Hello Reader,

Welcome to the first newsletter of 2025. We celebrated the new year on January 1, and then again on January 29. Before you know it, the first month is officially over and we are well and truly on our way to the rat race of 2025. Or should I say Snake Game, since it's the year of the Snake. I started my year thinking about commitment, and showing up when it counts. My little post on LinkedIn got a lot of reaction, which surprised me. Commitment, it seems, is a loaded word. If you missed it, you can read it here.

The bonds that we share with others are often intangible. Most of the time they do not follow the rules of logic. They defy expectations, and sometimes even definition. Think about it:

• Do we respect our elders because we love them, or because that's what we have been taught to do?
• Do we support our team members because we enjoy working with them, or because it's expected out of us?
• Do we follow our leaders because we believe in their vision and mission, or because it's part of our job description?

In other words, do we connect with people based on the role that they play in our lives, (Parent / Spouse / Colleague / Manager) or based on who they are, what we like about them, why we believe in them and how they make us feel? Are we committed to a cause, or to the people behind that cause?

When we lack personal connections, many of us do our work out of necessity rather than genuine engagement. This means we complete tasks simply because they need to be done. However, when personal relationships motivate us, we invest more in the outcomes, fostering a more productive and joyful environment. By nurturing these connections, we can cultivate a culture of commitment that inspires individuals to reach for greater heights.

Compliance is task driven. Commitment is culture driven.

Commitment vs. Compliance

Commitment vs. compliance, which is better? As a leader, I know my answer - I would much rather have an employee who is wholly committed to the mission, and goes above and beyond in the pursuit of that mission. But as an employee, and as an HR person, I see value in observing the formalities of the role, clarity in understanding what's expected out of me, and compliance to an agreed upon contract.

Would you trust someone who is committed to their profession, or who is compliant with the rules & regulations of their profession? Would your answer change based on their profession - say if they were a surgeon, a pilot, a firefighter, an actor, a hotelier, or an entrepreneur? We all have strong opinions about someone who is committed, someone who goes the extra mile, versus someone who ticks the box. But aren't some boxes important to tick?

If you would like to explore this topic further, click below to download our worksheet of the month.

One last thought...

I found this quote while researching compliance and commitment. And on face value it makes commitment seem more desirable than compliance. In the contrast between commitment and compliance, I feel compliance gets a bad rap. But where would we be without compliance to agreed upon rules and regulations? Think health and safety standards in myriad industries. It is compliance that helps us avoid bias, and not give in to our prejudices. If everything were driven by person-to-person connections, our lives would devolve into a constant tug of emotions, and influence peddling.

So, while I wholeheartedly believe in the sentiment expressed by Peter Senge, I would urge you not to underestimate compliance. It is the necessary weight that stabilizes the incredible highs and lows of the committed person.

I hope I have not muddied the waters too much. If this newsletter stirs up strong feelings about commitment and compliance, I say let's have a healthy debate. Join us in the conversation. Until next month.

Anjani