tag:blogger.com,1999:blog-77060078564013908442024-02-07T19:20:25.783+05:30Saikat Saha's BlogAn innocent attempt to ideate on HR, life & beyond....Saikat Sahahttp://www.blogger.com/profile/14268782126370617825noreply@blogger.comBlogger226125tag:blogger.com,1999:blog-7706007856401390844.post-51729554249769003752014-08-24T01:06:00.002+05:302014-08-24T13:28:07.257+05:30My innocent learning from TEDx IIM Calcutta!<div dir="ltr" style="text-align: left;" trbidi="on">
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"Quit the 'Rat Race' as at the end of the rat race there are either 'Winner Rats' or 'Looser Rats' but they all remain as 'Rats'. You are 'Human' and you deserve much better"-<a href="https://twitter.com/pratikpoddar">Pratik Poddar</a><br />
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Pratik who was one of the inspiring speakers during the TEDxIIMC, encapsulated the genesis of an entrepreneurial dream in a well articulated manner. Found honesty and refreshing unpretentiousness in his talk where he spoke about his learning as an Entrepreneur & a mentor to many budding entrepreneurs.<br />
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While his talk was not essentially about the theme 'Entrepreneurial Innovation' but it did serve the purpose of getting the 'Entrepreneurial' bit right in a riveting manner.<br />
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His focus on 'Happiness' as one of the key qualities for Entrepreneurial Success did strike a chord with me. It was a befitting end of an interesting day when he said "No one has created anything beautiful by being 'Unhappy' ".<br />
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Blame it on the effect of recency or maybe genuine connect, this last talk from Pratik made a lot of sense to me.<br />
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The start of the event was equally inspiring or rather quite moving. Fahim Vora, the co-founder of <a href="https://twitter.com/bethelocal">'Be the Local Tours'</a> spoke about the transformational employment opportunities he brought into one of the largest slums in Asia called '<a href="http://en.wikipedia.org/wiki/Dharavi">Dharavi</a>' through his visionary idea of offering tourists across the globe an inside view of the world within Dharavi which is beyond poverty or dirt or disease; its about the fascinating world within Dharavi where its residents have created opportunities of multiple small but sustainable industries.<br />
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Fahim has failed his B Com exam multiple times but these failures are small due to the scale of his vision. I am sure he would clear his B Com exam this year and I am much surer that he alongwith his partner Tauseef would also actualize their dream of providing jobs to the students of Dharavi to support their education while bringing the inside view of Dharavi to the world with a positive perceptual change.<br />
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Please watch this <a href="https://www.youtube.com/watch?v=5dQv-4g-dR4">fabulous video</a> powered by Intel or rather powered by Fahim & Tauseef :-)<br />
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<a href="http://in.linkedin.com/in/sumitgandhi">Sumit Gandhi</a> was definitely the most 'impressive' of all speakers in terms of his oratorical skills & showed how 'technology' & 'heart' can juxtapose in perfect sync complimenting each other.<br />
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Sumit left his well paying job from one of the world's most admired companies & forged ahead in his vision of creating hundreds of white collared chat based BPO jobs for Hearing Impaired people through the simple technology of 'SMS' & a typing course certified from an University of Global Repute.<br />
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Sumit with his empowering vision spoke about the 'Thinking inside the box' theory as against the popular 'Thinking out of the box'. He emphasized that no matter how occupied the box is, there is always scope for more. Just a little more space...just a little more 'heart'...a little more contextual use of 'technology'...<br />
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Krutika Karat, the founder of <a href="https://twitter.com/OoWomaniya">Oo Womaniya</a> was the only woman entrepreneur in the event who brought up a 'seemingly' uncomfortable topic by conservative standards on Women Health & Wellness in the most convincing & relevant manner.<br />
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Krutika spoke about her personal experience which further motivated her to architect an online network on Women's health & wellness which empowers women to access credible information on emotional & physical well being. Definitely the most persuasive yet effortless talk that urged women to be absolutely uninhibited in their pursuit of well being they truly deserve and urged the men like me to be more supportive towards our women friends than ever before.<br />
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Indeed a great day infused with inspiring thoughts. I wish all these inspiring speakers paramount success in their endeavor. <br />
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PS: We also watched the awe inspiring pre recorded TED videos of <a href="http://www.ted.com/talks/sugata_mitra_build_a_school_in_the_cloud">Sugata Mitra</a>, <a href="http://www.ted.com/talks/arvind_gupta_turning_trash_into_toys_for_learning">Arvind Gupta</a>,<a href="http://www.ted.com/talks/pamela_meyer_how_to_spot_a_liar"> Pamela Meyer</a> & <a href="http://www.ted.com/talks/apollo_robbins_the_art_of_misdirection">Apollo Robbins</a><br />
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Saikat Sahahttp://www.blogger.com/profile/14268782126370617825noreply@blogger.com0tag:blogger.com,1999:blog-7706007856401390844.post-40864105171520757272014-06-16T00:38:00.001+05:302014-06-17T00:08:52.181+05:30The Blue Tie & The Scarf<div dir="ltr" style="text-align: left;" trbidi="on">
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<span style="font-family: Georgia, Times New Roman, serif;">Someone recently asked me about my innocent thoughts on identifying, developing and nurturing high potential talent. This led me to think about the reward & recognition in my school days at 'Delhi Public School R K Puram' from where I passed out 10 years back.</span></div>
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<span style="font-family: Georgia, Times New Roman, serif;">Every student who passed their academic year with 80% & above were awarded a scholar badge which they could proudly display on their green colored school blazer. Winning 3 scholar badges or more meant we did not have to go to our parents to ask for a blazer as the school awarded us with a Blue Blazer. Few more years of academic excellence meant a Blue Tie and then came Gold Medal.</span></div>
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<span style="font-family: Georgia, Times New Roman, serif;">Going by the above Reward & Recognition model, there were three categories of students by class 12th:</span></div>
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<span style="font-family: Georgia, Times New Roman, serif;">1. <strong>Those who waited for Winter:</strong><strong> </strong>These were students who wore the Scholar Badge on their Blazers or received the Blue Blazers from School. Essentially they had to wait for the winter for the same so that they could proudly display their reward.</span></div>
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<span style="font-family: Georgia, Times New Roman, serif;">2. <strong>Those who did not have to wait for any season:</strong><strong> </strong>These were the students who wore the Blue Tie and Gold Medal. They could wear the same (Not the Gold medal though!) throughout the year and some of us like me aspired to be like them.</span></div>
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<span style="font-family: Georgia, Times New Roman, serif;">3.<strong> </strong><strong>Those who kept waiting:</strong><strong> </strong>These were students like me who did not achieve the academic excellence which they desired as they did not go the extra mile to achieve it.</span></div>
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<span style="font-family: Georgia, Times New Roman, serif;">Let me make an attempt to find two key features of this R & R model:</span></div>
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<span style="font-family: Georgia, Times New Roman, serif;">1. <strong>Focus on right behavior:</strong> It focused not only on ‘excellence’ in academics but it focused on the right behavior which is ‘Consistency’, ‘Focus’ & ‘Patience’ as the reward got better with sustained excellence. Two consecutive years of academic excellence meant another Scholar Badge and not anything better which lead to the student to imbibe the value of ‘patience’ along with excellence to achieve better rewards like Blue Blazer/Blue Tie/Gold Medal. In this age where there is a hunger for ‘visibility’, there is a need for sustained excellence along with ‘patience’. Those who missed out on these rewards got help from School in terms of remidial classes and students could seek help from teachers to which teachers were always willing to help.</span></div>
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<span style="font-family: Georgia, Times New Roman, serif;">2. <strong>Clear Criteria: </strong>The criteria were clear and specific for the rewards ie 80% & beyond. Let the criteria for superior performance be clear so that its aspiring in nature driving right behavior & not be ambiguous leading to inaction & cynicism. While we secretly desired to earn the Blue Tie but we never had any ill & jealous feeling towards the ones who wore it. The blue tie did not elude us from them, it rather brought us closer to them as inspirations who could help us in improving our academic performance.<strong> </strong></span></div>
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<span style="font-family: Georgia, Times New Roman, serif;">Identification of High Potential employees can be a futile exercise. An organization should rather focus on creating a credible & transparent Reward & Recognition model.</span></div>
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<span style="font-family: Georgia, Times New Roman, serif;">The High Potential employees should get drawn towards the R&R model of the organization and it would become very easy to filter the High Potential employees from the High Performing employees. High Performing associates needs to get rewarded and the High Potential associates need to get recognized.</span></div>
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<span style="font-family: Georgia, Times New Roman, serif;">The above bit which has been posted is about <strong>‘Identifying’ </strong>High Potential talent ( Being better known as HIPO).</span></div>
