Generosity Spectrum

MANVINDER ARORA
SYBBA
Contents of the Presentation:

Introduction

Personalities

Approach

Importance

Adversaries

Tip for givers

Positives

Giver oriented culture

NO SPIRITUAL LIFE IS POSSIBLE, WITHOUT A
GENEROUS HEART.
Introduction:

 Generosity comes with an inner feeling of abundance, feeling

that we have enough to share.
 There are three pillars of success: motivation, ABILITY &
opportunity.
 The new pillar, which drives success is ‘Interaction with other
people’
 On the basis of styles of interaction, individuals are placed on a
spectrum.
Personalities:

 On the basis of Interaction with other people, Individuals are

divided in 4 categories on a spectrum.

GIVERS, SELF- PROTECTIVE GIVERS, MATCHERS, TAKERS.

 Givers , ones who keeps others interests over their own.
 Takers, self- centred individuals, trying to maximize their gain.
 Matchers, follow the ‘Tit-for-Tat’ approach.
 Self Protective Givers, generous, know to say ‘NO’
Approach of Personalities:

What you can do for

me?
What I can do for you?
Observation:
 Adam Grant’s research found that Agreeable people might not
be givers and vice versa.
 Often, the organisation has a workforce, which encompasses all
types of employees.
Importance of Giving:

 Givers are important, as they pick the slack for the team. Help
others to improve.
 A giver’s attitude leads to wins in today’s collaborative,
networked organizations
 Adam Grant’s research has found that an organization performs
better in every metric, when givers lead.
 Giving ensures Long – term growth & happiness.
Adversaries of Giving:

 Giving can turn out to be negative for the employee.

 Rewarded with more requests.
 Causes disengagement amongst the workforce.
 The employee is not helpful anymore, overwhelmed.
 Bad experiences & burnout most common.
Protect your time:

 Everyone can ask for something, doesn’t mean that it is

productive to respond.
 your YES should not be for everything!
 Whether your response is more valuable to others, less stressful
to you?
 Most effective contributors, know when to say NO
Positives of Generosity:

 Direct correlation between giving & happiness. (Dunn ET 18)

 Being generous promotes happiness for oneself.
 Top of the corporate ladder.
 Givers play a crucial role in accomplishment of organisational
goals.
Giver oriented culture:

An environment where givers can succeed, is the need of the hour.

 Protect givers from burnout.
 Encourage help-seeking.
 Keep wrong people out of your team.
 Emphasise on Contribution, than on competition.
 Change the way we define success.
Conclusion:

 Extend generosity to most of the people, most of the time.

 Stop being a pushover, when the other is a born taker.
 Adopt the practise of Generous tit for tat, when confronted.
 When Altruism is coupled with a dose of self care, you become
unstoppable!
 Balance between your priorities and generosity.
Bibliography:
 https://positivepsychology.com/adam-grant-give-and-take/
 https://calvinrosser.com/notes/give-and-take-adam-grant/
 https://hub.appirio.com/cloud-powered-blog-/are-you-too-
generous-with-your-time-at-work
 https://go.ted.com/Cyyd
Any questions?