How Overcoming One Insecurity Changed My Life — And Created Hundreds of Jobs

Years ago, I was in a review meeting with my COO.

The manufacturing team was present, my project leader was beside me — and every question the COO asked, I answered.

In that moment, a thought struck me:

“Why am I answering when my project leader can? If he can handle it, why am I here?”

That single thought triggered another — a fear.

“If he can do everything, maybe I won’t be needed anymore.”

That’s when I realized how silently insecurity had taken control of me — shaping my decisions, limiting my growth.

When I returned to office, I did something that surprised everyone —

I called my managers and said,

“From tomorrow, I’m delegating 100%. You all take charge.”

They were shocked. But I was clear.

That one act of trust changed everything.

Within months, our team created a government hospital computerization project — starting with 1 pilot, expanding to 12 hospitals, growing from a small IT setup to 150+ people employed, and delivering services that made everyone — from hospitals to our team — proud.

By going beyond insecurity, I discovered something profound:

When you trust others and let go of fear, new possibilities emerge.

Seeing that transformation in myself and others, I realized that many professionals and entrepreneurs live under the same invisible ceiling — trapped in their own doubts, not their potential.

That’s what inspired me to become a Life Coach, and later an Organization Development Consultant —

to help people and organizations go beyond limitations, discover purpose, and create growth with harmony.

Today, my work is about one thing:

Empowering business owners and professionals to achieve growth with purpose and harmony.

If you’re ready to explore what’s truly possible beyond your current limits — let’s connect. ✨

#Leadership #Transformation #Purpose #Growth #Coaching #Mindset #Delegation #BusinessGrowth #Inspiration #AnilBahl #ELC

Doing Work vs. Doing Work with Accountability

 

Most people do their work.

Few truly own their work.

There’s a big difference between the two 

 Doing Work

Means finishing what’s assigned.

The focus is on completing tasks and following instructions.

Once done, it’s off your list.

 Doing Work with Accountability

Means taking ownership of the result.

You care about the outcome — not just the activity.

You follow through, ensure impact, and solve challenges that come your way.

 Doing work ends when the task is completed.

 Doing work with accountability ends only when the purpose is fulfilled.

If every person in an organization shifts from task orientation to accountability orientation,

growth becomes inevitable — for both the individual and the business.

 What does “taking accountability” mean to you in your work or team?

#Leadership #Accountability #Ownership #GrowthMindset #OrganizationalDevelopment #Coaching #ELC #AnilBahl

🌱 When Everything Was Falling Apart — We Chose to Create

Years ago, I was heading IT operations at a manufacturing company.

Things were going well — until one day, a rumor spread: the company was shutting down.

Soon, my team of five walked into my office, anxious and uncertain.

“Sir, we’ve heard the company is closing. What should we do?”

I paused for a moment and said,

“We have two choices.

1️⃣ Look for jobs elsewhere — we’ll all find one easily.

2️⃣ Or… create something so valuable here that management won’t let us go.”

For a moment, there was silence. Then, something shifted.

Their faces lit up. Without even consulting their families, they said — “We’re in.”

That single decision changed everything.

________________________________________

💡 From Uncertainty to Creation

We started small. We visited another group company and began listening to one department about their challenges.

No selling, just listening.

“What if we solve all your software problems?” I asked.

They smiled — “That would be amazing.”

Within a month, we implemented a solution that worked.

Soon after, the director called me.

“You did this? Excellent. Can you do it for another department?”

“Yes.”

“Then go ahead.”

We completed that too.

Then came the next call:

“Can you implement this at our other factory units?”

“Yes,” I said, “but we’ll need to provide support there — we’ll charge for it.”

“Go ahead,” he said.

That was our first billing, born not from security but from courage.

________________________________________

🌿 The Birth of Something New

By the time the original company officially closed, we weren’t employees anymore.

We had built something of our own.

Our team had grown from 5 to 15 members.

We were now handling IT operations across five manufacturing units of the group.

We didn’t lose our jobs.

We created our destiny.

________________________________________

💫 The Lesson That Changed My Life

That experience taught me something I’ll never forget:

When you move beyond fear and choose creation over resignation — possibilities unfold.

Courage isn’t the absence of fear; it’s the decision to act despite it.

Every closed door hides a new opening — but only for those willing to take the first step.

We didn’t wait for opportunity. We created it.

And that made all the difference.

________________________________________

What about you?

💭 When faced with uncertainty — do you choose security or creation?

#Leadership #Transformation #GrowthMindset #Innovation #Courage #Resilience #ELC #CoachingForLeaders #Inspiration #AnilBahl

🔑 Leadership Truth: Business ≠ Personal

 A CMD, CEO, or Business Leader carries one ultimate duty:

👉 The health, growth & sustainability of the organisation.

If personal relationships start dictating business decisions, accountability collapses.

💡 Roles exist for a reason. Each leader has a different function.

📌 Mixing personal with professional = risk to the entire organisation.

True leadership means:

✅ Keeping personal ties out of business decisions

✅ Standing by accountability, not bias

✅ Choosing what’s right for the organisation, always

Strong businesses are built when leaders act as professionals first, relatives/friends later.

#Leadership #BusinessGrowth #Accountabilty #FutureReady #ELC #AnilBahl

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Coaching as a Leadership Tool

 

Leadership isn’t about having all the answers.