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<span style="font-family: Georgia, Times New Roman, serif;">Now lets focus on the ‘Developing’ & ‘Nurturing’ bit of High Potential talent. While I worked for close to 4 years in HR and had experienced the same with depth, I am very new to Learning & Development profession so I would reserve my thoughts on ‘Development’ & ‘Nurturing’ for a future course of time.</span></div>
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<span style="font-family: Georgia, Times New Roman, serif;">However, I will leave you with a question.</span></div>
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<span style="font-family: Georgia, Times New Roman, serif;">Is there a need to ‘develop’ a talent when you can ‘nurture’ them?</span></div>
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<span style="font-family: Georgia, Times New Roman, serif;">A leader in my organization introduced me to a theory called ‘SCARF’ model by David Rock. Seek the help of professor google and <strong>‘figure it out yourself’</strong>. It might help you to frame a ‘Nurturing’ model for the organization.</span></div>
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<span style="font-family: Georgia, Times New Roman, serif;">Also can your organization create a story which can inspire you even after 10 years the way my school inspired me?</span></div>
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Saikat Sahahttp://www.blogger.com/profile/14268782126370617825noreply@blogger.com0tag:blogger.com,1999:blog-7706007856401390844.post-16341861029622864002013-09-22T00:50:00.001+05:302013-09-22T21:38:04.799+05:30'LUNCHBOX'-Virtues of error<div dir="ltr" style="text-align: left;" trbidi="on">
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A taciturn man who is about to retire from his professional
life but hopes against hope to get inducted into a new fulfilling phase of
life....</div>
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A married woman whose culinary skills opens
the floodgates of her emotions to a pen friend....</div>
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A Lunchbox....</div>
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"If we dont find the right person in life to share our
memories with then the memories itself fade away". While Irfan
Khan renders this line in the movie Lunchbox, you feel struck by the layers of
emotions cocooned in it. </div>
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Lunchbox is a movie which spells its magic on the audience
with its sincere storyline, the magical realism of the two leads played by
Irfan Khan & Nirmat Kaur along with Nawazuddin Siddiqui’s unbridled yet
subtle acting prowess and the under
celebrated virtues of love & simplicity in modern times.</div>
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Its a movie that stands tall and makes you feel humbled. It’s
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Its heart warming
how Nawazuddin Siddiqui tells Irfan Khan "A wrong train can lead a
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The movie deals with how a remote mistake by the much famed
Dabbawalas leads to the 'right Lunchbox' being delivered to the 'wrong
destination' but to the 'right person'.</div>
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While you get geared up to watch this movie, please make an
attempt to recognize the’virtues’ made possible due to the error of an innocent
Dabbawala.<br />
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This time it’s virtues of an error being celebrated
and thankfully not comedy of errors.</div>
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Saikat Sahahttp://www.blogger.com/profile/14268782126370617825noreply@blogger.com1tag:blogger.com,1999:blog-7706007856401390844.post-56185619171386144952012-12-15T15:34:00.000+05:302014-03-30T19:12:00.706+05:30Lessons from Prof. Pi<div dir="ltr" style="text-align: left;" trbidi="on">
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<span style="background-color: #444444; font-family: "Tahoma","sans-serif"; font-size: 10pt;">The first movie I watched with Sayantika post our marriage was 'Life of Pi'. Not the typical 'romantic' movie which one would ideally watch with their special one. Yet I cant stop romanticizing about this epic movie. Lets have a keen look at the lessons from Prof. Pi:</span></div>
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<span style="background-color: #444444;"><b><span style="font-family: "Tahoma","sans-serif"; font-size: 10pt;">1. Sometimes your greatest fear can serve as the greatest purpose-</span></b><span style="font-family: "Tahoma","sans-serif"; font-size: 10pt;">
Pi was lost in the middle of the ocean with the Tiger named 'Richard
Parker'. Pi was scared of Tigers since childhood but his only living
companion in the boat was his greatest fear 'Richard Parker'. Not only
did he survive but he also made 'Richard Parker'
his friend. He ensured that he put his constant effort to keep 'Richard
Parker' alive.Taking care of 'Richard Parker' gave him the meaning to
survive. It gave him purpose. Hence, dont let your greatest fear control
you, allow yourself to control it and it
will ensure you survive the biggest storms in your life.</span></span><br />
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</span></b><span style="font-family: "Tahoma","sans-serif"; font-size: 10pt;">At
times saying 'Good Bye' can be very difficult but if you indeed have to
leave your dear ones, please look back and say 'Good Bye'. Pi was
potrayed as a very strong
human but the only time we found him in tears while narrating his story
was when he spoke about how 'Richard Parker' left him alone in the
shores and never looked back.</span></span></div>
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<span style="background-color: #444444;"><b><span style="font-family: "Tahoma","sans-serif"; font-size: 10pt;">3. Above all, keep your hopes alive-</span></b><span style="font-family: "Tahoma","sans-serif"; font-size: 10pt;">
Pi had a survival book which contained survival tips. One phrase in the
book said "Above all, keep your hopes alive". This phrase deeply
influenced him in all crisis moments. Had he lost all hopes even few
minutes before reaching the Mexican shores, he would
not have been alive to narrate his inspiring story to others.</span></span></div>
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</div>
<div class="MsoNormal" style="text-align: justify;">
<span style="background-color: #444444;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="background-color: #444444;"><b><span style="font-family: "Tahoma","sans-serif"; font-size: 10pt;">4. Replace 'Worry' with 'Work'-
</span></b><span style="font-family: "Tahoma","sans-serif";"><span style="font-size: x-small;">At
every stage of Pi's crisis moments, he did the 'right' actions in the
'right' way without wasting time. The depressing moments did not get him
an inch closer to his
purpose. Only focusing on the 'right' actions helped him to progress
further.</span></span></span></div>
<div class="MsoNormal" style="text-align: justify;">
</div>
<div class="MsoNormal" style="text-align: justify;">
<span style="background-color: #444444;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="background-color: #444444;"><b><span style="font-family: "Tahoma","sans-serif"; font-size: 10pt;">5. You are not as lonely as you think-
</span></b><span style="font-family: "Tahoma","sans-serif"; font-size: 10pt;">While
you watch the movie, it might appear that Pi was extremely lonely in
his journey. However, at every step he received support in various
forms. Even in the worst
times, we might feel that we are treading a lonely journey, but if our
actions are righteous we would most likely receive support from
unexpected corners.</span></span></div>
<div class="MsoNormal" style="text-align: justify;">
</div>
<div class="MsoNormal" style="text-align: justify;">
<span style="background-color: #444444;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="background-color: #444444;"><b><span style="font-family: "Tahoma","sans-serif"; font-size: 10pt;">6. Make that journey from Head to Heart-
</span></b><span style="font-family: "Tahoma","sans-serif"; font-size: 10pt;">Towards
the end of Pi’s journey in the ocean, Pi and Richard Parker felt
extremely fragile and starved. This was a point where intelligence alone
would not have helped.
Inspite of Pi’s childhood fear for Tigers, he showed utmost compassion
towards Richard Parker. At the final leg of the journey, it was not only
Pi’s intelligence which kept him going, it was Pi’s compassion for
Richard Parker which helped both of them to remain
alive. Sometimes we have to make that journey from Head to Heart. You
must know when to start that journey.</span></span></div>
<div class="MsoNormal" style="text-align: justify;">
</div>
<div class="MsoNormal" style="text-align: justify;">
<span style="background-color: #444444;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="background-color: #444444;"><b><span style="font-family: "Tahoma","sans-serif"; font-size: 10pt;">7. Be Grateful-
</span></b><span style="font-family: "Tahoma","sans-serif"; font-size: 10pt;">Inspite
of all the challenges, Pi never appeared to be cynical. At every step
of his journey he thanked his parents, uncle and Richard Parker. As much
as his strength
and courage, he also appears to be endearing because of his
gratefulness. Being grateful makes us happy and makes the journey tread
so far really worthwhile.<b>
</b></span> Thank someone special in a special way today.</span></div>
</div>
</div>
Saikat Sahahttp://www.blogger.com/profile/14268782126370617825noreply@blogger.com2tag:blogger.com,1999:blog-7706007856401390844.post-81901222946609530942012-10-07T20:13:00.001+05:302012-10-07T20:34:06.576+05:30When a bit of kindness and patient listening means.......<div dir="ltr" style="text-align: left;" trbidi="on">
Firoz was ready for his internal exam in College. He seemed confident of keeping up his momentum of being a class topper. On his way towards college, he found a kid bleeding profusely near the 'traffic signal'. It seemed like an accident.<br />
<br />
Without any unnecessary delay, Firoz placed the kid carefully inside the car along with the kid's father who seemed to have sustained a minor injury and rushed his way towards the hospital's emmergency section.<br />
<br />
Firoz's shirt had blood stains and it perplexed him for a while. Few moments from then he realized that he missed his crucial internal exam which would adversely impact his Final Grades.<br />
<br />
Completely wavered of what his future would unfold, he reached his college in a jiffy and narrated the entire incident to Professor Mathew in a candid & lucid manner. The professor keenly listened to him and asked him if he could hug him. Firoz recieved a tight hug from his unassuming professor. Prof Mathew agreed to allow him to write the exam but with a 'condition'.<br />
<br />
The condition was that Firoz's passing marks in the re-scheduled exam would be 60 as against 40 out of 100. Suddenly the lingering effect of that hug did not seem encouraging to Firoz anymore. Prof Mathew explained that he deserved aswell as earned this exclusive benchmark. Firoz deserved it because he got extra time to prepare for the exam and earned it because he was amongst the most promising students in the class.<br />
