Pexitics Blog

Being a ‘Good’ Leader – parallels to parenting

We just love talking about our life and challenges as a parent.  At office yesterday, me and a few colleagues were having a conversation on parenting tactics and how we need to play 2 roles:

  1. Caregiver – where the mandate is to keep the kids well fed, clean and healthy. Often this is related to physical health and safety.
  2. Mentor and guide – where the mandate is to look at the growth aspect – mental and spiritual development and guidance for decision making

The ratio of time we need to spend playing each role depends on the child – her age, her temperament, her stages of evolution, and not solely on us.

This is very true for a Good Leader too. Leading a team means adapting to their evolution stage.

  1. Caregiver : Is your team satisfied and happy ? do check of the basic Satisfaction criterions (salary, education , work conditions) are met . Use Surveys like which tell you the factors of importance and the employee satisfaction with these critical drivers. In this deliverable, the HR department is a big enabler and a primary participant. Do leverage this partnership.
  1. Mentor and guide :  This is the tricky part where you are the primary participant . I am noting down 6 steps which work to be able to perform well here. The HR department here becomes and enabler, and the primary initiative, in my opinion, rests with the business leader.
  1. Understanding the evolution level of a team : SWOT is a great way to map out the current status of the team/s you need to lead.
  2. Understanding the deliverables in a 1 year timespan : This enables you to prioritise the areas of development for the organisational goals achievements (since most organisations plan KPIs for 1 year)
  3. Deciding on the small sub -goals that you want to take the team through to meet the yearly goal : Quarterly performance metrics .
  4. Measuring the delta professionally and in an unbiased way : Using tools like and other Talent assessments to quantify the team’s current ability.
  5. Planning the interventions : Learning and development interventions or new hiring / talent acquisition or both. This stage is where HR plays a big part for enabling outcomes and managing the process.
  6. Measuring the effectiveness of the intervention at a 3/4th (75% of the timeline) stage : best done by using the same Talent measurement tools used on step 4 above (check out .

And then we wait and watch the team perform without the need to spend on enforcement costs.

About us : we at People Excellence Indicator Score help organisations meet KPIs in the space of People management (increase Revenue per employee , Reduce Absenteeism, create Mental wellness programs , Create benchmarks for assessments used in hiring and promotions for better Talent management etc.) We do this with a combination of Assessments and Surveys followed by analytics, giving clear insights and roadmaps for organizations and teams. (Please view sample reports at

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