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Ayesha Masood
Managing Director at Oasis International School
Over 25 years experience in cross-functional leadership, building not-for-profit organisations . A passionate educationist with more than 25 years of experience in cross-functional...
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- Educational Leadership: Best practices in school governance and management
- Professional Development for Educators: Strategies for continuous teacher growth and support
- Infrastructure Development in Education: Creating debt-free school facilities effectively
- Cross-Functional Leadership: Leading diverse teams in educational contexts
- ISO Certification in Education: Implementing quality standards in schools.
Meet the mentor
TALK SHOW VIDEOS
Tricky Workplace Situation Handled
- intrusion in someones privacy. being pushy
- Self talking. Sharing experiences.
- yes.
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- Be a listener. Use the 70-30 principle of listening to talking. Empathise. Do not push. Ask questions.
- Diverse potentials were derived from diverse people. Received different initiatives and best practices especially from USA. Won global cooperation. Motivation, engagement, and spirit and inspiration from shred best practices. Inclusive cultures, learn from shared experiences Diversity in action. Apply global experiences locally.
- By including diverse talents and cultures in every team. Invite and get invited to Diversity Conferences. Immersion through multi cultural activities to create empathy and u derstanding.
- yes. It is emphasised to encourage a diverse and inclusive culture to help our students live in a pluralistic world as responsible and responsive citizens.
- Equal and fair participation of all stakeholders. Reaching out to more. Reaching out to less privileged and ignored people . Reaching out to people with special needs.
- Role plays, interactive workshops. Sharing benefits of Diversity and inclusion.
- The company will be regarded as non-empathetic and racial. Sales will go down.
- The company should have used the first principle of Design Thinking, ie, Empathy. Before expanding, they should have done a market study to understand the different cultures of their clients. They should have proto-typed and tested, before launched.
- Yes
- Involve people of diverse cultures in every team. Reach out to introverted people. Include diversity in every team. Have informal get togethers to get to know each other better.
- We can have sessions of cultural immersion by having a pot luck lunch in which people of different cultures can bring their traditionally cooked food. We can do role plays where people exchange roles and dress differently. We can demonstrate how diversity can bring about innovation. If any person is being difficult, we can advice one on one.
- Demeaning, sarcasm, sniggering as if to say she doesn't expect you to know.
- Stay calm and do what is right. Go above her expectation.
- I should not allow myself to react in the same manner. I should rather 'respond' calmly and give him some time to calm down.
- Fuel consumption. Shock absorbers not being effective on bumpy roads, especially on the back seat. interior space.
- Talk about branding, quality of engine and other parts. Explain about plush interiors and comfort. If the customer wants a lower price, can offer to downsize frills that don't affect the actual quality of product.
- yes
- Sometimes, even when a customer is unreasonable, I need to have more patience and try to understand his point of view.
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- I can share any experience I've had with an ugly customer, where I dealt with patience and empathy and the result turned out to be very good and I was able to close the complaint.
- I would have meetings with the staff and encourage them, asking them to work for the organisation and not care about what anyone says. I would boost their morale by praising and celebrating small successes
- Humility, lack of ego. Humility is a strength not a humiliation. A humble leader is the most successful leader. Humility without loss of authority. Humility makes you attractive to workforce. We have to show up as honest, humble integral leaders.
- I am not sure about the solution to this problem. Please give me sometime to think, research and come back. Until then, I think I am sure you can follow your heart with sincere intentions.
- Have collaborative meetings, break silos and lead from their side, this will make them open up and come out with solutions. Even role play helps
- Appreciate it, thank him and praise him in front of others
- They have mistaken my softness to be my weakness. Seems like sometimes they don’t respect me. Sometimes they feel they don’t know who calls the shots
- Strength: good interpersonal skills, multitasker, motivational speaker. Weakness: non confrontational, not very assertive. Opportunity: undergo executive coaching to build assertiveness, gleac. Threats: being misunderstood as being a weak leader who cannot take strong decisions.
- Empower employees, collaborative leadership
- Have SMART objectives
- Expose ourselves to executive coaching and other international scenarios
- Build self confidence and reassurance by celebrating small successes
- Develop servant leadership
- Talk to employees one on one and understand their problems by putting ourselves in their shoes
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- I will share my experience in starting my school for which I had a big dream and a lofty vision. I had no funds; so I used to multitask i.e. swept the school as well as sat on a CEO chair. Employed the best in the market and never compromised on quality. It took sometime but people recognized quality and it paid off.