<br />
Firoz found the decision unfair and wrote his exam with a heavy heart on a different date. When the results got declared, Firoz was delightfully surprised as he again topped the exam. Prof Mathew did not seem surprised at all.<br />
<br />
Today Firoz is a career coach who helps his clients by providing a purpose & direction to their career. Sometimes when his clients complain about slow career progression he tells them about the accident many years back near the traffic signal. Everyone in the traffic signal were busy in their race on that day. Their respective races were important to them. Even Firoz's race towards his exam was important that day but he forgot about his race on that day. Many years down the line, today he is much ahead of his batchmates because of the patient listening and kindness of Prof Mathew. Prof Mathew enamoured Firoz with the subtle message that "Sometimes there will be those priorities which will indeed seem much more important than our respective races but that momentory loss will not determine our long term fulfillment or even accomplishments in life. 'Goodness' and 'Cynicism' can never coexist. Choose 'Goodness' over 'cynicism'."<br />
<br />
Today Firoz gives seemingly tough advice to his clients much like Prof Mathew did many years back. <br />
<br />
Irrespective of whether you are playing the role of Firoz or Prof Mathew, play your role with empathy, logic & patience. There are many who will overtake you with short cuts but do not loose your goodness at any cost and do not be 'cynical' at any cost. You might be well ahead of the driver who overtook you in the next signal itself ;-)<br />
<br />
<br />
<br /></div>
Saikat Sahahttp://www.blogger.com/profile/14268782126370617825noreply@blogger.com1tag:blogger.com,1999:blog-7706007856401390844.post-88310727587672883992012-08-05T20:52:00.003+05:302012-10-29T23:29:54.603+05:30Mentor matters!!!<div dir="ltr" style="text-align: left;" trbidi="on">
"Momma always had a way of explaining things so I could understand them"-<a href="http://en.wikipedia.org/wiki/Forrest_Gump">Forrest Gump</a><br />
<br />
The above statement justifies not only because Forrest Gump was differently abled, anyone irrespective of any factors influencing them <u>deserve </u>and <u>require</u> to be explained things in a way they understand.<br />
<br />
Irrespective of the power position you hold, you still need a <a href="http://en.wikipedia.org/wiki/Mentoring">mentor</a>. Few days back I was in a discussion with a senior collegue on his career lessons and he mentioned that one of the greatest lessons which he learnt was to never think too much all alone. It's important to bounce one's ideas, thoughts and even insecurities with one's mentor. Mentor acts as a guiding force only, he doesnot play the game for you.<br />
<br />
So the relevent question is "How can I find my right mentor?". Even though the relevance of the question cannot be challenged, the question still remains wrong. I feel there cannot be <u>one</u> right mentor in our lives. We need to have multiple mentors as every career has multiple aspects to it. There cannot be just one mentor who can specialize in all aspects of your career.<br />
<br />
For example, in your office that super intelligent young lad who champions data analytics can serve as your data analytics mentor, the elderly senior collegue who speaks eloquently can serve as your communication mentor, the quite fellow who exudes maturity can be your job mentor.<br />
<br />
Yes! finding multiple mentors might seem tedious but if it seems tedious then maybe you are not in the right place or maybe you do not have the required amount of patience or maybe you are not a keen observer.<br />
<br />
A few checks before you choose a mentor:<br />
<br />
<ol style="text-align: left;">
<li> He must have great work ethics- A higher designation doesnot qualify him to be your Mentor. Its higher order of 'work ethics' which is the most basic criteria for choosing a Mentor.</li>
<li>He must be a champion in his field- Not only its important that your mentor masters his subject but has the capacity to further contribute in the growth of his area of specialization.</li>
<li>He should understand business and more importantly 'life'- He must know when to switch a journey from heart to mind and from mind to heart.</li>
<li> He must be a keen listener- He should listen to you till you know that you must stop :-P</li>
<li>He must have his list of failures- You need a mentor the most when the chips are down. Hence its important he must have bounced back from his failures so that he can help you.</li>
<li>He should not give the answers. He must ask the right set of questions till you give the right answers yourself.</li>
</ol>
Last but not least, he should be a friend in need and a friend indeed :-)<br />
<br />
Happy Friendship Day!!! <br />
<br />
<br />
<br />
<br />
<br />
<br />
<br /></div>
Saikat Sahahttp://www.blogger.com/profile/14268782126370617825noreply@blogger.com4tag:blogger.com,1999:blog-7706007856401390844.post-71039519068676617622012-04-21T22:45:00.000+05:302012-04-21T23:13:41.645+05:30Can your team celebrate mistakes?<div dir="ltr" style="text-align: left;" trbidi="on">
<br />
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEixKj3nU5HoAlolBDRAXI4M4bIIlKA68ipHE6Ig5gDySZKDq9P8LZKb2A8N9kCSfD8AeVyo1Hfkqy16Sl4jBlMtwb1F5Y89B3mfxs-YdPHulYdr0QasAV5mAvLlB5eYd_QfNgIz-mUN758/s1600/Mistakes.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="160" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEixKj3nU5HoAlolBDRAXI4M4bIIlKA68ipHE6Ig5gDySZKDq9P8LZKb2A8N9kCSfD8AeVyo1Hfkqy16Sl4jBlMtwb1F5Y89B3mfxs-YdPHulYdr0QasAV5mAvLlB5eYd_QfNgIz-mUN758/s200/Mistakes.jpg" width="200" /></a></div>
<br />
<br />
I remember my 'Maths Tutor' in school trying various means to teach me how to solve complex maths problems. Considering my limited acumen in maths, nothing seemed to work for a considerable amount of time.<br />
<br />
He 'seemingly' gave up any remote hope which was left. Finally, he told me about his struggling phase of dealing with maths in childhood and more importantly how he came out of it.<br />
<br />
That was the 'inflection point'. I felt I was not being taught by a super human but an human. Maths was no more a 'Horror Show' for me since then.<br />
<br />
On a different note, in a Team context, our pursuit 'towards' success unites us relatively more than enjoying 'success' itself. In that pursuit of success, we make 'mistakes'. <br />
<br />
Now keep the thoughts mentioned above in the parking lot for sometime.<br />
<br />
How different would be the morale of the team in the below two different scenarios?<br />
<ol style="text-align: left;">
<li>Your Team Leader talks about his previous success stories with a special focus on what he did 'right' and expects you to get motivated from the same.</li>
<li>Your Team Leader talks about his previous success stories with a special focus on what he did 'wrong' and expects you to get motivated from the same.</li>
</ol>
There is no proven data points/ research available with me but I feel the later scenario mentioned above would ensure a better team morale. The reason is clear if I consider the example discussed earlier about my Maths Tutor.<br />
<br />
It's natural for all teams to celebrate success but it takes a lot of humility, sensitivity and wherewithal for a Team Leader to celebrate his mistakes. Discussing one's mistakes with the team might create a better bonding with the team than the overrated Pizza or Beer party. The team would feel 'comfortable' to tread beyond their 'comfort zone' yet be more 'cautious' about the possible mistakes.<br />
<br />
Allowing yourself to celebrate and candidly discuss your mistakes would ensure each and every Team Members in your team to be an "Idealistic Pragmatist" (coined by <a href="http://en.wikipedia.org/wiki/Peter_Senge">Peter Senge</a>).<br />
<br />
However, its important that while sharing your mistakes, you adequately and more importantly do focus on the lessons you learnt from the mistakes. Finally, encourage your team members to make mistakes and keep learning but never repeat the same mistakes.<br />
<br />
It's fine to make different mistakes and not repeat the same ones ;-)<br />
<br />
<br /></div>Saikat Sahahttp://www.blogger.com/profile/14268782126370617825noreply@blogger.com6tag:blogger.com,1999:blog-7706007856401390844.post-22573470293145752482011-10-29T21:54:00.006+05:302011-10-30T00:39:08.946+05:30My innocent thoughts on Ra One...<a onblur="try {parent.deselectBloggerImageGracefully();} catch(e) {}" href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEii-F_svAJGLkQ2KRsHfQ-W2PBlKozoDNSO2Enhyphenhyphenv6KsxklgDHZiSRrUhMxISPf8ValiuaRKRn5QmompmqVaSMJ6v4G3O6KQ5hoJKucojIDk5l0ZPmcfPlK0ic0oksli-rBICN84s7vyq0/s1600/ra-one.jpg"><img style="display: block; margin: 0px auto 10px; text-align: center; cursor: pointer; width: 300px; height: 200px;" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEii-F_svAJGLkQ2KRsHfQ-W2PBlKozoDNSO2Enhyphenhyphenv6KsxklgDHZiSRrUhMxISPf8ValiuaRKRn5QmompmqVaSMJ6v4G3O6KQ5hoJKucojIDk5l0ZPmcfPlK0ic0oksli-rBICN84s7vyq0/s320/ra-one.jpg" alt="" id="BLOGGER_PHOTO_ID_5668993205561959282" border="0" /></a><br /><span style="font-size:100%;">This is not a movie review. I have never felt intelligent or qualified (if needed) enough to clinically assess any movie. Also especially when it comes to a <span class="blsp-spelling-error" id="SPELLING_ERROR_0">SRK</span> starrer I struggle to remain objective as I am his die hard fan.<br /><br />Let me just attempt to share a few thoughts on the movie 'Ra One' and <span style="font-weight: bold;">also <a href="http://en.wikipedia.org/wiki/Shahrukh_Khan">'SRK'</a></span>.<br /><br />I feel 'Ra One' is a landmark movie.<br /><br />A true entertainer right from the outset. Every frame of the movie is an ode to the paragon of entertainment in itself as I have never watched any Bollywood movie which packs so much of entertainment in varied & engaging forms like the visual delight of VFX/ 3 D, the action sequences, a few tersed & emotional poetry in the midst of kick a@# action, Kareena's thumkas, the foot tapping music, the promising kid, the hideous villian and so much more.<br /><br />There are those initial scenes in the movie like the ones where Shahrukh speaks in Tamilglish</span> (Tamil + English) <span style="font-size:100%;">which can be a bit disturbing to the extent of being amusing for someone who has stayed 7 years in Chennai. However, these scenes give me an oppurtunity to laugh <span style="font-style: italic;">at</span><br />SRK and in other instances I laugh along with him. Either ways I am left entertained.<br /><a href="http://www.youtube.com/watch?v=7MCDi86vLsE"><br />Rajnikant's guest appearance</a> creates an impact on the audience even in a Kolkata cinema hall. Many might argue that the timing and logic of Rajnikant's guest appearance was not sensible 'enough'. Can those critics name a single bollywood movie where a guest appearance was sensible 'enough'?