An intrapreneur is an employee which is usually assigned to innovative projects that can impact the company’s future success. As such, the intrapreneur is an employee that acts like an entrepreneur within the organization. While the intrapreneur has access to the resources of the organization, he/she does not bear the risks connected to it.
Now, let’s go through a few thoughts to ponder upon before you delve deeper into the thoughts we have shared in the different chapters of this book. Our discussions, suggestions, recommendations will be focused around the thought process reflected in these situations.
If you can relate to these pointers, this book is for you. If you cannot, this is definitely for you.
An intrapreneur is an employee which is usually assigned to innovative projects that can impact the company’s future success. As such, the intrapreneur is an employee that acts like an entrepreneur within the organization. While the intrapreneur has access to the resources of the organization, he/she does not bear the risks connected to it.
Now, let’s go through a few thoughts to ponder upon before you delve deeper into the thoughts we have shared in the different chapters of this book. Our discussions, suggestions, recommendations will be focused around the thought process reflected in these situations.
If you can relate to these pointers, this book is for you. If you cannot, this is definitely for you.
It’s YOU who needs to learn and adapt, not your team members
Let’s say – you are a team lead on paper, but are not able to grow your team. It’s been 5 years, but you still have 4 people, none of them more than a year experienced. What will you say about this situation?
What are the next steps?
Usually the first response people have is – this is not my fault. I have been trying new things each and every time. What can I do if people don’t like the work or the company?
Have you considered the possibility that they are leaving your team and not the company?
Is it possible that they just want to leave you?
What we want to convey is that it is imperative to self-introspect.
The first and foremost step should be to recognize that – could this be your fault? It is very much possible that your team isn’t growing because they are not getting enough opportunities (you are not doing enough!).
OR
Another possibility is that everyone does like you – but not the workplace in general and in this case, they might believe that you are also just stuck here.
What to do in this situation?
‘’Take charge’’.
Talk to your team to know the truth. Talk to other teams that have been able to grow in numbers. Read about how to quickly grow your team.
All these pointers come from what we have understood falls under the “FIRST PRINCIPLE THINKING”. Now – what is first principle thinking? A 2-liner meaning to help you be on the same page: Getting to the root cause of the problem, rather than solving it at a surface level. Once you have got to the root cause, again try to find its root cause. If you are not able to actually get to the depth of it, you can try solving all the challenges you have figured out.
So,
Your people are ‘your team’, not you.
You don’t define your team, ‘your people’ do. Team is what it is,
WHEN YOU ARE NOT THERE.