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Achieving excellence in organization

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Office Mahabharata

Dronacharya – The Mentor. The employee who doesn’t like working himself but is always ready to guide and train new joiners. Bhishma – The Loyal. The employee in a relatively senior position who happily assists the boss in spite of knowing his incompetence (because of some strange oath maybe) Dhritarashtra – The blind boss. He knows that everything is wrong with his project but will still let it function, without making any changes to the current processes Gandhari – The Yesmen/Women. Boss’s immediate juniors who know that they are a part of an evil plan but will stay blindfolded and pretend as if nothing is happening Yuddhisthira – The ethical guy. Poor chap would never fudge timesheets and call in sick only when he is dying Bheema – The angry resource. Always ready to pick up a fight with his peers, subordinates or even the bosses Arjuna – The cool dude. The star performer who also knows how to sell his skills. A natural charmer, very famous among the ladies Nakul & Sahdev – The good average resource. No one notices them. They keep doing their work and get average appraisals Duryodhana – The Bully. Knows how to get work done, by hook or by crook. Doesn’t mind threatening the likes of Nakul and Sahdev to get his work done. Karna – The unsung hero. The best performer in the office but never claims credit for his work. Stays an unsung hero for all his life. Girls take him for a snobbish nerd. Shakuni – The evil plotter. Copies management in every mail. Escalates every trivial issue, sometimes to take credits and sometimes purely for fun Dhristadyumna – The One inning wonder. The one who performs an extraordinary feat, and then basks in the glory of it for the rest of his life . Draupadi – The shared resource. Keeps hopping projects on boss’s advice Krishna – The Ultimate Boss (PM/CTO/CEO) who knows that it is his game while he makes everyone believe that they are playing important roles too How many Mahabharata characters like these have you seen in your office?

saurabhjain

saurabhjain

 

The Corporate language !!

Dear members, Sharing with you few examples of the corporate language of the so called corporate world we all are part of ...do share with us which is the one you most have been familiar with ????   The Corporate language !! "We will do it" means " You will do it"
"You have done a great job" means "More work to be given to you"
"We are working on it" means "We have not yet started working on the same"
"Tomorrow first thing in the morning" means "Its not getting done... At least not tomorrow !".
"After discussion we will decide - I am very open to views" means "I have already decided, I will tell you what to do"
"There was a slight mis communication" means "We had actually lied"
"Lets call a meeting and discuss" means "I have no time now, will talk later"
"We can always do it" means "We actually cannot do the same on time"
"We are on the right track but there needs to be a slight extension of the deadline" means "The project is screwed up, we cannot deliver on time."
"We had slight differences of opinion" means "We had actually fought"
"Make a list of the work that you do and let's see how I can help you" means "Anyway you have to find a way out no help from me"
"You should have told me earlier" means "Well even if you told me earlier that would have made hardly any difference!"
"We need to find out the real reason" means "Well I will tell you where your fault is"
"Well... family is important, your leave is always granted. Just ensure that the work is not affected" means "Well you know..."
"We are a team" means "I am not the only one to be blamed"
"That's actually a good question" means "I do not know anything about it"
"All the Best" means " You are in trouble"
  I am sure, you must be having some good or bad stories on our so called corporate language !!! Let's have some refreshing time .... Do share with us Best Regards Saurabh

saurabhjain

saurabhjain

 

Welcome to the Corporate World !!!!

Two guys were hiking through the jungle. When they saw a tiger about to pounce one of the guys immediately took a pair of NIKE shoes from his bag.   The other one asked.. " Do you really think these shoes are going to help you run faster than the tiger?"  He replied.. "I don't have to run faster than the tiger. All i have to do is just to run faster than you." If you are smiling at this, Then you are the right person..and at right place. Welcome to the Corporate World & in our Corporate cafe @ Management Wall !!!!

saurabhjain

saurabhjain

 

