Old wine, New Bottle
Has your mindset grown with age?
Old wine in a new bottle may be okay, but an old-school leader masquerading as a new-age guru can package BS like a present and destroy the future.
Before you pounce, I'd like to clarify that by old school, I mean in mind, not in terms of age. So you can have an old-school mindset, even if you are a 35-year-old manager, and a new-age attitude, even if you are 65.
So what is an old-school mindset?
An old-school mindset refers to a way of thinking and approach to a life characterized by traditional values, beliefs, and practices that were prevalent in the past (what's wrong with that?). Leaders with an old-school mindset tend to latch onto old-fashioned ideas and may resist change or new ways of doing things.
For example, could you remember when Cloud subscription was offered over traditional license sales? Many OEM's struggled simply because their sales staff thought it was a fad. They were happy "selling more licenses" than "saving money" for the customer.
Their internal conviction was up against a changing landscape. They were in unchartered territory. A new learning curve, or better still, unlearning the old curve. It made them nervous, which in turn, made them defensive. Their favorite line is, "I know; this is the only way to do it."
This mindset is reflected in customer engagements and internal business practices. Take hiring, for example. OSM (Old-school mindset) folks search for similar people like themselves, prefer the status quo, and hire those who are like them or were like them when they were in those roles years ago.
How do you spot OSMs?
They are master masqueraders. They can deceive you with the gift of the gab, a charming smile, or a gravitas-filled anecdote that sounds like a fact.
But it isn't a fact. As is the case with all masqueraders, they always leave a clue behind. So you should train your eyes and ears to pick on those tiny clues. Here are some examples:
Adapting to new technologies: OSMs who have been in the role for many years struggle to keep up with the latest technologies and digital trends; instead, they use words like "method," "tried and tested," and "stable" in their vocabulary.
Changing attitudes and values: New businesses attract a younger workforce with different perspectives and values, and OSMs struggle to connect with and motivate this demographic. "Spoilt for choices" and "grow-up" is often a term they use against them.
Babudom styles: The traditional hierarchical leadership style may not be as effective in a new business environment that values collaboration and flat organizational structures. The OSMs miss being the "boss" and the "Sirji's" that come along with it. They love their cabin; because only top Babus sit there.
So what happens when OSM leads modern businesses?
They screw it up. Yep. Straight and simple. The only trouble is that you don't see the impact in the short term. Sometimes initial successes boost the perception that the model/mindset is working. But the business landscape changes quicker than one can imagine. And before you can spot the choke point, there is an increasing customer churn.
In reality,the business declines while these OSMs move on to find yet another "host" to rest.
Here are some areas of business impact:
Lack of innovation: OSM resists change and new ideas, limiting an organization's ability to innovate and stay competitive in a rapidly changing business environment.
Missed opportunities: An OSM to leadership and management may lead to missed opportunities to explore new markets or technologies, resulting in less growth and profitability.
Difficulty attracting and retaining talent: next generation talent is reluctant to work with old-school mindsets. These businesses fail to attract and retain top talent, especially younger employees who value flexibility, innovation, and a forward-looking approach.
Ineffective use of resources: OSMs lead to inefficient use of resources because they infer old-school methods and approaches in the name of traditional practices.
Net net
Age has nothing to do with being progressive.
Tradition at the cost of innovation proves costly in the long run.
A progressive mindset is not a project but a way of life.
If you identify with any of the above, take a pause, reset and revisit your career, and adapt to the demands of the new business landscape to stay relevant, or else risk being found out, called out, and eventually fading out.