All of us have hidden strengths that come forth when we are challenged or inspired. And at SoaringEagles we love to hear these stories of human endurance and ingenuity. Of dreams – big and small – becoming a reality.
Every month, we try to catch up with a woman entrepreneur or business leader for a quick chat to understand how they do, what they do!
This month, we spoke to Nirali Sanghi, Founder & Owner, Indiaparenting.com
Indiaparenting.com is India’s first and largest parenting site catering to the needs of parents across diverse geographies, culture, and language with nuanced content that is relevant to their local culture.
“I had a 5-month old baby; we did 18-hour days, and I couldn’t wait to get up the next day and start again.”
This is the sentence that sticks to mind from our conversation with Nirali!
Here’s the rest of the talk -
Nirali: Well, after I had my baby in 1998, like all new mums I went on the Internet to look for advice and information and saw a huge gap – there was no information that was India centric. All the biggest websites and forums were either US or UK based. Things like Indian baby names, information on mundan ceremonies, etc – things that are specific to our culture was just not discussed online.
So right off the bat, I knew that this is something that has enormous potential! By the time my baby was 5 months old, I had a team of 15 people working out of my bedroom - there were desks and laptops all around and a baby sleeping on the side. We launched the website in May 1999.
It was crazy, but also really great! We were doing everything in that one room; writing, designing, programming – you name it.
You have to remember this was the dot-com boom period and the website really took off very very fast. We even had an offer to sell it. We got funding in 2000, just before the huge dot-com crash!
Nirali: Well I have around nine years of experience in Banking and Marketing, so when it comes to approaching investors, I knew what I was doing.
At first, the idea was to use the funds to acquire other similar parenting sites and expand the business, but with the crash, the market was quite iffy, and in 2003 I decided to return the unused funds. Our investors had entrusted it to us and as we didn’t need the funds anymore; I was sure that returning them would unlock the investment for someone else, so we gave the investors their money back.
Our website was self-funded and making money. We didn’t need the extra funds, and it was the right thing to do.
We did a whole redesign and relaunched the website in 2008, and then the market crashed again in 2009!
Nirali: In the beginning, naturally the struggle to just get it off the ground was immense – there was no office, very few employees, I had to keep a tight rein on the cost because it was all coming out of my pocket and also it was all so new.
Plus, I have very strong opinions on what I like regarding content and style and managing a diverse team of creative people with different mindsets was something I had trouble with in the beginning.
What I find professionally challenging and also very exciting is to create new products and develop them from scratch – its all yours, like a baby. That’s what keeps me going really.
Of course, along the way, there were products and services that didn’t work very well – like an e-commerce venture for baby products. We realised that people are searching for specific information when they visit us, and the mindset was not receptive to pitch sales.
Nirali: I didn’t have any specific challenges being a woman.
Now things are a bit different, but at the start, we would go for meetings, and people would just look at the male employee, they just expected the guy to be senior, I guess (laughs). Men focus on men! All that has changed a fair bit now, so many more women in boardrooms now.
Nirali: We are the largest Indian parenting site! And the first, other sites came and went, but we are still here and growing. I couldn’t have done it without my outstanding team. We have 15 permanent employees now, and every single one of them is fantastic. I give them a completely free hand and no matter what the challenge – they just crack it! I know it sounds like a cliché, but we are like a family.
Nirali: Well actually I am getting several opportunities to speak at forums and conferences, and I thought I could use some help.
What I discovered is that I am part of the vast majority of average speakers (laughs) - we are not too bad, but not great either. So, the course really helped spike my confidence by correcting some important points – like dealing with negative situations or structuring the ppt.
What I really liked was how to make your presentation memorable – I never really thought in that direction, so that was quite refreshing.
Nirali: From my experience, its family support. Your husband, your children, and your extended family matter a great deal – they can either make the journey fun or make it harder.
As the digital world expands and fills up our homes, we are quite sure that Nirali and her team will continue to grow with it. We wish them continued success!
If you would like to share your entrepreneurial journey, then drop us a quick note or a comment below. We would love to hear from you.
2020 is coming to an end and what a year it’s been! The global pandemic has really challenged us in so many ways and it’s been hard for many of us to feel in control as the crisis just drags on. Our businesses have taken a hit but we know that there are many around us who have been hit even harder.
It’s natural then for many business leaders to feel guilty about the hard decisions they’ve had to take in terms of layoffs, closures and disruptions in service. A client of mine had to let go of a senior employee in the US and he knew this meant that the employee had to go back to his home country and his entire life would get disrupted. He was also worried that the employee would no longer have health cover to take care of the special needs of his child. A friend who is the CHRO of a large organisation was distraught when a young employee passed away due to COVID and he felt he couldn’t do anything to save her.
Guilt is an unsettling emotion to deal with. But it’s also a sign that you’re a conscientious leader. While there are many things that are out of your control, one way of dealing with this guilt when it hits you is to re-evaluate and improve the way you approach your employees and company, and demonstrate compassionate leadership in difficult circumstances.
Here are 5 ways in which you can do this:
If you have a small team, it’s possible for you to do so yourself. If you have a large employees base, put together small cross-functional teams to spread out and listen to the wider group. This will help you plan your initiatives better.
When you have no choice but to implement furloughs, reduced hours, or pay cuts, don’t delegate sharing the news to HR - it feels demoralizing, disrespectful, and lacks empathy. If you are responsible for the decision, it is you who should be sharing it. This sends a clear message to not just the people who are impacted but also the others around them and support the morale of the team.