16 Management Quotes from The Top Managers in The World

“Innovation has nothing to do with how many R&D dollars you have. When Apple came up with the Mac, IBM was spending at least 100 times more on R&D. It’s not about money. It’s about the people you have, and how you’re led.” – Steve Jobs “The best executive is the one who has sense enough to pick good men to do what he wants done, and self-restraint to keep from meddling with them while they do it.” - Theodore Roosevelt “Focus on a few key objectives … I only have three things to do. I have to choose the right people, allocate the right number of dollars, and transmit ideas from one division to another with the speed of light. So I’m really in the business of being the gatekeeper and the transmitter of ideas.” - Jack Welch “What’s measured improves” -Peter F. Drucker “Hire people who are better than you are, then leave them to get on with it . . . ; Look for people who will aim for the remarkable, who will not settle for the routine.” - David Ogilvy “If you pick the right people and give them the opportunity to spread their wings—and put compensation as a carrier behind it—you almost don’t have to manage them.” – Jack Welch “Surround yourself with the best people you can find, delegate authority, and don’t interfere as long as the policy you’ve decided upon is being carried out.” - Ronald Reagan “Management is doing things right; leadership is doing the right things” - Peter F Drucker “Hiring people is an art, not a science, and resumes can’t tell you whether someone will fit into a company’s culture. When you realize you’ve made a mistake, you need to cut your losses and move on.” – Howard Schultz “Management is, above all, a practice where art, science, and craft meet” -Henry Mintzberg “The true measure of the value of any business leader and manager is performance.” - Brian Tracy ” A leader is the one who can outline the broad vision and the direction, and say here’s where we are going to go, here’s why we need to go there, and here’s how we are going to get there. A manager is the one who actually gets up under the hood and tunes the carburetor.” - Mike Huckabee “Good management is the art of making problems so interesting and their solutions so constructive that everyone wants to get to work and deal with them.” - Paul Hawken. “The conventional definition of management is getting work done through people, but real management is developing people through work.” - Agha Hasan Abedi “Good management consists in showing average people how to do the work of superior people.” – John Rockefeller “The Four Keys of Great Managers: (1) When selecting someone, they select for talent … not simply experience, intelligence or determination. (2) When setting expectations, they define the right outcomes … not the right steps. (3) When motivating someone, they focus on strengths … not on weaknesses. and (4) When developing someone, they help him find the right fit … not simply the next rung on the ladder.” -Marcus Buckingham Feel free to share your management gems in the comments section below!

saurabhjain

saurabhjain

 

A father’s will of 17 camels

A father left 17 camels as an asset for his three sons. When the father passed away, his sons opened up the will. The Will of the father stated that the eldest son should get half of 17 camels while the middle son should be given 1/3rd (one-third). The youngest son should be given 1/9th (one-ninth) of the 17 camels. As it is not possible to divide 17 into half or 17 by 3 or 17 by 9, three sons started to fight with each other. The three sons decided to go to a wise man. The wise man listened patiently about the Will. The wise man, after giving this thought, brought one camel of his own and added the same to 17. That increased the total to 18 camels.   Now, he started reading the deceased father’s will. Half of 18 = 9.  So he gave the eldest son 9 camels. 1/3rd of 18 = 6. So he gave the middle son 6 camels. 1/9th of 18 = 2. So he gave the youngest son 2 camels.   Now add this up: 9 plus 6 plus 2 is 17 and this leaves one camel, which the wise man took back.   MORAL: The attitude of negotiation and problem solving is to find the 18th camel i.e. the common ground. Once a person is able to find the common ground, the issue is resolved. It is difficult at times. However, to reach a solution, the first step is to believe that there is a solution. If we think that there is no solution, we won’t be able to reach any!

saurabhjain

saurabhjain

 

Treating Mistakes as Training

There’s the story of a top salesman who made a terrible mistake. He’d bought a vast amount of fruit. He thought it would be a bargain but had totally overestimated and his company was left with tons and tons of this rotting fruit. He arrived at his office the following day and started to tidy his papers, clearing his desk. He gets a call from his manager, “Could you pop up and see me?” she says. “Of course” he mumbles and slowly makes his way up the stairs to his boss’ office. As he enters the room he says “Look I know I got it wrong – I’m sorry – I’ve written my letter of resignation – here it is ” and puts it on the desk. His manager looks at the letter, rips it in half, rips it in half again and puts it in the bin. “You must be joking” she says smiling ” We’ve just spent £20,000 on your training – there’s no way you’re leaving until you’ve made that back for us.” 

saurabhjain

saurabhjain

 

What a Waste of Brainpower

Several years ago, I visited a manufacturing plant in Florida, which had the best quality and productivity metrics in its division. My client and I were there to learn what the facility was doing right so we could apply those management techniques at other facilities. As the plant manager took us on the tour, he pointed out an hourly employee working on his machine. “See Ted there?” the plant manager asked. “He’s been with us for more than twenty years, doing the same job year after year. You might not think Ted’s got much to offer, because he’s just a manufacturing worker. He has no interest in being promoted. He leaves work as soon as his shift is over. But Ted knows more about his machine and that manufacturing line than anyone. And when we initiated an exercise last year to make that line more efficient, Ted had the best ideas for how to improve things. Afterward, I bought him a cup of coffee and asked why he had never made those suggestions before. ‘Those college-educated production managers are so sure they have the answers, all they do is tell me what to do,’ Ted told me. ‘They never ask what I think.’” The plant manager shook his head. “What a waste of brainpower,” he said. Then he smiled. “Want to know my secret? It’s Ted, and the other eight hundred employees at this plant. If I respect Ted and listen to him, we’ll be successful.” Source: Left Behind by Alison Davis | The Conference Board Review, Fall 2009

saurabhjain

saurabhjain

 