<br /><br />However, what caught my imagination completely was the sheer investment SRK has done in this movie. Investment in terms of money, passion, time and effort.<br /><br />The movie actually personifies his core philosophy: </span><a href="http://www.apunkachoice.com/scoop/bollywood/20071103-3.html"><span style=";font-family:georgia,verdana;font-size:100%;" >"Even if you are not hungry, be greedy. "</span></a><span style="font-size:100%;"><br /><br />The 'Greedy' bit can be a little misconstrued but he had once explained this bit many years back in an <a href="http://www.youtube.com/watch?v=a8GtE3bTaXU">exclusive and very candid interview</a> with <a href="http://en.wikipedia.org/wiki/Vir_Sanghvi">Vir Sanghvi.</a> In that interview, he very beautifully articulated that he has greed for 'life' and in his last 10 years then (read it as 'at that point of time') he had put in 20 years, in his last 1 film then </span><span style="font-size:100%;">(read it as 'at that point of time') </span><span style="font-size:100%;"> he had pushed in 3 films, in his last shot then (</span><span style="font-size:100%;">read it as 'at that point of time') </span><span style="font-size:100%;"> he had pushed in 18 shots.<br /><br />Hence, Ra One is a very inspring spectacle for me.<br /><br />It inspires to try something new with logic, intent, passion, ownership, courage and above all 'heart'.<br /><br />And when you try something new then critics who are either intellectuals or pseduo intellectuals (majority) might all point their guns at you shamelessly waiting to pounce & defame you. In that case you follow SRK's <a href="http://www.youtube.com/watch?v=7MCDi86vLsE">recent tweet</a> which says<span style="font-style: italic;"> "</span></span><span style="font-style: italic;">New things make us uncomfortable cos they fall beyond the scope of our usual habits. Allow it to breathe & soon it becomes One with us..."</span><br /><br />You might be 'some'<span style="font-size:100%;"> 'one' or 'the' 'one' or 'any' 'one' but do not ignore 'Ra One'. Give it an innocent try, not an intelligent one. You will be left delighted.....<br /><br /></span>Saikat Sahahttp://www.blogger.com/profile/14268782126370617825noreply@blogger.com8tag:blogger.com,1999:blog-7706007856401390844.post-83286339785512438302011-06-19T18:58:00.004+05:302011-07-09T01:43:11.581+05:30Seven years in Chennai...It was year 2000 when I watched a movie called 'Seven years in Tibet' starring Brad Pitt. Even as a kid I liked the movie, there was sense of serenity in the movie which I was drawn towards. As I grew up and so did my candor (quite an unlikely progression :-P), I told my parents about how much I wanted to do something similar to what Brad Pitt did in the movie.<br /><br />As expected they did not endorse my crazy and adventurous ways. My <span class="blsp-spelling-corrected" id="SPELLING_ERROR_0">pursuit</span> of being 'Brad Pitt' ended there.<br /><br />The last few years at school in Delhi just passed by without much of significant <span class="blsp-spelling-corrected" id="SPELLING_ERROR_1">memories</span> . In 2004, I came to Chennai and I 'lived' there. Yes!!! I lived every bit of it.I lived every bit of the 'Chennai' experience.<br /><br />Those action packed experience in the moments of nothingness in Madras Christian College brought me closer to myself. It blessed me with a sharp sense of awareness, whether it was mindfully observing the scenic beauty hurtling by on either side of that mystic road inside the 350 acre of flora and fauna inside the campus or exploring the facets of friendship with some wonderful people. In the little spare time I could manage, I would also study a bit. Whatever little study I did, I actually enjoyed it. My priorities in life were very clear. Studying BBA in MCC also made me determined that I wanted a career in Human Resource.<br /><br />Then I got recruited in TCS BPO as a process associate. Idealism was at its peak then with little room for patience. I wanted to get into their HR team in a jiffy. I could not get into the HR team for variety of reasons and all of them were reasonable. But it was a significant experience where I understood what it feels like to be on the other side as a customer of the HR guys. It made me more grounded than ever (I assume so).<br /><br />The third phase of my life was in Madras School of Social Work studying MA-HRM. It was wonderful to study the subject of my passion. It was fun. It was fulfilling. I enjoyed my HR field works the most. It was a contrast to my MCC experience. I was more engaged in my academics here and in my spare time I hanged around with my MCC friends who suffused me with a joy that was exclusive to the days spent in MCC.<br /><br />TCS came for campus hiring and I did not appear for the interview this time. Honestly there was no ego involved as my TCS experience humbled me in many ways. But I did not feel connected enough to let the marriage between me and HR happen in TCS. It was an emotional decision.<br /><br />This was followed by another emotional decision of appearing for the Cognizant interview which was my first interview in Campus. I felt connected to Cognizant then and I feel so even now after one year.<br /><br />Most of my decisions in life have been in the midst of emotions. I dont regret any decision. My experience in Chennai taught me that the deepest of my emotions originated from the bottom of my heart. And when the heart is fine then the the emotions cultivating from it are also fine.<br /><br />The above para is indeed the best lesson I have learned in Chennai.<br /><br />Also the last 6 months in Chennai was the most defining period of my life as I literally became part of a big family. As a Campus Talent Manager in Cognizant I was able to meet many trainees who became my friends and at times my teachers.<br /><br />As I type this post in Kolkata sitting in my drawing room, I realize that the seven years spent in Chennai did not help my childhood (or rather teenhood) persuit of becoming Brad Pitt even an iota bit. Yet it helped me to become 'Saikat Saha'.<br /><br />There are many more experiences waiting to embrace me in Kolkata and i am ready for it. But the 'seven years in Chennai' shall remain ethched in my memory....in my heart....<br /><br />It's time to switch off my lappie and make further sense of this ethereal connection........Saikat Sahahttp://www.blogger.com/profile/14268782126370617825noreply@blogger.com1tag:blogger.com,1999:blog-7706007856401390844.post-66966174783523256702011-04-03T18:54:00.009+05:302011-04-03T19:44:53.829+05:30In conversation with my mentor....<a onblur="try {parent.deselectBloggerImageGracefully();} catch(e) {}" href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhvhqC9NJuvdhY0lo4vda9z7-6AOw1EuwGVTL0bZ9sG_M8xw_1u6VHj8vlPI7bhwTkgnHKa8NCx-LG9Mpvs4tmKpSIU3caSpnv6eKdAmspClDr74QYh10bM8S-gC13ZztxBWDmmhzFqC7Y/s1600/Rajesh+1+-+Lost+in+Thought.JPG"><img style="display: block; margin: 0px auto 10px; text-align: center; cursor: pointer; width: 320px; height: 258px;" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhvhqC9NJuvdhY0lo4vda9z7-6AOw1EuwGVTL0bZ9sG_M8xw_1u6VHj8vlPI7bhwTkgnHKa8NCx-LG9Mpvs4tmKpSIU3caSpnv6eKdAmspClDr74QYh10bM8S-gC13ZztxBWDmmhzFqC7Y/s320/Rajesh+1+-+Lost+in+Thought.JPG" alt="" id="BLOGGER_PHOTO_ID_5591357734105006754" border="0" /></a><br /><span style="font-size:100%;"><span style="font-family:arial;"><br />There are few people who influence,impact and inspire your life as a student and continue to do so in your formative period as a professional. <a href="http://www.linkedin.com/profile/view?id=12618087&authType=NAME_SEARCH&authToken=XJ5V&locale=en_US&srchid=d3243a53-4849-4d78-984a-dff64b861ea6-0&srchindex=1&srchtotal=47&pvs=ps&pohelp=&goback=.fps_*1_Rajesh_Kamath_*1_*1_*1_*1_*51_*1_Y_*1_*1_*1_false_1_R_true_*2_*2_*2_*2_*2_*2_*2_*2_*2_*2_*2_*2_*2_*2_*2_*2_*2_*2_*2_*2_*2">Rajesh Kamath</a> is one such mentor I found during my final year in <a href="http://www.mssw.org.in/">MSSW</a>. He not only enriched my learning curve as a student but provided me various oppurtunities during my association with <a href="http://www.shrmindia.org/">SHRM India</a> and <a href="http://www.mthrglobal.com/">MTHR Global</a> which I deeply value till date.</span> <span style="font-family:arial;">My conversations with him has always been scintillating and invaluable. Please read on as I capture one of my recent conversation with him:</span><span style=";font-family:arial;font-size:10pt;" ><br /><span style=";font-family:arial;font-size:100%;" ><br /></span><span style="font-weight: bold;font-family:arial;font-size:100%;" >Saikat: </span><span style=";font-family:arial;font-size:100%;" >Since the time I have known you, you have been very passionate about the student community. What fascinates you the most about 'Youngistan'?</span></span></span> <p class="MsoNormal" style="font-family:arial;"><span style="font-size:100%;"><span style="color: rgb(31, 73, 125);"><span style="font-weight: bold;">Rajesh:</span> Too many things fascinate me about Youngistan but I am most excited at how different they are from the earlier generation, in terms of lifestyle, work style and interpersonal characteristics. I feel that it is extremely complimentary and creates opportunity to learn and enjoy.</span></span></p><p class="MsoNormal" style="font-family:arial;"><span style="font-size:100%;"><span style="font-weight: bold;">Saikat:</span>What is going to be the New Age HR ethos which will be fostered by upcoming young HR leaders?</span></p><div style="font-weight: bold; font-family: arial;" class="im"> </div><p class="MsoNormal" style="font-family:arial;"><span style="font-size:100%;"><span style="color: rgb(31, 73, 125);"><span style="font-weight: bold;">Rajesh:</span>You’ll know better Saikat. Yet, my observation is that young HR leaders (mostly) are characterised by more openness to ideas and transparency in communication. I also find them more energetic.</span><br /></span> </p><p class="MsoNormal" style="font-family:arial;"><span style="font-size:100%;"><span style="font-weight: bold;">Saikat:</span>The first few years of any professionals life is very eventful? What is your advice to young professionals so that they can fully leverage their early years with greater clarity?</span></p><p class="MsoNormal" style="font-family:arial;"><span style="font-size:100%;"><span style="color: rgb(31, 73, 125);"><span style="font-weight: bold;">Rajesh:</span>I am sure that young professionals have more advice to offer me than me to them. The principle I follow is what comes to Youngistan rather easily: “Question every Answer” (this was prominently displayed in Northpoint Learning Center years back). One advice I can offer is respect age and experience.</span></span></p><p class="MsoNormal" style="font-family:arial;"><span style="font-size:100%;"><span style="font-weight: bold;">Saikat:</span>You are one of the founding members of MTHRG. MTHRG has been associated with very engaging and knowledge intensive seminars where the members are not even charged a penny. How do you and your team manage it?