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- I would teach that predictable schedules give more stability to the workplace and employees ‘ work life balance. Otherwise we will have low performance
- Keeping an eye on the goal. Perseverance. Vision to achieve the mission. Passion. Grit
- Meet them together and try to understand what is troubling them and try to solve problems collaboratively
- Overcome my feelings and take ownership of the failure and try to solve it and move ahead
- Meet the star performer and try to offer him something that will make him stay. If that doesn’t work, move in and personally try to encourage others and pitch in myself to help complete the project
- Being a woman entrepreneur in the 90s belonging to a minority patriarchal community . I had to be persistent and keep following my vision and goal with passion. Without compromising on quality even if I had to initially face losses.
- The second one. Brian has started on a positive note, boosting employee morale and then keeping the problem in front of them and asking for a collaborative response
- Communication is the key to success. Lack of communication will lead to more under currents in an already hostile situation. It is better to have meetings to brainstorm and sort out differences
- Yes. You would definitely want to work under someone who would empathise
- One who is empathetic and who empowers with trust and respect. And one who recognises and appreciated
- Abrasive individuals who are not consistent in their Leadership and instructions. It’s when leaders don’t trust and respect and empower their employees. I try to avoid confrontation by intervening and taking ownership and trying to resolve conflict. By trying to make both sides understand
- Always remember to keep your ego aside. Take ownership for failure and give those under you credit for success. Empathise reason out and have discussions to come to solutions. Respect and trust
- Teach humility with servant leadership. Tell them never to put down anyone. The only time you look down on someone is when you are helping them up. Tell them about your experience of how you made it big with fewer resources
- Helps empathise with what a person actually requires. Defining and setting a process. Prototyping and testing help perfecting the product.
- The company can first do some research on customer needs. Then set a process to follow up with staff to see that those needs are met and there are people to implement the process.
- Teaching the 5 steps of design thinking is the best way. I could give an example of how I started the school. We first found out that people needed a school that provides value based education, since values were deteriorating in the society at large. Then we defined our mission, vision and purpose statement. Then went about setting processes and hiring people. Then we kept prototyping with different curricula. Then came to adopt the ultimate successful formula for a great school.
- Sherry is influencing her peers more because of her empathetic approach. And also her empowerment of the staff allowing them choice
- If you influence children through your confidence and optimism, they will be encouraged to learn
- Through my actions I showed them the power of servant leadership. Creating leaders instead of always trying to be a leader leading from the top. Take responsibility for failure and attribute success to them
- Try to mingle and work with them, breaking silos and trusting and empowering. Exuding confidence
- I would share a bad experience in which I judged someone before hearing him out completely or bothering to find out why he did what he did.
- It is always good to make sure your students have understood before making them do things . This is done by active listening
- Asma did not listen actively to what Nitin wanted. She was in a hurry to clinch a deal.
- I would listen, paraphrase, empathisie, calm them down and then give them rules for expected behaviour . I will explain that winning teamsbhappen when there is collaboration, trust, respect and team work
- Will try to explain that success cannot be gained by stepping on someone else’s.. I would break silos, get them out of the staff/gossip rooms and teach them to collaborate and work together
- I can demonstrate body language to teach it to others. Maybe make them talk and do the different body moves to see how they feel
- I try to understand their body language to realise how ready they are for a class. Are they tired physically maybe after PE or brain tired maybe after a math class.
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- A teacher should never be judgemental and try to empathise and find out the reason behind every kind of behaviour
- I would teach my trainees to look beyond appearances and judge an institution by the capacity of its people and not by their appearance
- Do a role play of a meeting when confidential matters are discussed. Then take them to a situation maybe in a canteen where people are gossiping and asking them about the confidential meeting. Make them use self control and practice it
- I can give examples of when I was looking for something and had my attention focused on just that thing and did not notice other more precious things around. In the same way the mind is created to focus on one thing. If we distract ourselves when we have to focus on one thing we will not be able to give our whole self to that thing. This is where milti tasking doesn’t work.