The Importance of Self-Discipline

During the 1960s, psychologist Walter Mischel conducted “the marshmallow test” with four-year-olds in the preschool at Stanford University, to assess each preschooler’s ability to delay gratification. Each four-year-old was given one marshmallow. They were told that they could eat it immediately or, if they waited until the researcher returned in 20 minutes, they could have two marshmallows.   Some kids in the group just couldn’t wait. They gobbled down the marshmallow immediately. The rest struggled hard to resist eating it. They covered their eyes, talked to themselves, sang, played games, and even tried to go to sleep. The preschoolers who were able to wait were rewarded with two marshmallows when the researcher returned. Twelve to fourteen years later these same kids were reevaluated as teenagers.   The differences were astonishing. Those who had been able to control their impulses and delay gratification as four-year-olds, were more effective socially and personally. They had higher levels of assertiveness, self-confidence, trustworthiness, dependability, and ability to control stress. Their Scholastic Aptitude Test (SAT) scores were 210 points higher than the “instant gratification” group!   A key difference between successful people — leaders — and those who struggle to get by, is self-discipline. As Confucius wrote, “The nature of people is always the same; it is their habits that separate them.” Have you ever felt the same.. Do share your experience. Source: Deepening Our Discipline by Jim Clemmer

saurabhjain

saurabhjain

 

Decision taker V/S Decision makers

In an organization , this may always happen that you are not a decision taker, but remember you can always be a part of decision makers. The idea is to be part of game or starting a game by providing your insights and facts to decision takers... So for those who always think that decisions are not in our hands , I will suggest them to think with different perspective ....   happy Decision making !!!!

saurabhjain

saurabhjain

 

Is your organization ready for reverse mentoring ?

In a traditional mentoring , A senior colleague, having more experience and knowledge in the relevant field helps to guide less knowledgeable and less experience team member.This is the way we all are grown up and we always try to catch up with seniors offline as well as online for relevant guidance and counselling. A personal development program in an organization where a mentor is assigned to each of the employee who guides him in his initial career path in an organization. But today I am sharing with you a new and beautiful concept - "Reverse mentoring" - A reversal process where an entry-level, often tech-savvy employees the chance to school senior executives about business interests, such as trends in social media, consumer culture and unconventional methods to boost office morale. The practice continues to gain popularity as rapid advances in technology widen the generation gap in virtually every business. To put it simply, if you’re in your 40s or 50s and beyond, the 20-somethings are more technologically savvy than you are, and you can learn a lot from them. People love it when someone asks for their opinion or advice. When younger people feel that their knowledge and input is valued by senior management, they are motivated to do more and do it better. And senior managers can use their new knowledge to improve bottom-line results. Reverse mentoring lets junior employees see the larger corporate picture, giving them a glimpse of macro-level management issues. It also increases retention of Generation Y or Millennial employees. It increases multigenerational cooperation and reduces conflicts between age groups in the workplace. So is your organization ready for reverse mentoring or as a person are you ready to learn from your juniors ?

saurabhjain

saurabhjain

 

Great Ideas Bosses Never Hear - What to do when there are no takers?

How often do you have an idea that you want to tell your boss, or your boss's boss, or your boss's boss's boss, and actually say it?   And more important, if you do say it, how often do you feel the boss really listens? What would you recommend others to do when there are no takers to your ideas? Who owns the responsibilities - the employees, the bosses and the organization.? What practices would you recommend to streamline the process of communication, to structure things so that good ideas can flow from bottom to top and quickly become a reality.?   Please do add your suggestions/ comments/ feedback by replying to this post. Remember - You can make a difference !!!

saurabhjain

saurabhjain

 

Start networking to create a job (and stop networking to find a job).

Disruptive innovators approach networking in a unique way. They talk with people who don't look, think, or act like them to help spark a deeper understanding of jobs-to-be-done that currently aren't being done. They follow a "not like me" attitude when trying to get other's perspectives to identify the critical jobs-to-be-done. As a "job creator" you can approach networking this way too. When talking with people who are different from you, you're more likely to spark new ways of thinking about jobs-to-be-done or other ways your skills might be deployed. Set aside a lunch or dinner once a week to visit with people who see the world differently. Share your observations about important jobs-to-be-done and chat about how to do them better. Explore how the other person's background and experience might shape your initial ideas into something even better. After five to ten of these conversations, step back and look for trends and patterns. As with your observations of the world, look for surprises and unexpected angles that just might spur a new job creation angle. We at Management wall believe in Disruptive innovation and for same we invite you to be part of management wall journey to create new market & value network for your management profession.

saurabhjain

saurabhjain

 

Time Management "All of us don’t have time "