</span></p><div style="font-weight: bold; font-family: arial;" class="im"> </div><p class="MsoNormal" style="font-family:arial;"><span style="font-size:100%;"><span style="color: rgb(31, 73, 125);"><span style="font-weight: bold;">Rajesh:</span>Its rather simple: It has no business or even a basic not-for-profit commercial model because its powered by passion for learning. Partners who are equally passionate about knowledge and community fund the Events. The partner benefits by way of visibility and the community and facilitators, by way of unbridled learning.</span><br /></span> </p><p class="MsoNormal" style="font-family:arial;"><span style="font-size:100%;"><span style="font-weight: bold;">Saikat:</span>What has been your most defining moment in professional and personal life?</span></p><div style="font-weight: bold; font-family: arial;" class="im"> </div><p class="MsoNormal" style="font-family:arial;"><span style="font-size:100%;"><span style="color: rgb(31, 73, 125);"><span style="font-weight: bold;">Rajesh:</span> This is an impossible question since I truly have many such moments each year. I can share that they have one common factor: the moments are always caused by great men and women, from day to day life.</span><br /></span> </p><p class="MsoNormal" style="font-family:arial;"><span style="font-size:100%;"><span style="font-weight: bold;">Saikat:</span>You recently went for a brief spiritual journey What were your key learning from this spiritual journey?</span></p><div style="font-family: arial;" class="im"> </div><p class="MsoNormal" style="font-family:arial;"><span style="font-size:100%;"><span style="color: rgb(31, 73, 125);"><span style="font-weight: bold;">Rajesh:</span>I took a short 4 day break to Rishikesh, Dehradun and Haridwar. I do this every alternate year though I wish I could do it more frequently. These are with a Spiritual (neutral to religion) Group called Ananda Sangha. Learnings were too many but I would pick two:</span></span></p><p class="MsoNormal" style="font-family:arial;"><span style="font-size:100%;"><span style="color: rgb(31, 73, 125);">1. Certain places and people carry a phenomenal energy about them which rubs on you.</span></span></p><p class="MsoNormal" style="font-family:arial;"><span style="font-size:100%;"><span style="color: rgb(31, 73, 125);"> 2. As one Swamiji at Doon shared – “There is unrest, strife and disharmony around because everyone is right”</span><br /></span> </p><p class="MsoNormal" style="font-family:arial;"><span style="font-size:100%;"><span style="font-weight: bold;">Saikat:</span>Please share a few quickies:</span></p><div style="font-family: arial;" class="im"> </div><ul type="disc" style="font-family:arial;"><li class="MsoNormal"><span style="font-size:100%;">Your life philosophy:<span style="color: rgb(31, 73, 125);"> Respect every person for what each one is, something to learn from everyone</span></span></li><li class="MsoNormal"><span style="font-size:100%;">Blog or Twitter:<span style="color: rgb(31, 73, 125);"> Twitter</span></span></li><li class="MsoNormal"><span style="font-size:100%;">An evening with Dalai Lama or an evening with Jack Welch:<span style="color: rgb(31, 73, 125);"> Morning with Dalai Lama</span></span></li><li class="MsoNormal"><span style="font-size:100%;">I Phone or Blackberry:<span style="color: rgb(31, 73, 125);"> I’m a Blackberry Boy</span></span></li><li class="MsoNormal"><span style="font-size:100%;">All rounder or specialist (Who is a more promising future talent?):<span style="color: rgb(31, 73, 125);"> Specialist</span></span></li></ul>Saikat Sahahttp://www.blogger.com/profile/14268782126370617825noreply@blogger.com1tag:blogger.com,1999:blog-7706007856401390844.post-37838390952190338112011-03-06T14:55:00.006+05:302011-03-08T23:33:33.410+05:30My learnings from Robin Sharma's workshop 'Leader without a title'Last week I was fortunate to attend <a href="http://www.robinsharma.com/">Robin Sharma</a>'s Live workshop on <a href="http://www.youtube.com/watch?v=Uy__vmP9hPw">'Leader without a Title'</a>. Three hours of listening to Robin Sharma was incredibly enlightening. I paid Rs 3000 (the cheapest ticket available) for the ticket which I felt was an investment.<br /><br />It's a privilage to share a few of my key learning from the session:<br /><br /><ul><li>Most of the times we get busy being 'busy'. We keep climbing the wrong mountain and realize the same much later. Do not live the life of regrets. We deserve the best and not 'mediocrity'.</li><li>2.1 hours are wasted on distractions and it takes 25 minutes to refocus at your work. Ensure distractions at work are completely removed.</li><li>Three duties of a leader: Creating impact, Influencing, Inspiring.</li><li>You double your income at triple the rate of your learning.</li><li>The king and the begger would be buried next to each other's grave. What matters towards the end is not the car you drove or the castle you lived in. What really matters is how much value did you add in others lives.</li><li>Ideation without lazor sharp execution is only dillusion.</li><li>Your behavior broadcasts your values.The way you do one thing, the way you do 'everything'. Disipline is indeed the key.Get rid of silly excuses.Get addicted to results.<br /></li><li>If you lead only by the virtue of your title, then when you loose the title , you loose the people.</li><li>Lead yourself first before leading others. Aim at being a great human being.</li><li>When you were born, you cried and others rejoiced. Live such a life that when you die, others cry.</li><li>Always learn and embrace change. Successful people are inspired by change.</li><li> Unsuccessful people are the ones who are impressed by celebrity, by people's names and titles. Shift your focus from entertainment and gossip to education.</li><li>Find a cause bigger than yourself and give your soul to it.</li><li>Secret of passion is purpose.</li><li> Leadership comes from bringing passion to the workplace by making each person realise his true potential. You can be the Lady Gaga of autodrivers or the Mick Jagger of the mailroom. Be a rockstar at work.</li><li>Managers develop organisations, leaders develop people.</li><li>Connecting and collaborating is what Leadership 2.0 is about. You need to remind people at your workplace that each of them has a purpose and can be a leader if they work with focus and passion.</li><li>Consistency is the mother of mastery.</li><li>The little acts of risk taking, authenticity and kindness REALLY matters.</li><li>Secret to genius is specializattion. Geniuses are really good at FEW things and not everything.</li><li>Make sure when people leave you they feel better than the time they met you. They should become the brand ambassadors of your company and not brand vampires.</li><li>Edit + Amplify: Nothing fails like success. Ensure the growth is purposeful. Let's not grow for growth sake.</li><li>Keep your video in sync with your audio: Walk the talk...Practice what you preach...</li><li>Pleasing everyone and being liked by everyone is a major hinderance to innovation.</li><li>Successful people want to make history with their work and not money. They want their work to remain alive even after their last breath.</li><li> 8 traits of a leader without a title:</li></ul><ol><li>APR: Absolute Personal Responsibility</li><li>OAD: Obsessicve Attention to Details</li><li>LBE: Lead By Example</li><li>ABBOU: Always Be Delivering Outrageous Value</li><li>NSI: Never Stop Improving</li><li>BIW: Best In World</li><li>BRBO: Put you Best Resource in Best Oppurtunities</li><li>KMF: Keep Moving Forward<br /></li></ol><ul><li>High productivity practicees:</li></ul><ol><li>Get up early- You will have enough time to sleep when you die ;-)</li><li>Do not check e mails in the morning. Creativity appears best in morning. Spend some quite time in solitude.</li><li>Learn to say 'No' with respect.</li><li>No gossips and critisicm. Truly world class people talk about ideas.</li><li>Clarity provides focus and creativity.</li><li>Eat less and in a purposeful manner.</li><li>Drink lots of water and super hydrate yourself.</li><li>Be aware of your environment. The external environment inspires internal creativity.</li><li>Practice & preparation are the key as all of us are in show business.</li><li>Ensure you make 5 daily wins. They need not be revolutionary in nature, but should be evolutionary.</li><li>Develop 'leadership language'. Your words energise you and others.</li><li>Leave your ego today</li></ol>Hope this helps :-)Saikat Sahahttp://www.blogger.com/profile/14268782126370617825noreply@blogger.com5tag:blogger.com,1999:blog-7706007856401390844.post-65573083115610244892011-02-13T14:36:00.007+05:302011-02-13T15:45:13.890+05:30The reminder - A (Very) short love storyLove can make us do crazy things...Love unleashes our smarter self...Love makes us look gullible & meek...Love is mature...Love is kiddish...<br /><br />Love makes us feel empowered...Love is intimidating...Love is charming...Love is suffocating....Love is liberating....<br /><br />So many contradictions yet thats what keeps us going....<br /><br />It's been 40 years since we grew in this relationship and will continue to grow. Times have changed since we met. Our love has been witness to the changing times. The changing times has been witness to our love.<br /><br />As I sit next to your grave, I understand you will not be with me. But your love has always been much larger than your own sweet self. Your love has been selfless. Your love will continue to grow in your physical absence and it will help me to enrich my life.<br /><br />But I am feeling incomplete.I feel like a lesser being.I don't feel any amount of optimism will ever fill the vacum that has been created by your absence.<br /><br />[The cell phone rings. It's a <span style="font-weight: bold;">reminder</span> message which reads "Water the flowers in the garden or else honey shall scream ;-)".]<br /><br />I guess I should make a move. A move from <span style="font-weight: bold;">'this graveyard'</span> to <span style="font-weight: bold;">'our garden'</span>.Saikat Sahahttp://www.blogger.com/profile/14268782126370617825noreply@blogger.com0tag:blogger.com,1999:blog-7706007856401390844.post-68252108105031276142011-01-22T17:39:00.006+05:302011-01-22T20:24:10.404+05:30Dhobi Ghat- A cine painting with grey shades....<a onblur="try {parent.deselectBloggerImageGracefully();} catch(e) {}" href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi60oT6sOcYqIbt08uIbB1RtCUBSuw56ffdZVYtE63i1yTdLSHxt4IhsgnkCuAFdIOq45zS9Y0VynfmgWa595_oUQTgXzurgjd7z1vh2SQ5NDvYiJuQfSE5FO7Hk9Qw_A4EqtS1VdmbP2g/s1600/Aamir_Khan_Dhobi_Ghat_Still.JPG"><img style="display: block; margin: 0px auto 10px; text-align: center; cursor: pointer; width: 320px; height: 216px;" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi60oT6sOcYqIbt08uIbB1RtCUBSuw56ffdZVYtE63i1yTdLSHxt4IhsgnkCuAFdIOq45zS9Y0VynfmgWa595_oUQTgXzurgjd7z1vh2SQ5NDvYiJuQfSE5FO7Hk9Qw_A4EqtS1VdmbP2g/s320/Aamir_Khan_Dhobi_Ghat_Still.JPG" alt="" id="BLOGGER_PHOTO_ID_5565023659283173890" border="0" /></a><br /><span class="blsp-spelling-error" id="SPELLING_ERROR_0">Dhobi</span> Ghat(<span class="blsp-spelling-error" id="SPELLING_ERROR_1">Mumbai</span> Diaries) is a piece of Cine art...a painting that captures the shades of Bombay with all the colours it offers to its inhabitants...