we need to have a vision, a dream of where we are trying to go. The daring to “where no man has ever gone before” as Capt Kirk would say. The problems are unknown and the solutions are not there. It is a embarking on a search with reasonable clarity of the shape of the dream. A big picture idea of the geography of the space we are operating. We have to try to solve an array of possible problems that we need to address. We need to learn to get things done from people on whom we have no control or direct influence. Here we don’t know who our audience is going to be and we don’t know what kind of dance they may like. (For some tips and tricks on this read on Hitchhiker’s guide to Corporate Galaxy Part 1 and Part 2 )

The famous serenity prayer describes the strengths we need at the second, third and fourth quadrant brilliantly. In the second quadrant of uncertainty we need to have “serenity to understand the things that we cannot change”, in the third quadrant we need the “courage to change the things we can” and in the fourth quadrant we need the “wisdom to know the difference”

In any organisations we need people in each quadrant and we need processes to address the needs of each quadrant. We also need skills to identify the growth path for each employee that will address his skill and comfort for a quadrant. Some may never move out of the first quadrant and only few can ever perform in the fourth quadrant. We need to have appropriate transition strategies across quadrants including when to anchor person in a quadrant.

For any organisation to sustain and grow it will have to have at its helm few people who are comfortable and capable to be in the fourth quadrant. One of the primary reasons for organisations decay is their failure to have such leaders.

“You see things; and you say, 'Why?' But I dream things that never were; and I say, 'Why not?'” George Bernard Shaw