Most commonly heard and known by all of us. All of us are facing or had faced this problem in our life.   A young boy going school didn’t find time. A teenager going college do not have time. The working professional does not have time. The husband does not have time for his wife. The father does not have time for his children. A friend does not have time for another friend. All of us don’t have time for something. So the question which we should ask ourselves is where all the time is going. We just keep working and doing the thing expected from us without taking care about the most precious asset of a person “HIS TIME”. Have you ever heard Dr. A.P.J Abdul Kalam, Narayana Murthy., Azim Premji, or any success personalities complaining about the time management. They also have only 24 hours in a day as do we get.   Do they are born with special power or do they know some special formula or capability which we are missing.. The answer is big “NO”. They had learned everything here only and from the many things they had learned, one of the important things they had learned is HOW TO MAKE BEST USE OF THEIR TIME.   The only difference between them and us is the one which I can see is That they make sure that whatever time they spend show productive result rather than just working and ignoring the result. It takes a lot of courage to stop and turn around and see the result of the time and effort spend on a particular task and then to make it productive. So if you have a courage then stop turn back and compare time with your productive output. Analyze it and work to improve on the same. Finally then one day when you had done it, you will stop complaining about the time and will write such article in some forum. Have a Nice Time…

saurabhjain

saurabhjain

 

For all those employers who have everything under control - Why why why?

For all those employers who have everything under control - I have a question Why....   More than 30% believe they’ll be working someplace else inside of 12 months.
More than 40% don’t respect the person they report to.
More than 50% say they have different values than their employer.
More than 60% don’t feel their career goals are aligned with the plans their employers have for them.
More than 70% don’t feel appreciated or valued by their employer.
there can be a little variation in percentage numbers...and still they say - everything is under control
Probable reasons ?????? Employees who are challenged, engaged, valued, and rewarded (emotionally, intellectually & financially) rarely leave, and more importantly, they perform at very high levels. However if you miss any of these critical areas, it’s only a matter of time until they head for the elevator.     Do you agree???  

saurabhjain

saurabhjain

 

Up-skills practice - A Self-Management approach for your professional journey

In long race of professional journey, we intend to measure our performance and desire to get best outcomes. The focus is on results and we put our best efforts to achieve the same, however It is equally important to keep a consistent pace on up-skill activity. It is like keeping your tools pointed so that leverage upon the hard work you do can be taken for your performance.   Up skills refers to add on the current skills which keep us moving with assertiveness and aggressiveness. The question is - How should we up-skill ourselves? Sharing with you the four steps which we all must take care of and practice them with utmost sincerity.   External training / certifications / education - This can be self-nominated or it can be also provided by the organization you work for. Whatever be the case is, the important point is to make most of it and don't ever just do it for just sake of doing it. Give time and prepare for such training - Do the elementary homework before appearing in such trainings such that you are on the same tuning the very first minute of the opportunity provided to you.
Consistent Reading - The more you read the better you will be. It is the food that your brain needs - Reading newspapers, journals, magazines keeps you upfront with the latest innovations, practices in your industry. With consistent readings, the results can do wonders and one can start feeling a change in his/ her confidence within a month or so. In short consistent reading gives you the content.
Ask others - We all are surrounded by our friends and colleagues - Share / Express & Discuss the better ways of doing the same thing. Everyone will be free to give 10 seconds to you and it’s up to you how can you make most of it. Remember to help others too. This can be done with colleagues in your office, your friends, online communities, networks.
Reflect - Reflection is the key - Whatever you learn in above three steps - apply it. Try to bring them in practice. It can be in verbal communications, or it can be in your analysis activity. You can even write a blog of what you learnt today. This will give you chance to interact with others having similar interest. Without reflection, the learning are sure to fade. 
We are always sincere for the task we are given in office. On the other hand we have no other option else we might be fired, but when it comes to us, we seems to be lazy as we are the boss of our own and so no one will fire us. So the discipline in all above four steps with only come once you show same dedication as you show for the official task which you are paid for. In short it’s all about Self-management. Wish you long tern success in your professional journey! 

saurabhjain

saurabhjain

 

Basic sets of Questions for managers - Management Questions

Managers do not need answers to operate a successful business; they need questions. Answers can come from anyone, anytime, anywhere in the world - thanks to the benefit of all the electronic communication. Basic Questions For all managers in any situation at any time - start with basic question list What
Where
When?
Why?
Who?
How?
How Much/
What if?
These questions are universally applicable. If you ever in a situation where you need a question, or if you want to be certain all questions have been asked, just run down the list. This list also serves as a handy checklist when you need to make a quick decision. There is a lot more to asking a question then merely using an interrogative, but these words do cover the full managerial spectrum of interrogation. Based on what you expect to accomplish - there can also be a second list where you can add number of other questioning words and phrases such has which, is, could, would, do, can , will and so on... Do you use your own question list ??? We welcome your comments / thoughts on same.

saurabhjain

saurabhjain

 