<br /><br />Colours which are seemingly bright but as we delve further it appears grey...colours that often suffuses our hearts with joy and in other times haunts us to the point we feel ridiculously intimidated.<br /><br />The movie revolves around the lives of 4 characters-<span class="blsp-spelling-error" id="SPELLING_ERROR_2">Arun</span> (<span class="blsp-spelling-error" id="SPELLING_ERROR_3">Aamir</span> Khan)- a painter,divorcee,loner middle aged man; <span class="blsp-spelling-error" id="SPELLING_ERROR_4">Shai</span> (Monica <span class="blsp-spelling-error" id="SPELLING_ERROR_5">Dogra</span>) is an Indian banker who is in <span class="blsp-spelling-error" id="SPELLING_ERROR_6">Mumbai</span> on a sabbatical to pursue her passion 'Photography'; <span class="blsp-spelling-error" id="SPELLING_ERROR_7">Munna</span> (<span class="blsp-spelling-error" id="SPELLING_ERROR_8">Prateik</span> <span class="blsp-spelling-error" id="SPELLING_ERROR_9">Babbar</span>) is a <span class="blsp-spelling-error" id="SPELLING_ERROR_10">washerboy</span> by the morning & rat killer by the night who dreams of being a <span class="blsp-spelling-error" id="SPELLING_ERROR_11">bollywood</span> superstar one day and Yasmin (<span class="blsp-spelling-error" id="SPELLING_ERROR_12">Kriti</span> <span class="blsp-spelling-error" id="SPELLING_ERROR_13">Malhotra</span>) is a lower middle class migrant from UP who is newly wed.<br /><br /><br /><span class="blsp-spelling-error" id="SPELLING_ERROR_14">Inspite</span> of the disparities in their social status, views and circumstances, their lives are intertwined. <span class="blsp-spelling-error" id="SPELLING_ERROR_15">Shai</span> (<span class="blsp-spelling-error" id="SPELLING_ERROR_16">Kriti</span> <span class="blsp-spelling-error" id="SPELLING_ERROR_17">Malhotra</span>) gets fascinated by the art work of <span class="blsp-spelling-error" id="SPELLING_ERROR_18">Arun</span> (<span class="blsp-spelling-error" id="SPELLING_ERROR_19">Aamir</span> Khan) and progresses into an intense relationship which lasts only for an iota of times. <span class="blsp-spelling-error" id="SPELLING_ERROR_20">Shai</span> (Monica <span class="blsp-spelling-error" id="SPELLING_ERROR_21">Dogra</span>) meets <span class="blsp-spelling-error" id="SPELLING_ERROR_22">Munna</span> (<span class="blsp-spelling-error" id="SPELLING_ERROR_23">Prateik</span> <span class="blsp-spelling-error" id="SPELLING_ERROR_24">Babbar</span>) and gets besotted by <span class="blsp-spelling-error" id="SPELLING_ERROR_25">Munna's</span> charm and innocence. Along with <span class="blsp-spelling-error" id="SPELLING_ERROR_26">Munna</span> she captures the lesser known essence of Bombay through her camera lenses.<br /><br /><span class="blsp-spelling-error" id="SPELLING_ERROR_27">Arun</span> increasingly gets drawn towards the video diaries of Yasmin which encapsulates her delightful fascination with Bombay yet exudes her conflicted & gullible relationship with her husband. This inspires (as well as depresses) <span class="blsp-spelling-error" id="SPELLING_ERROR_28">Arun</span> to capture the elements of his <span class="blsp-spelling-corrected" id="SPELLING_ERROR_29">interpretation</span> of Yasmin's video diaries and her short yet impressionable relationship with Shai in a painting.<br /><br />To what extent these relationships between the four characters are interwined?<br /><br />Only the fifth character of the movie 'Bombay' which closely witnesses their lives getting interwined can answer the question.<br /><br />As mere viewers of this Cinematic genius we can only make an effort to interpret the multitudes of possibilities yet not seek the answer.<br /><br />The joy is encapsulated in making the effort to interpret the possibilities. Possibilities which might be promising...depressing...bright...dark...but most certainly with shades of grey....At times a darker shade of grey ...and in the other times mercifully lighter...Saikat Sahahttp://www.blogger.com/profile/14268782126370617825noreply@blogger.com0tag:blogger.com,1999:blog-7706007856401390844.post-61748213342814516862011-01-10T22:33:00.008+05:302011-01-11T00:56:06.793+05:30The Royal Ganguly snub and a few lessons...<a onblur="try {parent.deselectBloggerImageGracefully();} catch(e) {}" href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh8_Jg6Bbd8CnVX-EZi5fttpQlMibfuHeacdcsXgDs0H98PSj8G08zktLNr_VhDaYKguIT0hFtR_nZpsbpuG9P-MfCTa_c5uI3dUBT8y1p6MLHmQI1IGt2GHNByeGxe57f-q8Lh8S72sz4/s1600/Dada-Sourav-Ganguly.jpg"><img style="display: block; margin: 0px auto 10px; text-align: center; cursor: pointer; width: 320px; height: 192px;" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh8_Jg6Bbd8CnVX-EZi5fttpQlMibfuHeacdcsXgDs0H98PSj8G08zktLNr_VhDaYKguIT0hFtR_nZpsbpuG9P-MfCTa_c5uI3dUBT8y1p6MLHmQI1IGt2GHNByeGxe57f-q8Lh8S72sz4/s320/Dada-Sourav-Ganguly.jpg" alt="" id="BLOGGER_PHOTO_ID_5560637788536245506" border="0" /></a><br />These are hard times for <span class="blsp-spelling-error" id="SPELLING_ERROR_0">Sourav</span> <span class="blsp-spelling-error" id="SPELLING_ERROR_1">Ganguly</span>. <span class="blsp-spelling-corrected" id="SPELLING_ERROR_2">Similarly</span>, these are hard times for me to keep my objectivity intact for purely cricket reasons.<br /><br />Tough to understand why <span class="blsp-spelling-error" id="SPELLING_ERROR_3">Sourav</span>, who displayed one of the best batting performances in the last <span class="blsp-spelling-error" id="SPELLING_ERROR_4">IPL</span> edition (Amongst the top 5 run getters with an impressive strike rate) get ruthlessly snubbed in the <span class="blsp-spelling-error" id="SPELLING_ERROR_5">IPL</span> auction.<br /><br />First inference is that he was snubbed not on the basis of performance.<br /><br />Was he snubbed because of his age?<br /><br />Not really!! Warnie, Gilchrist, Dravid & Laxman also found place in the auction.<br /><br />Was it because of his larger than life approach to cricket?<br /><br />Naaah!!!! Remember his performance in the Sri Lanka tour after his comeback from a considerable break due to a spat with Aussie Dimwit 'Greg Chappel'. He integrated with the team fabric in an effortless manner and even won the 'Man of the series' award.<br /><br /><br />Was it because he doesnot gell well with Aussie coaches (Most of the team coaches in IPL are from the Aussie land)?<br /><br />Maybe Yes!!!<br /><br />Whatever be the reason, here are a few lessons one can learn from the 'Royal Snub':<br /><ul><li><span style="font-weight: bold;">Be careful of your image:</span> His 'Prince of Kolkata' image probably went against him. Team management might have found him tough to be handled.</li></ul><br /><ul><li><span style="font-weight: bold;">There is nothing like 'over-communication':</span> Ganguly is an honourable man, yet he should have seeked complete information from various teams to gauge their interest in buying him.Only after that he should have made himself available for the auction.(He could have also gone the Kumble way)</li></ul><br /><ul><li><span style="font-weight: bold;">Honour versus Idealism:</span> Shahrukh Khan extended the olive branch to him offering a chief mentor role in KKR. He has not been very kind to the request. But if he truly cares about KKR then he might just accept the role of a mentor and play an integral role in fulfilling KKR's mission of 'Korbo..Lorbo..Jeetbo Re!!!(We will do..fight & win)' .<span style="font-style: italic;">Of course with KKR in context, there would have been too many mentors and there is certainly nothing official about it.Saurav is intelligent and let him decide the rest.</span></li></ul><br /><ul><li><span style="font-weight: bold;">Keep the passion on!!!:</span> If the intent and passion is right then many seemingly significant (otherwise insignificant) outcomes do not matter in long run. His fans will always love him. His critics will always make ridiculous judgements. But he will be respected by all forever and beyond. Till now his batting did the talking. It's time his silence does the talking. And if he ever gets the bat he will ROAR!!! In the true ROYAL BENGAL STYLE!!!!<br /></li></ul>Saikat Sahahttp://www.blogger.com/profile/14268782126370617825noreply@blogger.com1tag:blogger.com,1999:blog-7706007856401390844.post-85666398969747701852011-01-02T15:16:00.007+05:302011-01-02T19:34:52.770+05:30Do you have enough HEROes (Dabanggs) in your team???<span style=";font-family:arial;font-size:100%;" >There are two places in Chennai where you can locate me on a Sunday late morning:<br /><br />My room or Landmark Bookstore!!!<br /><br />While surfing the books I came across<a href="http://www.amazon.com/Empowered-Employees-Energize-Customers-Transform/dp/1422155633"> '</a></span><span style=";font-family:arial;font-size:100%;" ><span id="btAsinTitle" style=""><a href="http://www.amazon.com/Empowered-Employees-Energize-Customers-Transform/dp/1422155633">Empowered: Unleash Your Employees, Energize Your Customers, and Transform Your Business'</a>.<br /><br />A few random turning of the pages & I found an insightful matrix:<br /><br /><br /></span></span><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhI5cL1VXA4eFxO029q0fWtND_UsK-M_KSRZ0JLaYUFvukmYyCWMFhWtlRoUlp51YeIkv1GDDCG5U32vSzx5IL3ZgyyisCdpyOTGY6LBK-FQmM8x-4FdQKFM77MYzOBB-HFZybTpRLAXrs/s1600/hero.gif"><img style="display: block; margin: 0px auto 10px; text-align: center; cursor: pointer; width: 320px; height: 256px;" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhI5cL1VXA4eFxO029q0fWtND_UsK-M_KSRZ0JLaYUFvukmYyCWMFhWtlRoUlp51YeIkv1GDDCG5U32vSzx5IL3ZgyyisCdpyOTGY6LBK-FQmM8x-4FdQKFM77MYzOBB-HFZybTpRLAXrs/s320/hero.gif" alt="" id="BLOGGER_PHOTO_ID_5557539061846609122" border="0" /></a><br /><span style=";font-family:arial;font-size:100%;" ><span id="btAsinTitle" style="">The X axis signifies 'the quantum of empowerment one feels at work' and Y axis signifies 'quantum of resourcefulness with which one acts in his workplace'.<br /><br />It's depressing to know that only 20 % of US Information workers fall under the category of 'HERO-Highly Empowered Resourceful Operatives'.<br /><br />So who has a greater onus in ensuring that the employees fall under the 'top right hand quadrant of the matrix'??? Employees themselves or employers???<br /><br />I would not recieve any brownie point for giving the lucid answer. But the answer is 'Both'. In the age of Co-creation, it's both the employee and the employer who have to work in an ever inclusive manner to 'co-create' many Heroes.<br /><br /><span style="font-weight: bold;">However, the most conflicting issue is that when companies want to create more 'HEROes' and employees themselves desire to become 'HEROes' then why dont we have enough HEROes (Based on the above matrix)?</span><br /><br />According to my ever innocent opinion, I feel the <span style="font-weight: bold;">conflict often arises when it comes to paying the right price for either enabling or becoming an 'HERO-Highly Empowered Resorceful Operatives' from both the employee & employer's end.