If some of your decisions have gone wrong and negatively affected others, take remedial action as soon as you know or can and do it as publicly as possible. Acknowledge your mistake and then communicate new developments frequently and consistently. Decisions can go either r way based on the limited information that we operate on – you are not expected to be right all the time. But how you own up and make amends is what your team and customers are looking at.
Try and see what benefits can be retained even when someone goes on a furlough or pay cut. Help the ones who’ve been laid off to find new jobs. Provide career transition support wherever possible.
People respond to that. They connect with you and they trust you when you’re being the best version of you. Talk about how you balance your own personal and work commitments. Talk about your own challenges and encourage sharing of tips and resources for managing workload, scheduling and so on. You don’t have to have a stoic mask all the time. Let people know that you also struggle sometimes and that’s okay. That’s being human.
So, to sum it up, it’s understandable if you as a leader are struggling with guilty feelings as you see the disruptions and struggles that the Covid-19 crisis is causing your employees and colleagues, sometimes specifically as a result of your own actions. But if you reframe your feelings of guilt as an opportunity to consciously and thoughtfully make the best decisions possible, communicate clearly, and behave with compassion and concern for both your employees and yourself, then you can help steer their teams and organizations toward better times.
If you want to talk about this, just click on Request Consultation and pick a convenient time for discussion or send me a WhatsApp message using the button above.
Many times, when I bring up coaching with business leaders and owners, they react by saying that I’m doing well. I don’t think I need a coach.
To my mind, there are two possible reasons for this reaction – one, they are not aware about what real coaching is and its benefits, and two, they are not ready to have a hard look at themselves and see what’s not working. They may be afraid of what they might uncover and are happier just coasting along till they are forced to confront these issues.
I always make an effort to explain what real coaching is and how it’s different from having a mentor or guide or just reading self-help books. I also make it a point to share that coaching is not about solving problems. It is about unblocking the realisation of your potential. You can do and achieve much more than what you are doing currently just by getting out of your own way. A coach helps you get out of your own way and go after those big hairy audacious goals.
Ask yourself this
Having a coach is not a sign of weakness – it’s a sign of ambition, it’s a sign of hunger for bigger impact, it’s a sign of courage to work on oneself.
Go ahead, tell me you don’t need a coach…
Click on the Request Consultation button above for a discovery call.
To be truly listened to is an amazing experience, partly because it is so rare! When another person is totally with you – leaning in, interested in every word, eager to empathize – you feel seen and understood. When people feel that they are really being listened to, they open up more as they feel safe and secure and the trust between the parties grows.
Unfortunately, most people do not listen at a very deep level as they are preoccupied with the challenges of their fast-paced life. As a result, most conversations tend to skim on the surface.
The absence of real listening is especially prevalent at work. Under pressure to get the job done, we listen for the minimum of what we need to know so that we can move on to the next fire that needs fighting. So, what’s the consequence of this? Everyone is talking, no on is listening. As a result, employee engagement has become a serious issue in organisations today.
This is becoming a bigger problem in this COVID scenario as employees are dispersed and the conversations are very transactional and brief. Leaders seem to have become busier and more distracted in recent times.
How often are you as a leader distracted in a conversation or a meeting with your team? How often are you as a leader not psychologically present when you are virtually with your team? How often do you cancel, interrupt or shorten meetings with your people in favour of some other stakeholder, priority or task? How often do you make your people wait, ask, or even hope for your leadership? Ironically, now more than ever, leaders need to be deeply and continuously connected with their teams.
What your team needs right now is authentic and unequivocal leadership presence. So, turn off the noise in your head. Turn off the noise from your technology. Focus your mind and your time on the people you lead and they, in turn, will follow and support your leadership efforts.
Now, more than ever, it’s important to take the time to connect, to show that you care about your employees as people. Listening deeply will also help you understand what their challenges and expectations, and gives you a chance to share what your intentions and goals in a way that everyone can be aligned.
Listening is a skill that you can gain from training and practice. And who better to learn if from than coaches. Effective coaches tend to be gifted listeners and they hone their listening skills to reach a high level of proficiency. This enables us coaches to reach the inner recesses of your mind and help you get those deep insights.
In the book, Co-Active Coaching, Henry and Karen Kimsey-House explain the three levels of listening and how the art of listening can be cultivated.
Level 1 listening is an interaction where the primary focus of you as the listener is on your own thoughts, opinions, judgments, and feelings. You relate the words you hear to your own experiences or needs. For example, if we are buying a car, we will be listening at Level 1 to the salesperson to see how the car features will fit our needs and budget.
Level 2 listening takes the communication one step further. It involves paying attention to the tone of voice, body language and facial expressions. As you filter out your internal chatter and distractions from the environment, you are able to tune in to the meaning of the words, choose a way to respond, and assess the effect of the response on the speaker.
Level 3 listening brings an entirely new state of awareness to the conversation. It involves doing everything at Level 2, plus using your intuition and being open to receiving more information in any form that it presents itself. If you get a hunch, for example, while listening to someone, you could bring it up without being attached to it. Without insisting on being right, observe the effect it has on the speaker and be aware of where the conversation goes next.
For instance, you may say: “I understand that you are happy with the results, but I have a feeling that you have something else on your mind.” The response may be, “No, not really,” or “Yes, actually, I wanted to tell you about this issue that came up with our project.” It is irrelevant if you are right or wrong; what is important is the effect on the conversation.
So, there you have it – why it is important for you as a leader to hone your listening skills and how you can enhance your depth of listening. The art of listening takes time to develop, but it can be practiced daily. It builds trust and understanding and contributes significantly to your effectiveness as a leader.
If you want to discuss further, just schedule a complimentary consultation by clicking this link above.
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