It’s about asking the right questions and creating space for discovery.

In coaching conversations, we help leaders move from:

❌ Self-doubt

✅ To aligned actions and clarity

❌ Fear of feedback

✅ To owning their presence and power

Coaching isn't just support—it's a catalyst for transformation.

#Coaching #LeadershipDevelopment #Transformation #GrowthMindset #elc #anilbahl

The Leadership Art of Asking the Right Questions

 

When was the last time you asked a stakeholder:

👉 “How does this challenge impact your daily work?”

👉 “What ripple effect is it having on your team or family?”

Strong leaders don’t just offer solutions.

They ask powerful questions and listen deeply.

That’s how trust is built and transformation begins.

#DeepListening #LeadershipDevelopment #StakeholderEngagement #CoachingMindset #elc #anilbahl

Value is the New Currency of Business Relationships

Here’s one truth that changes everything:

💬 People don’t work with you because of who you are.

They work with you because of the *value you bring*.

✅ Understand what truly matters to them

✅ Focus on solving real challenges

✅ Acknowledge and deliver value consistently

When you do that, relationships evolve—and results follow.

#BusinessGrowth #ProfessionalBranding #ClientSuccess #ValueCreation #elc #anilbahl

The Real Shift: From Defensive to Value Creator

Many professionals operate from a defensive mindset:

* "Will they like me?"

* "Am I being judged?"

But here’s the shift:

👉 Stakeholders care more about value than personality.

The shift?

From: “I hope I don’t mess up.”

To: “How can I help solve a real challenge for them?”

Making this shift changes how people respond—and how you lead.

#ExecutivePresence #Leadership #StakeholderEngagement #ValueCreation #elc #anilbahl

Influence is a Choice – Stay Grounded Amid Distractions

 

Distractions during presentations are common—especially when the pressure’s high.

But here’s a key leadership reminder:

🎯 Influence is a choice. Focus is your responsibility.

What helps:

* Maintain presence with your audience

* Take a brief pause to gather your thoughts

* Anchor yourself in your purpose—not in the reactions of the group

Great leaders don’t react to energy in the room—they lead it.

#Leadership #Focus #PerformanceUnderPressure #ExecutivePresence #elc #anilbahl

Driving High Performance in Organizations: The Key to Success

Organizational performance is more than just a set of metrics—it’s the result of a culture of accountability, collaboration, and continuous improvement. High performance enables businesses to thrive, stay competitive, and achieve long-term growth.

So, what drives high performance within an organization?

Key Factors Influencing Performance:

1. Clear Goals and Expectations: High-performing teams and organizations set clear, measurable goals. When everyone understands what’s expected, they can focus their efforts on achieving shared objectives.
2. Effective Leadership: Strong leadership provides direction, inspiration, and support. Leaders must empower their teams, provide regular feedback, and ensure alignment between individual and organizational goals.
3. Employee Engagement: Engaged employees are more productive, committed, and innovative. Creating a work environment where employees feel valued and connected to the organization’s mission boosts their performance.
4. Collaborative Culture: A culture of collaboration fosters creativity, problem-solving, and mutual support. Teams that work together effectively can achieve more than individuals working in silos.
5. Continuous Learning and Development: High performance is linked to continuous growth. Providing opportunities for employees to learn and develop new skills helps them stay motivated and enhances overall productivity.
6. Recognition and Reward: Recognizing and rewarding high performance is essential to maintaining motivation. When employees know their contributions are valued, they are more likely to continue performing at a high level.
7. Data-Driven Decisions: Using data to inform decisions helps identify areas for improvement, track progress, and measure performance accurately. Data allows organizations to make informed, objective decisions that drive success.

How to Enhance Organizational Performance:

1. Set Clear, Achievable Goals: Ensure that everyone understands how their work contributes to the broader organizational objectives. Break down larger goals into manageable, actionable steps.
2. Foster a Culture of Accountability: Promote a culture where team members take ownership of their responsibilities and outcomes. Hold individuals accountable, but also support them in achieving their goals.
3. Invest in Leadership Development: Equip your leadership team with the skills to inspire, motivate, and guide their teams toward high performance. A strong leadership pipeline ensures that your organization continues to perform well in the long term.
4. Promote Collaboration Across Teams: Encourage cross-functional collaboration by creating opportunities for teams to work together on common projects. Diverse perspectives often lead to innovative solutions.
5. Provide Continuous Learning Opportunities: Offer training programs, workshops, and resources that allow employees to continuously improve their skills and knowledge.
6. Recognize and Celebrate Successes: Acknowledge both individual and team achievements. Regular recognition boosts morale, encourages a sense of pride, and motivates employees to maintain high performance.
7. Use Performance Metrics Wisely: Implement clear and relevant performance metrics to track progress. Use data not just to measure performance but to identify areas of improvement and celebrate successes.

High performance doesn’t happen by accident—it’s built through effective leadership, clear goals, collaboration, and continuous learning. By focusing on these key factors, organizations can drive sustainable success and achieve their full potential. How do you ensure high performance in your organization?

#HighPerformance #Leadership #OrganizationalGrowth #EmployeeEngagement #Teamwork #ContinuousImprovement #BusinessSuccess #CultureOfExcellence  #AnilBahl #ELC