<br /><br /></span>The singlemost important attribute in creating enough 'HEROs' at workplace would be the 'mutual confidence' in 'co-creating HEROs'.<br /><br />I wish everyone a Glorious & Dabangg('Fearless' in Hindi spoken in Uttar Pradesh, India) new year in the persuit of finding the 'super heroes' within & around themselves.<br /><br /><br /><span style="font-weight: bold;"><br /></span><br /><br /><br /></span></span><img src="file:///C:/Users/DRSAHA%7E1/AppData/Local/Temp/moz-screenshot.png" alt="" /><img src="file:///C:/Users/DRSAHA%7E1/AppData/Local/Temp/moz-screenshot-1.png" alt="" />Saikat Sahahttp://www.blogger.com/profile/14268782126370617825noreply@blogger.com0tag:blogger.com,1999:blog-7706007856401390844.post-91469468209948480952010-12-12T20:42:00.009+05:302010-12-18T11:57:47.208+05:30'Walk & talk' to resolve conflicts...The impressive ads from Idea Cellular with the tag line 'Walk and talk' has many lessons to impart. Most of these lessons have been lucidly disseminated by Abhishek Bachan in the ad itself.<br /><br />However, we can learn one more rich lesson specifically from the tagline.<br /><br />Many years back, while my fascination for HR was growing, I asked an HR expert about his opinion on how to resolve conflict?<br /><br />He gave a quintessential HR answer to it saying "Get both the parties to face each other and let them talk(& listen) their way to the solution".<br /><br />It did sound sacrosanct then but with all due respect the HR expert, I would dare to modify his statement "Get both the parties to walk alongside and let them talk (& listen) their way to the solution".<br /><br />There were a few triggers to this thought. One being the idea cellular ad with the above mentioned tagline but more importantly <a href="http://www.ted.com/talks/william_ury.html">this TED video</a> where <a href="http://www.ted.com/speakers/william_ury.html">William Ury</a>, Senior Fellow, Harvard Negotiation Project speaks about 'negotiation' under the theme "the walk from 'no' to 'yes' ".<br /><br />According to him one of the basics in negotiation is to identify the third party who can always remind the two parties at loggerheads about what is at stake?<br /><br />It also explains how walking side by side with the two parties (symbolic) while finding the resolution is more effective instead of facing them in opposite direction.<br /><br />Walking side by side is symbolic of moving in the same direction towards the persuit of finding a resolution instead of facing each other which is symbolic of confrontation.<br /><br />Most certainly a simple technique which should not be overlooked.Saikat Sahahttp://www.blogger.com/profile/14268782126370617825noreply@blogger.com0tag:blogger.com,1999:blog-7706007856401390844.post-6004171585803989382010-11-07T21:48:00.005+05:302010-11-08T01:51:39.121+05:30Managing the career aspiration of YoungistanIn a recent Conference organized by <a href="http://www.mthrglobal.com/">MTHR Global</a> in Bangalore , I particularly got fascinated by an interesting analogy given by Mr <a href="http://www.leadcap.org/about4.html">Sangeeth Varghese</a>.<br /><br />The panel discussion revolved around managing career expectations of freshers.<br /><br />More specifically it was a discussion on the after thoughts of presentations by 3 incredible students on their 'Dream Company'.<br /><br />Mr Sangeeth Varghese spoke about how he also was in a simmilar quest of finding something perfect a few years back. Just like the students were chasing their dream of finding the perfect company/job/career, he was in the quest to find the perfect life partner. He met the 'perfect' girl and had the 'perfect marriage'. The situation remained perfect for a few days after marriage but soon he felt it was far from perfect. The relationship was not perfect anymore!!!<br /><br />This made him retrospect for sometime. He did realize that his wife probably did not meet his expectations but did he ever make any effort to know if he met his wife's expectation? On further retrospection he felt that he did a worse job.<br /><br />His wife also had expectations which were probably overlooked. He then decided to work on the shortcomings and gaps. The relationship did improve and today he feels he is blessed with a 'perfect wife' :-)<br /><br />Whatta perfect analogy!!!!!!!<br /><br />Indeed, freshers (including me) often ask how much has the company done for them and how much more it can do for them. Often they measure their expectations from the company. It's equally important to reflect on how much we are able to live upto our company's expectations.<br /><br />I remember Mr Sangeeth saying that 'Perfection is a frame of mind'. I feel in order to achieve that frame of mind one has to sincerely reflect on their own & others' expectations and more importantly work sincerely on meeting those expectations.<br /><br />This also reminds me to share an <a href="http://www.gautamblogs.com/2010/06/noble-profession-8-career-guidelines.html">insightful post</a> contributed by <a href="http://twitter.com/gautamghosh">Gautam Ghosh</a> & written by Sunit Sinha. Here are a few excerpts from the post:<br /><br /><br /><ol><li>A job is what you make it. If you look at your function as only a job (show up, fill a desk, answer a phone, pass on a report), that’s what it will be. But if you recognize the time you spend in your early, entry or junior position as a process of career building, then that’s what you will have: a career. Always play your role with dignity, looking for ways to learn from it.</li><li>The real keys to success are not smarts or qualifications or belonging to a brand-name firm. Rather, success is derived from courage, drive, energy, passion, ambition, enthusiasm, excitement, initiative, discipline, a dream and enough self-confidence to keep trying.</li><li>Don’t be intimidated by senior people. Remember, they also started somewhere, and if they are purposely intimidating you, they can’t be very secure themselves. Don’t, however, confuse intimidation with respect. Even if you don’t agree with a senior person, they have earned and deserve their due for what they have achieved in the organization.</li><li>When you feel underappreciated (or undercompensated) take a deep breath. Even if you are doing better work and have more responsibility than someone earning more or being treated better, show some patience. It’s the long term that counts!!</li><li>Broken promises are remembered more than kept promises. Do what you say you are going to do. It’s better to have the guts to say up front, “I’m not sure I can get that done,” than to accept a task that you can’t deliver on.</li><li>It is important to , listen to the assignment and carry out what has been asked. Again, remember that you are the directee, not the director, at this point in your career. You may not like the assignment, but do it with the same enthusiasm that you show for those projects you do like. Pencils must be sharpened, and everyone (even the CEO) has taken his turn.</li><li>Remember that success is not spontaneous combustion; you have to set yourself on fire.</li><li>Last but not the least – remember who actually pays for your salary – the client. Never lose your connect with clients, and always put them at the centre of what you do. </li></ol>Saikat Sahahttp://www.blogger.com/profile/14268782126370617825noreply@blogger.com5tag:blogger.com,1999:blog-7706007856401390844.post-7269255176879174202010-11-05T18:46:00.004+05:302010-11-05T19:32:32.745+05:30More on 'Employer Branding' lessons from SHRM India Monthly meetI am keen to share a few learnings I recieved on 'Employer Branding' from Mr P Ravishankar, Chief Human Resource Officer, Mahindra Holidays & Resorts India Ltd during the last SHRM India Meeting held two weeks back.<br /><br />Following are my key learnings:<br /><br /><ul><li>Employer Branding is essentially the reinforcement of Company's values.</li><li>Key messages that the HR function can transmit using company's employer brand are: Redifination of leadership competencies, living your core values,redefination of performance,renewed code of conduct & governance.</li><li>How you drive change in your organization, community and the ecosystem is also a major value lever of your 'Employer Brand'.</li><li>In the persuit of branding one should remember to 'balance' both internal and external employer branding.<br /></li></ul>Saikat Sahahttp://www.blogger.com/profile/14268782126370617825noreply@blogger.com0tag:blogger.com,1999:blog-7706007856401390844.post-67724767005277698022010-10-21T21:31:00.003+05:302010-10-22T00:37:12.937+05:30Game for testing your 'employer brand'?I have been invited for the SHRM India monthly meet to be held in Chennai tomorrow evening and the theme to be discussed is 'Employer Branding'. Would like to share a few innocent pre discussion thoughts on the topic.<br /><br />Here are a few questions a business leader might ask himself to test his company's 'employer brand'(Answers should not be on a likert scale. A plain 'yes' or 'no' would suffice):<br /><br /><ul><li>Do people join your company to 'build a career' instead of just having a mere job?</li><li>Do they market the success of their company as if it's their own?<br /></li><li>Do your employees get riled up when the company's brand becomes a victim of unjustified critisicm?</li><li>Does your employees always look for the next 'big or small' oppurtunity to talk about their company with great enthusiasm?</li><li>Does your employees take a major onus in ensuring that the new recruits get fitted into the company's proud organizational fabric?</li><li>Can your employees find a world of oppurtunities, moments & friends within the company which they can cherish?</li><li>Is your company able to attract the talented yet passive job seekers in the market with minimum visibility?</li></ul>An 'Yes' to each of the 7 (a spiritual number according to numerology) questions might make your 'employer brand' an incredible brand :-)Saikat Sahahttp://www.blogger.com/profile/14268782126370617825noreply@blogger.com3tag:blogger.com,1999:blog-7706007856401390844.post-81009655676922788892010-10-14T00:20:00.003+05:302010-10-14T00:58:05.706+05:30TEDx Chennai 2010<a onblur="try {parent.deselectBloggerImageGracefully();} catch(e) {}" href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgK3dPbmEXD3Wlocl4jS_VkpoUXHZfF9V4QaOaRHCYeJkmsqycQq9SX-k6qfTOXVAr2jyF4fDLpiaWXRrEL9mc7N1UzhJ3d62fk0sz30Lj-SjPdWR5CarTE2Hmty0J1u1QMa80a7-wA3xE/s1600/IMG_8650.JPG"><img style="float: right; margin: 0pt 0pt 10px 10px; cursor: pointer; width: 320px; height: 179px;" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgK3dPbmEXD3Wlocl4jS_VkpoUXHZfF9V4QaOaRHCYeJkmsqycQq9SX-k6qfTOXVAr2jyF4fDLpiaWXRrEL9mc7N1UzhJ3d62fk0sz30Lj-SjPdWR5CarTE2Hmty0J1u1QMa80a7-wA3xE/s320/IMG_8650.JPG" alt="" id="BLOGGER_PHOTO_ID_5527614456937940786" border="0" /></a><br />I had an incredible time listening to diverse <a href="http://tedxchennai.com/speakers.php"><span style="text-decoration: underline;">list of speakers</span></a> during the TEDx Chennai 2010 conference on 9th October 2010 held at IIT-Madras.