The Leadership Vacuum Crisis

Everyday at work, we struggle with what seems like an insurmountable obstacle – a feeling of being handcuffed, a feeling of being victimized. There are no leaders worth their salt here, we say. We are not getting the proper direction! The leaders are just selfish, they look after their own interests…..and where does that leave us, we lament. Of course there is a leadership vacuum today – in business, in politics and in our personal lives. What are we going to do about it? As Superman said – “You’ve got to look inside; you can’t expect some leader to take you anywhere.” – Christopher Reeve, 17th April 1997. That’s the essence of “living leadership” daily. True leaders in everyday life accept leadership as a duty in daily behavior, and begin to break the shackles of this crisis. As a framework for change – let’s commit to one tenet of leadership dharma – “Minimum acceptable is no longer acceptable”! A variety of reasons make us settle for what is “mimimally acceptable” (I abhor that term!) so that we deem our obligations complete. Make a move from that. The only realistic result of minimally acceptable work (whether that is in your projects, in your product’s quality, in your behavior with your teams, peers and managers) is mediocrity. And mediocrity is a synonym for irrelevance. Most of us are striving for relevance in this turbulent world and it is an attribute of daily leadership. So, cast off the “normal” mode of working – even if you feel shackled by the “lack of leadership” out there – accept that responsibility yourself and start making the journey towards being exceptional. Here is a great technique leaders use to make a move from mediocrity: Own the outcome, not the task. This is all about keeping your eye on why you are executing a task – i.e. how does your task combine with the tasks of others and move the dial. As you embrace this, you will move from responsibility, accountability to true ownership – where you don’t stop at a task completion level; (minimally acceptable) but operate at the outcome level (leadership dharma level). Best Regards Saurabh 

saurabhjain

saurabhjain

 

5 Simple Ways to Save Money as a Young Professional

Sharing a few money saving tips with new college graduates starting their careers. This is the moment you’ve been waiting for. You’ve finally obtained your college degree, landed your dream job (or a job), and you’re officially part of the real world. Your high school teachers may have told you college was the real world, but now you’ve realized that is definitely not the case. As a young professional, you have much more to do than you did in high school or college. You have to worry about balancing your budget and creating an ample savings account. After all, your parents won’t always be there to save you on a rainy day. Creating good saving habits now will be immensely beneficial for your future. Here are some simple ways to save money on a daily basis. Take Your Lunch to Work This may seem like a daunting task. However, you will be surprised how much money you save by taking your lunch to work instead of eating out every day. Although it can be fun to go out with your co-workers for lunch, the weekly tab can be stressful on your wallet. For example, let’s say you eat a pretty modest lunch even at a chain like Mc Donalds . You will probably spend at least Rs 100 per meal. If you work 5 days a week, that adds up to Rs 1000 Instead, you could probably spend Rs 200 on a week’s supply of groceries. If you make yourself a sandwich every day, you will be saving additional close to Rs 800 a month! Plus, you’ll be saving your waistline from extraneous calories. That extra Rs 1000 - 2000 could be useful if your car needs repair on a random day! Investing 101: Diversify your Polio So, here is a way to increase your available cash flow: Investing a part of your salary. Of course, you need to decide how much you’d like to invest. Also, if you have any of those really successful friends in investment banking, now may be the time to invite them over for dinner or drinks. Here is a link that can help you get started, with basic tips on investing. Be a Sensible Socialite It can be really exciting to be a salaried employee. You always have a cash flow. Plus, every time you get a paycheck, you feel like you are being rewarded for your hard work! However, with great power comes great responsibility. It can be easy to spend your money on extravagant nights out on the town. It is important to spend your money wisely, and in moderation. Rather than spending Rs 5000 at a bar, invite your friends over to have drinks and hors d’oeuvres. Make it a potluck, where every person brings some sort of alcohol or appetizer. Even if you want to go out afterwards, you probably won’t spend even half the same amount as you would have without the pre-party! Plus, the pre-party will be fun, personal, and cheaper! Get Rid of Your Credit Cards Even rappers who make $50 million a year have become destitute after putting too many expenses on their credit cards. There’s no class in overspending. If you think you are likely to spend more than the available supply in your account, leave your credit cards at home! Or better yet, don’t have one. You may need one for emergencies, but if it is not necessary, just stick to using your debit card! Think Before You Buy So, practicing restraint may not be one of your strong suits. It is definitely not one of mine. However, exercising your critical thinking skills before making a purchase can help you save a lot of money. Every time you are considering a big purchase, write out a pros and cons list. How badly do you need the item? How often will you use it? Take a look at every store/outlet offering the item to find the best price. The more time you spend thinking about it, the less likely you are to buy unnecessary items! I would be happy to read feedback / suggestions. 

saurabhjain

saurabhjain

 

Hierarchy of systems for developing sustainable processes in your organizations/ business

In any organization , there is a system which produces the results and we people manage those already created system. The hierarchy is composed of four components for the same system -   The first one is - "How We do it Here"
The second is - "How We Recruit, Hire and Train People to do it Here"
The third is - "How We Manage it Here"
The Fourth is - "How We Change it Here"
And the "It" I am referring is the stated purpose of your organization/ business". So next time when you enter in you work space - do try to observe the system you are part of, and try to observe all the four components stated above with growth perspective of your organization. I would appreciate your observations and welcome them as a part of comments on this page. Best Regards Saurabh Jain

saurabhjain

saurabhjain

 

Let's take the Leadership resolution - Join the Self Management movement !

