Ambition, Hierarchy, and the Art of Holding the Centre

In the quiet corridors of ambition, even whispers can sound like thunder.

When leadership falters—uncertain, absent, or inconsistent—it’s like a ship without a compass. In such still waters, even the smallest oar thinks it can steer the vessel. This is not rebellion; often, it’s restlessness, the need to be seen, to shine, to matter.

Poor leadership doesn't just demoralise—it decentralises. It creates vacuums, and nature (and the workplace) abhors a vacuum. Juniors begin to overstep not always out of malice, but from a misplaced sense of urgency or the hope of recognition.

But ambition without alignment is like a spark in a dry forest—destructive, not illuminating.

As leaders, or even as mid-level voices within a structure, it becomes our quiet responsibility to draw the lines with dignity. Not by crushing initiative, but by channelling it. Authority doesn’t need to shout—it needs to anchor. Hierarchy, when rooted in clarity and respect, doesn’t suppress—it strengthens.

Let’s not just aspire to lead from the front, but to hold the centre—with calm, conviction, and the courage to correct, even when it's uncomfortable. 

- Aditi

The Pitfall of Oversmart Behavior in First-Time Jobbers: A Psychological Perspective

Entering the professional world for the first time is both exciting and daunting for young employees. It's a crucial time where fresh graduates and first-time jobbers have the opportunity to learn, grow, and make their mark. However, some young professionals, in their zeal to stand out and prove their competence, often engage in behaviours that can be detrimental not only to their team but also to their own careers. These include withholding knowledge, avoiding transparency, bad-mouthing senior teammates, and, in some cases, trying to overshadow more experienced colleagues. While these behaviours might give a temporary feeling of success, they are deeply rooted in insecurity and immaturity, which can have long-term negative consequences.

The Psychology Behind the Behaviour

1.      Insecurity and Imposter Syndrome

o   First-time jobbers are often eager to prove themselves, and this pressure can lead to insecurity. When they step into a professional setting where they feel inexperienced, their fear of inadequacy may push them to act overconfidently or over smart. By hiding information or trying to outshine senior team members, they attempt to mask their insecurities and prove their worth, albeit in a counterproductive manner.

2.      Lack of Emotional Maturity

o   Immature behaviour, such as bad-mouthing colleagues or refusing to share knowledge, often stems from emotional immaturity. Younger employees may not yet fully understand the long-term benefits of collaboration, trust, and teamwork. Instead, they may prioritize short-term gains and approval, believing that their individual success is more important than the team's success.

3.      A Desire for Quick Recognition

o   In today’s fast-paced work environments, young professionals often feel pressured to achieve recognition early in their careers. This desire for immediate validation can cause them to engage in tactics like withholding information, thinking that making themselves indispensable will speed up their rise to success. This mind-set overlooks the importance of cooperation and the fact that true leadership is earned through respect, not manipulation.

4.      Fear of Competition

o   Another underlying factor is the fear of being overshadowed by others, especially senior team members. First-time jobbers might feel threatened by the experience and knowledge of their seniors, leading them to downplay others' contributions or, worse, to sabotage relationships through gossip and backstabbing. They believe that by undermining their seniors, they can elevate their own standing, which is a deeply flawed assumption.

The Harmful Impact on the Team

1.      Erosion of Trust

o   Teams thrive on trust and open communication. When a young employee refuses to share knowledge or hides information for personal gain, it creates an atmosphere of distrust. Colleagues may become suspicious, unwilling to collaborate or share information themselves, leading to a breakdown in teamwork and cohesion.

2.      Decreased Efficiency

o   Withholding important information can lead to a lack of alignment within the team. Work may get duplicated, or key tasks might be delayed because not everyone is working from the same knowledge base. This not only affects productivity but also hinders the team's ability to achieve collective goals.

3.      Negative Work Culture

o   Bad-mouthing and undermining senior colleagues can create a toxic work environment. The energy that should be spent on innovation and productivity is instead diverted to internal conflicts and gossip. Over time, this can lead to disengagement, low morale, and even turnover, as employees become frustrated with the negative atmosphere.

The Long-Term Impact on Career Growth

1.      Reputation Damage

o   Oversmart behaviour might yield temporary success, but in the long run, it damages one's professional reputation. Colleagues and managers will eventually recognize the lack of integrity, which can lead to diminished opportunities for growth. People who exhibit manipulative or secretive behaviours are less likely to be trusted with leadership roles or important projects.

2.      Isolation from Peers

o   A career is not built in isolation. Success is often the result of strong professional relationships, mentorship, and collaboration. By refusing to share knowledge and undermining seniors, young employees risk isolating themselves from colleagues who could be valuable allies or mentors. This isolation can stifle their learning and growth, as they miss out on guidance from more experienced team members.