Our Leadership Dharma: We will strive to lead ourselves and others without regard to position or status and find fulfillment: (a) by embracing the duty of leadership as a daily behavior, (b.) by a sharp focus on core competence, and ( c) by an unflinching intensity on serving and fulfilling others, thereby achieving our purpose.   Our Leadership Resolve (Sankalpa):     We will focus on our core skills and values with a “mad” intensity.
We will always be partial to positive forward movement.
We will lead with H.E.A.T – by being Humble, Exceptional, Authentic & Transparent.
We will focus on execution and value the outcome and not the credit.
We will focus on clasping hands rather than wringing hands.
Everyday, we will BET on ourselves – Be Exceptional Today!

saurabhjain

saurabhjain

 

Overcoming Performance Stress -the one we all suffer from - at some point of our life

For a business to be healthy and sustainable , a lot depends on how effective is the correlation/chemistry in between its stakeholders viz customers suppliers ,employers, investors, bankers and many other indicators . The variation in performance of contributors in its value chain affects the variation in business performance. The same is applicable and can be seen as replica in our individual life.  Looking at a life of normal person say in late 20's or early 30's , he goes every day to his work station with an ambition to perform better from previous day and objective is to get a success in corporate journey. The organization you work for expects you to perform and deliver outputs which has to be done at an individual level and also at managerial level...and at times there will be a huge enormous pressure.  This is one part of the picture and where he spends 12 hours a day. Besides corporate world , The other look out is his family, social circle and his own individual space.  At family he is not only expected to be with them but also to spend time and fulfill all the leisure and responsible activities. Likes dislikes with your partner and if everything is not on track , start of stress building can be seen  Now he also need to be social creature and has to be part of all family functions programs with right status. The least he ever think of but the most important root for balance is individual space. and here he look to up skill him self and take decision of his life , such as job change , choosing a life partner, doing some fun , education / certification , knowledge up gradation and giving time for exercise or other health activities. This is applicable to all of us and we are expected to perform at par level in all dimensions of the life viz social ,corporate, family & personal space.We can outperform in one or two levels but some how we are compromising in other dimension of life..and so while trying to keep balance in all we are stressed and neither of the things improves. The so called stress that we feel in our daily life is performance stress and is such that we just keep ignoring it day by day. It is such that neither you perform nor there is a fun.  Give a halt to this reading and give a thought - Does this happens to you ? If answer is yes the question comes what can be done to over come performance stress. If answer is No , the challenge is to make sure that it never comes to you. In both the answers , we have to make us understand with due consideration the basic principle - we have to give equal weightage to all dimensions of life at same phase of time. Which includes our individual space. Give a break to your daily routine and start with individual space.  With individual space -We refer to visualize your life and give a thoughtful observation- how is your life going on ? How are you performing - What can be done to make you happy.. With such observations you get an opportunity to identify where you are and where you should be.... Start thinking in positive direction to move towards the actual position which you have just discovered to reduce the gap is the key and first barrier to over come the performance stress.  The said process either can be done with fresh air in morning. A 15 to 20 minutes morning walk with fresh oxygen can do wonders to your thought process. With individual space we develop the ability to mange other dimension of life effectively. This happens as we give time in understanding our priorities and giving due consideration to parameter which give us the satisfaction.   With development of such understanding - will not only give you the stress free space to live but also enrich you with positive energy to move ahead in flourishing in all dimensions of your life. Hope this reading will encourage you to take out some time for you and which will take you towards the road of stress free journey. With Best wishes Saurabh Jain

saurabhjain

saurabhjain

 

7 Rules for Email in the Office

Email has become the technology for intra-office communication. Four years into my career I’m finding that mastering this medium is vitally important for both productivity and perception management. An email faux paux is just as bad as bombing your elevator pitch; sometimes it is worse because it can be copied and forwarded as a digitally perfect reminder of your mistake. Email can cause productivity headaches as well. How many times have you spent valuable time cleaning your inbox rather than getting real work done? I propose these seven rules for better email in the office. 1. Walk, Meet or Call Before Emailing. Remember, communication did exist prior to the advent of email. Those old standbys like walking to someone’s desk, setting up a meeting, or calling them on the phone are still viable options. I think it works best when you have a real conversation with someone and then, if a record is needed, summarize the conversation in an email. Some of the worst email train-wrecks occur when trying to troubleshoot, negotiate or problem-solve via email. These conversations are not suited for a medium with a built-in time delay. 2. CC With Care There are no standards for email etiquette, but I can’t ignore the common practice of people filtering emails in which they are not in the TO: line. I live by this rule: if you expect someone to reply or take action, put them in the TO: line. If you put someone in the CC: line that means you need them to be aware of what is going on but don’t need them to do anything. To put it differently, don’t expect someone to take action if they are in the CC line. CC’ing with care also includes use of Reply All. Very bad things can happen when you use Reply All. I’ve seen it result in insulting comments about customers being sent to customers. This is pretty much the worst thing that can happen if you are in sales. For example: Sales guy sends support request to support guy and CCs the customer to let the customer know support is now handling the issue, support guy then Replys All with a comments like “oh no, not this idiot customer again”. Customer sees the reply and all hell breaks loose. Finally, be proactive in trimming the CC list. If an email eventually finds its way to you and you can actually fix it, send an email to the group letting them know that you are taking ownership of the issue and are reducing the CC list. If anyone really wants to stay in the loop, they’ll request it. Most will be happy to be relieved of the clutter in their inbox (especially executives). 3. Be Brief, Be Professional An email at work is not a blog post. It is not a Facebook message. And it is certainly not your pulpit. Your job is to pack the most message into as few words as possible. People get hundreds of messages a day, and they don’t want to read some rambling approximation of the issue at hand. They want facts and they want clear, articulate responses. Lists and bullets are better than giant bricks of text. Here are some suggested formats: Project status - where we’ve been - where we’re we are today - where we’re going Problem - symptom - possible cause(s) - fixes tried so far - next steps 4. Ask Yourself, “Am I Forgetting Anyone?” Messages have senders and receivers. Your message will fail if you don’t include all the appropriate recipients. Failing to do this can result in people being blindsided or sometimes having their feelings hurt; people can get that left-out feeling. Also, you may be stepping on someone’s toes. You may be doing their job and they might not like that. 5. Let Someone Else Handle It Don’t be over-eager. If you know someone else in the email chain can handle the problem and is likely to be pro-active, don’t beat them to the punch. Let them reply. Whatever you do, don’t add to the problem by sending a message saying “I think Bob will reply, so let’s wait for his answer”. We need to fight the collective ADD that is sweeping the nation. Just wait a few moments and let the other players make their contribution. 6. Avoid Attachments One of the biggest annoyances of corporate email is the size limitation on your inbox. I swear, they all seem to be less than Gmail. You don’t want to be the person who put someone else over their size limit, so take measures to avoid or at least minimize attachments. You can post documents to servers and then send links to them, or you can zip files before you attach them. You could also just announce the presence of a document and instruct recipients to email you if they want a copy. 7. Keep Your Signature Short If your signature is longer than most of your messages, you have a problem. Here’s the basic format I recommend: Name Company, Title Phone Legal Disclaimer (only if absolutely required) It would be a pleasure to hear from you on the above rules..Your comments / suggestions will be highly appreciated. Regards Saurabh Jain

saurabhjain

saurabhjain

 

Start asking the right questions (and stop asking the wrong ones).

Asking questions can create patterns of activity that compound daily into solutions, for better and for worse. Instead of asking "What job can I find today?" what if you asked, "What kind of job can I create today?" The slight twist of one word, from find to create, might hold the key to more helpful answers.   To guide your job search, try a simple exercise we call "questionstorming." Take four minutes a day to write down nothing but questions about your job search. Doing this consistently for thirty days will take you down new paths as your questions change and your patterns of action follow. For example, an executive in his mid-thirties and in a career transition began by asking "How can I make a bucket of money?" Over time, that question changed to "What will make me happy for the long term?" Which then changed to "How do I create something for the long term?" As a result, he's moved into different kinds of job interviews, landing one with a big multinational company that otherwise would never have happened had he not changed his question.   The methodology does not end with your job search , It is equally applicable in all the processes we are part of ....Job search can be one.   Remember Knowledge is having right answer, Intelligence is asking the right question. We welcome you on management wall!! Regards Saurabh

saurabhjain

saurabhjain

 