3.      Leadership Deficit

o   True leadership is about empowering others, fostering collaboration, and contributing to the success of the team. By focusing on individual gain and employing manipulative tactics, first-time jobbers miss out on developing the leadership qualities that are essential for long-term career success. Without the respect and trust of their peers, they will find it difficult to advance into positions of real influence.

A Better Approach: Fostering Collaboration and Growth

To build a successful career, first-time jobbers need to understand the value of teamwork, transparency, and mutual respect. Instead of viewing seniors as competition, they should see them as resources for learning and growth. Engaging in open communication, sharing knowledge, and contributing positively to the team are not just ethical behaviors but are also strategies that will help them build strong professional networks and a solid reputation.

Key Takeaways for First-Time Jobbers:

• Focus on Collaboration: Career growth comes from working well with others, not from undermining them.
• Be Transparent: Sharing information and being open with colleagues builds trust and strengthens teams.
• Respect Seniors: Senior team members have experience and knowledge that can help you grow. Respecting them will earn you mentorship and support.
• Develop Emotional Maturity: Learn to manage insecurities and resist the urge to engage in manipulative behaviours.

Success in the professional world is a marathon, not a sprint. Those who prioritize personal gain over the success of the team will find themselves falling behind, while those who foster collaboration, trust, and respect will be the ones who truly shine in the long run.

- Aditi 

 

How to deal with a Jealous Co-worker

Are you one of those females who work tirelessly to accomplish your professional goals? Are you one of those who are polite, genuine, hard working yet disliked by a few of your colleagues from the same sex as yours?

Well, in case you are a beautiful (soul) who is friendly, wears a warm smile and is a feminine woman, you will have to bear envy and even jealous bitching & plotting by other women.

It exists and you can remain oblivious of the jealousy you infuse among other women (of course unknowingly), because these other women feel they lack something that you possess but their false pride does not allow them to accept this fact! Not all human beings are same, everyone is blessed with different skills, virtues & personalities but a jealous person does not understand this. They always seem to want the worst for others.

A study recently revealed that women in the workplace are weighed down by jealousy and envy when it comes to their rival's social skills. They cannot accept anyone being more popular than them but instead on working on improving their own social skills, they start conspiring against their rivals.

Many a times, happily married women hate a feminine woman who is single, and that too for no reason other than the fact that this woman has something that they feel is out of reach for them but they forget that probably this woman misses what they are blessed with!  

I have a friend who is single and whose married colleague would leave no chance to conspire against her. This woman indirectly told her that she loathed her single status (yet missed the independence she had in her single days).This woman would try to injure my friend’s confidence by finding imaginary faults with her work or by starting an argument over nothing & becoming insulting and forcing the other person to react. And when the other person reacted (a basic human tendency), she would smile and act like a victim. This woman was always full of praises for herself & would leave no stone unturned to brag about her achievements in her previous organization but there was nothing positive to share about the present because instead of working hard, she acted smart & wasted her time & energy in either gossiping, surfing the internet or plotting against my friend.

My friend had a hard time dealing with this woman as she was an insensitive loud-mouth. This woman ridiculed everything that my friend would do and later practice everything exactly the same later. She often bragged about how she disliked the duties assigned to my friend & later created a huge scene only because she was not assigned those duties by the management. My friend was so done with all this drama that she even started to think about leaving her job. But then she sought help of a common friend of ours who helped her sail through it smoothly.

I ask you, have you ever been jealous of someone that you work with? Don’t lie, a whole lot of people are -- and these feelings of jealousy have a different impact over women than on men.And these jealous women, in an attempt to "feel victorious" end up acting unprofessional & even mean. 

So what to do when you combat such an unpleasant experience at your workplace? I am sharing what my friend did:

1.    Never tell them they are jealous – Don’t be vocal about their problems, let them understand & deal with the issue. 

2.    Practice self-editing – Every time you interact with this person, be careful & specific. Be polite & professional. Do not bitch about them.

3.      Keep someone in loop -.Someone from the management or your immediate supervisor should know about the conversation you share with this jealous colleague.

4.    Find a supporter if you can-.You may already have a few friends in the form of a superior or an employee in another department, talk to them so that at least a few of your colleagues won’t  buy what the jealous co-worker is selling about you. 
5. Try to be in the shoes of the jealous co-worker – Try and think, what makes this person so jealous of you? If there has been something negative going on from your end (deliberately or unknowingly), immediately put a halt to it. Is there something you might have said, or done, to set this co-worker off? And how might you make amends if you would like to do so?

6.    Learn to laugh away the minor issues – Don’t let things get on your nerves. Ignore petty issues and smile through difficult times. Of course, this does not mean you should ignore unacceptable behaviour of others but learn to live your life. Don’t let a jealous Co-worker ruin your spirits. 

7.    Document it – If it is affecting your creativity & output, please take note of such incidents & talk to the management about it. 

8.    Don’t Change – If you know, you are right and a good soul, don’t let this workplace jealously to take a toll on your self esteem. Jealous colleagues can make you question yourself, underrate or undersell your skills and abilities, and make you debate in your own head whether you've truly earned all of your accomplishments. You don't need to start this debate with yourself; your co-workers are already happy to have it on your behalf. 

So, hold your head high, be kind to yourself, smile and learn to ignore jealous co-workers.

Have a good day!

_Aditi Jain “Adaa”

Navigating Gender Dynamics in Indian Workplaces: Examining Challenges Faced by Men Working Under Women

Introduction

The Indian workplace landscape has changed a lot over the years, with women breaking barriers and making their presence felt across various industries. But as things change, so do the dynamics within it. One such evolving facet is the experience of men working under women. This feature delves into the complex issue of how some Indian men feel about having female bosses and why they feel that way.

Changing Workplace Dynamics

Women's Advancement in Indian Workplaces:

In recent decades, women in India have achieved significant milestones in education and career progression. This progress has resulted in an enhanced presence of women in leadership roles and management positions. Companies are recognizing the value of diverse perspectives and are actively promoting gender equality and inclusivity within their organizational frameworks.

The Perception Gap: Even though there's a positive shift towards gender diversity, there remains a perception gap when it comes to men working under women. Some men may feel uncomfortable or have negative feelings about having a female boss. To understand this phenomenon better, we need to look into the reasons behind these feelings more closely.

Factors Contributing to Negative Perceptions

Societal Expectations and Stereotypes:

Indian society has strong gender norms and stereotypes that influence attitudes and behaviors in the workplace. These traditional roles often mean men should occupy positions of authority and decision-making, while women are expected to be nurturing and supportive. These stereotypes can create a bias against women in leadership roles.

Cultural Factors: Cultural norms and practices exert a substantial influence on shaping workplace dynamics. The diverse cultural tapestry of India results in varying regional perspectives on gender roles. Some regions may be more accepting of female leadership, while others may have more conservative attitudes.

Lack of Exposure: For many Indian men, working under a female supervisor might be a relatively new experience. Limited exposure to female leaders in their formative years can contribute to discomfort or uncertainty when confronted with a female boss.

Fear of Loss of Face: In a society that places a high value on reputation and "saving face," some men may fear that reporting to a woman undermines their masculinity. This fear can drive negative perceptions and resistance to female leadership.

Navigating Challenges and Building Inclusivity

Breaking Stereotypes: 

To change how people think about this, we need to challenge and prove wrong the old ideas that are stuck in people's minds. Companies can do this by teaching their employees about why having different kinds of leaders is a good thing. They can do this through special training programs that talk about diversity and including everyone.

Mentorship and Role Models: To help men become more comfortable working under female supervisors, mentorship programs and access to strong female role models can be invaluable. Exposure to successful women in leadership positions can demystify female leadership and create more acceptance. 

Open Dialogue: Creating an environment where employees feel secure in expressing their concerns and questions is crucial. Open and constructive dialogue can help correct misunderstandings and facilitate improved communication between superiors and subordinates, irrespective of gender.

Encouraging Equal Opportunities: Companies should ensure that opportunities for growth and development are accessible to all employees, irrespective of gender. Fair performance assessments and promotions based on merit can help alleviate concerns about bias.

The Way Forward

Diversity and Inclusion Initiatives: Companies must prioritize diversity and inclusion initiatives to create a more inclusive workplace culture. Implementing mentorship programs, diversity training, and equal opportunity policies can contribute to changing perceptions.

Education and Awareness: Educational institutions can play a significant role in shaping future workplace dynamics. Schools and colleges can introduce courses and discussions on gender equality, challenging stereotypes, and promoting diverse leadership.

Empowering Women Leaders: While addressing negative perceptions is essential, empowering women to excel in leadership roles is equally crucial. Encouraging and supporting women to reach leadership positions can help normalize female leadership.

Conclusion

The matter of men holding negative sentiments about working under women in India is a multifaceted issue grounded in societal norms, cultural elements, and individual experiences. Nevertheless, with proactive initiatives from both organizations and society on a broad scale, it is feasible to confront these perceptions and establish workplaces that are more inclusive, diverse, and equitable. Transforming these dynamics necessitates a collective endeavor to dismantle stereotypes, encourage open dialogue, and ensure equal opportunities for all employees, regardless of gender. Ultimately, cultivating a workplace where every individual feels esteemed and appreciated is not solely a question of gender; it represents progress and advancement for the entire nation.