12 Rules for Self-Management

Management is not just for managers, just as leadership is not just for leaders. We all manage, and we all lead; these are not actions reserved for only those people who happen to hold these “positions” in a company. I personally think of management and leadership as callings, and we all get these callings to manage and lead at different times, and to different degrees. Considered another way, I believe we can all learn to be more self-governing through the disciplines of great management and great leadership; these are concepts that can give us wonderful tenets to live and work by. For instance, these are what I’ve come to think of as Twelve Rules for Self-Management. Show me a business where everyone lives and works by self-managing, and I’ll bet it’s a business destined for greatness. 1. Live by your values, whatever they are. You confuse people when you don’t, because they can’t predict how you’ll behave. 2. Speak up! No one can “hear” what you’re thinking without you be willing to stand up for it. Mind-reading is something most people can’t do. 3. Honor your own good word, and keep the promises you make. If not, people eventually stop believing most of what you say, and your words will no longer work for you. 4. When you ask for more responsibility, expect to be held fully accountable. This is what seizing ownership of something is all about; it’s usually an all or nothing kind of thing, and so you’ve got to treat it that way. 5. Don’t expect people to trust you if you aren’t willing to be trustworthy for them first and foremost. Trust is an outcome of fulfilled expectations. 6. Be more productive by creating good habits and rejecting bad ones. Good habits corral your energies into a momentum-building rhythm for you; bad habits sap your energies and drain you. 7. Have a good work ethic, for it seems to be getting rare today. Curious, for those “old-fashioned” values like dependability, timeliness, professionalism and diligence are prized more than ever before. Be action-oriented. Seek to make things work. Be willing to do what it takes. 8. Be interesting. Read voraciously, and listen to learn, then teach and share everything you know. No one owes you their attention; you have to earn it and keep attracting it. 9. Be nice. Be courteous, polite and respectful. Be considerate. Manners still count for an awful lot in life, and thank goodness they do. 10. Be self-disciplined. That’s what adults are supposed to “grow up” to be. 11. Don’t be a victim or a martyr. You always have a choice, so don’t shy from it: Choose and choose without regret. Look forward and be enthusiastic. 12. Keep healthy and take care of yourself. Exercise your mind, body and spirit so you can be someone people count on, and so you can live expansively and with abundance. Managers will tell you that they don’t really need to manage people who live by these rules; instead, they can devote their attentions to managing the businesses in which they all thrive. Chances are it will also be a place where great leaders are found. I welcome your thoughts Regards Saurabh

saurabhjain

saurabhjain

 

Key Truths For Being An Outstanding Manager

While there are numerous books, courses, and online trainings for improving your managerial skills, seldom do they address the psychological underbelly of wise and wonderful management. That’s understandable since they aren’t created by people with a psychological background.  But over the past many years we’ve seen how understanding and incorporating the following psychological truths have enabled good managers to become great:  1 - Everyone Knows How To Follow  Everyone was once a small child whose very existence depended on following their parents or other caretakers. So the act of following is built into each and every one of us. And while some chronological adults rebel against managerial leadership in an unconscious carryover from their youth, the vast majority of people welcome clear, supportive leadership they can readily follow.  2 - Your Followers Want You To Exhibit Strong Leadership  When a manager can be counted on to provide clear directions, clear expectations, clear rewards and clear critique in response to outcomes, s/he can provide a confident-making platform for everyone on the team. Being nice, wishy washy, or distracted by the company’s internal politics raises grave concerns for the future of the team’s project as well as anxiety about management’s missing guidance about current expectations. 3 - Your Team Wants You To Lead Not Rely On Their Opinion While team input and collaboration are extremely important and invaluable, all too often managers abdicate their leadership role in favor of “consulting” with people on the team to try to handle dicey hiring problems, team restructuring, or other insecurities that are not the business of that manager’s team members.  4 - Forget About Being A Buddy  Some managers, uncomfortable with their senior status and leadership role, believe that becoming friends and buddies with their team members will empower those who report to them. Actually, nothing is further from the truth. Role confusion makes for team members’ job confusion which creates organizational confusion.  5 - Trying Too Hard To Save An Employee Endangers Your Whole Team  Well meaning managers can often get caught up in trying to rescue a team member whose behavior and/or output is insufficient, incorrect, or injurious to the well being of the team. They may have recruited and/or hired this individual. They may have had great hopes for this person’s career and it’s now a blow to their sense of competence to have to concede that the person needs to be let go. But letting go must become a must-do in order to protect the well being of the other team members and the team’s output.  6 - Big Visions Do Not Make For Wise Guidance  Your team needs wise and caring guidance for execution of your project vision, whatever it is. Merely providing a big vision leaves everyone scrambling to guess at what is expected, demoralizing and rendering insecure what might otherwise be an excellent team. Remember, everyone knows how to follow. Give them clear, empowering guidelines and most people will knock themselves out to produce what you want from them.  While there are certainly many other psychological truths about excellent management, these six will get you started thinking about what’s most wanted and expected of you from your followers—who by and large want to please and impress you. What other psychologically-oriented qualities do you think are essential? (Photo: Business meetings eventspaceportland/Flickr)   Author/ Source Judith Sherven, PhD and her husband Jim Sniechowski, PhD 

saurabhjain

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