<br /><br />All of you who have missed the show and want to get a snapshot about the event, just click the following labels which will link you to interesting posts from the official <a href="http://tedxchennai.com/blog/">TEDx Chennai Blog:</a><br /><br /><ul><li><a href="http://tedxchennai.com/blog/tedx-chennai-2010-mindmap">TEDx Chennai 2010 Mindmap</a></li><li><a href="http://tedxchennai.com/blog/rasmus-on-high-performance">Rasmus Ankersen's talk</a></li><li><a href="http://tedxchennai.com/blog/the-chennai-trekker-from-belgium">Peter Van Geit's talk</a></li><li><a href="http://tedxchennai.com/blog/power-of-failures">Lakshmi Pratury's talk</a></li><li><a href="http://tedxchennai.com/blog/energy-flow-tara">Dr Tara Thiagarajan's talk</a></li><li><a href="http://tedxchennai.com/blog/chendil-kumar-on-spreading-humour-the-right-way">Chendil Kumar's talk</a></li><li><a href="http://tedxchennai.com/blog/chinny-krishna-at-tedx-chennai">Chinny Krishna's talk</a></li><li><a href="http://tedxchennai.com/blog/excuse-factorydr-anandashankarjayant">Dr Ananda Shankar Jayant</a><a href="http://tedxchennai.com/blog/excuse-factorydr-anandashankarjayant">'s talk</a></li><li><a href="http://tedxchennai.com/blog/shekar-dattari-on-nature-and-us">Shekar Dattari's talk</a></li><li><a href="http://tedxchennai.com/blog/rajendrans-talk-at-tedx-chennai">Rajendran's talk</a></li><li><a href="http://tedxchennai.com/blog/have-the-heart-passion-to-achieve-your-dream-g-j-siddharth">G J Siddharth's talk</a></li><li><a href="http://tedxchennai.com/blog/prasanna-on-the-importance-of-sharing-ideas">Prassana's talk</a><br /></li></ul>Saikat Sahahttp://www.blogger.com/profile/14268782126370617825noreply@blogger.com1tag:blogger.com,1999:blog-7706007856401390844.post-54902769561356246832010-10-08T00:19:00.005+05:302010-10-08T11:51:14.560+05:30Collaboration in the midst of competition....Two precursors for success in any team would be 'Competitiveness & Collaboration'. Yet if we consider them as a pair then it would definately qualify to be an oxymoron of the highest order.<br /><br />So how can we ensure that a team has the right amount of competitiveness juxtaposed with the right amount of collaboration???<br /><br />To answer that question we must reflect on what is the 'right' amount of competitiveness & collaboration???<br /><br />The 'right' amount would be definately relative. An A R Rehman or Yanni concert would require higher amount of collaboration among the musicians & singers. However, a number chasing sales team would not mind ensuring high amount of competitiveness among it's associates at the cost of collaboration.<br /><br />However, in the above context, many would associate 'competitiveness' with a sort of negativity and associate 'collaboration' with postivity. The real recipe of interwining competitiveness with collaboration lies in coating both with 'goodness'.<br /><br />If there is a spirit of 'goodness' infused in 'collaboration' & 'competitiveness' then both would start complementing each other. Look around to find the best team you have ever come across and you will witness that sense of goodness in their collaboration and competitiveness.<br /><br />The underlying philosophy should be that <span style="FONT-WEIGHT: bold">collaboration </span>must <span style="FONT-WEIGHT: bold">enhance</span> other team member's performance and one should <span style="FONT-WEIGHT: bold">compete </span>with the purpose of <span style="FONT-WEIGHT: bold">completing</span> the other team member's performance.<br /><br />So dont let the competition kill your collaboration within the team and dont let the collaboration die down the competitiveness.<br /><br />Compete with the purpose of collaborating and not vice versa :-)Saikat Sahahttp://www.blogger.com/profile/14268782126370617825noreply@blogger.com0tag:blogger.com,1999:blog-7706007856401390844.post-61274359549397418882010-08-30T21:23:00.007+05:302010-08-30T22:29:43.336+05:30Those first few days....a poem....a prayer...<a onblur="try {parent.deselectBloggerImageGracefully();} catch(e) {}" href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhTFwmZKNNxTH2h-HCn80tAbgk3FuWsnnyiiX-Vt1lNfzwFvgDh9_z0ld6y82wpklR8SkOxr8l5_gJ0NqSr58NjhSUZMxqaLuDczO9Pv-33M3lNRmY9LpCEYu3Sx97w_na0_9T3FXZDJsI/s1600/images.jpg"><img style="float: left; margin: 0pt 10px 10px 0pt; cursor: pointer; width: 245px; height: 206px;" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhTFwmZKNNxTH2h-HCn80tAbgk3FuWsnnyiiX-Vt1lNfzwFvgDh9_z0ld6y82wpklR8SkOxr8l5_gJ0NqSr58NjhSUZMxqaLuDczO9Pv-33M3lNRmY9LpCEYu3Sx97w_na0_9T3FXZDJsI/s320/images.jpg" alt="" id="BLOGGER_PHOTO_ID_5511246850088854642" border="0" /></a><br />The first few days...<br />the days of fun & frolic...<br />even though a little chaotic...<br />the aspirations are high...<br />so is the perspiration...<br /><br />In the midst of all the anticipation...<br />here comes a realization...<br />to realize the brighter shades from anything that is remotely Grey...<br /><br />While I pray, my heart gets suffused with a bright ray...<br />a ray that shall guide me if I am ever in utter dismay...<br /><br />From the shores that provide me the depth to be human...<br />to the terrains that aspire me to chase the dreams...<br />I shall embrace the beauty and the filth of all...<br /><br />as I stand between the black & white...<br />may I become the lightest shade of Grey in the times of the steely white...<br />and the times of hideous black...<br /><br />may the first few days be in the remembrance..<br />whilst the future actions gather the courage from the innocence of the first few days...<br /><br />In the times of melody or the cacophony...<br />may i remember the first few days...<br /><br />-Saikat Saha<br /><br />Picture above from http://www.faithassemblywp.comSaikat Sahahttp://www.blogger.com/profile/14268782126370617825noreply@blogger.com0tag:blogger.com,1999:blog-7706007856401390844.post-87070028883087612332010-08-12T22:11:00.002+05:302010-08-12T22:23:20.642+05:30G Ravindran's BlogThe latest HR leader to join the blogging universe is <a href="http://in.linkedin.com/pub/g-ravindran/9/639/73B">G Ravindran</a>, Managing Director, SHRM India.<br />Have a look at his <a href="http://ravindranshrm.blogspot.com/2010/08/i-am-god-said-interviewer.html">first post</a> which is incredibly candid with a message that most Interviewers overlook. A job interview is one of the first and most credible check point in a professional's journey into a company.<br /><br />Yet at times HR professionals willingly allow their ego to supersede their common sense.<br /><br />One of the finest post that's simple yet immensely powerful. A post that extols a valuable lesson to shift from knowledge perspective to 'heart' perspective.Saikat Sahahttp://www.blogger.com/profile/14268782126370617825noreply@blogger.com0tag:blogger.com,1999:blog-7706007856401390844.post-72120526742783815652010-08-07T22:54:00.001+05:302010-08-07T23:03:17.208+05:30NASSCOM HR SUMMIT 2010<p><span style="font-family:Times New Roman;">Let me make an innocent attempt to provide a snapshot of my learning at the NASSCOM HR SUMMIT 2010:</span></p> <p><span style="font-family:Times New Roman;">The knowledge summit started with the Inaugural talk by Som Mittal, President, Nasscom followed by a panel discussion called <strong>‘<em>Indian Townhall: CEOs in conversation’ </em></strong>where the conversation primarily revolved around managing the Gen Y aspirations and other emerging talent issues.</span></p> <p><span style="font-family:Times New Roman;">The eminent panelists for the event were R Chandrasekaran,President & MD,Cognizant; Aparup Sengupta, MD & Global CEO, Aegis Ltd, Krishna Kumar Natarajan,CEO & MD,Mindtree and Som Mittal, President,Nasscom.</span></p> <p><span style="font-family:Times New Roman;">Some of the key inferences that emerged from this discussion were as follows:</span></p> <p><span style="font-family:Times New Roman;"><strong>S Chandrasekaran</strong><strong>:</strong> We have to create enough scope for the mavericks to perform in the best of their capacity in order to leverage their creativity. He mentioned that there is always a risk of being complacent while sustaining growth. Especially in such instances it’s very important to be open to ideas of all formats from everyone. Since the majority of the workforce today is Gen X & GenY. We must connect with them in the right manner. He explained this with an analogy. He explained how a Gen X & GenY employee experiences a seamless virtual connectivity through social networks/media like twitter & facebook where his concerns and inquisitiveness is satiated in a shortest time span on a Sunday but on the Monday morning he again gets into the rigmarole of following HR manuals and time consuming processes. The real challenge is to recognize and sincerely act on repeating that Sunday experience into the Monday experience also. He also focused on the need to collaborate seamlessly and identify enablers that can help to collaborate better. The need for infusing appreciation in the performance mgmt ecosystem, fostering an entrepreneurial climate, infusing fun in the work culture, being tech savvy and embracing the global talent were also key insinuations from his conversation with the panelists.</span></p> <p><span style="font-family:Times New Roman;"><strong>Abarup Sengupta:</strong> In order to witness transformation at work, we must start measuring the task in terms of the impact it creates on the solution and not the task in itself. For example, we must stop measuring the number of associates reporting at office or the number of hours invested by the associates. Rather we should measure what kind of impact their presence and task has on solutions. He also emphasized how a strong belief must be transformed into a collective behavior through repetition of the tasks firmly based on the belief in a consistent manner. While commenting on framing the right ‘vision statement’, he said that the vision statement must be simple and uncomplicated so that everyone can easily internalize it.</span></p> <p><span style="font-family:Times New Roman;"><strong>Krishna</strong><strong> Kumar Natarajan: </strong>He emphasized on how the transition of Gen Y recruits from their campus to corporate happens at a very quick pace and hence it’s important to restore campus experience also at the office. The office needs to be recreated as a campus. While speaking about leadership he said that the ideal way to build leadership is not always the volumes approach but it’s about narrating the right stories and inspiring anecdotes. He also mentioned that one of the indicators to know whether HR has graduated as a business partner is to observe whether the HR associate can be prepared to make a business presentation infront of the client.</span></p> <p><span style="font-family:Times New Roman;"><strong>Som Mittal: </strong>Leadership must never be distanced from the people and must ensure that people release their energy in the right manner and in the right direction. He also emphasized on the need for having strong code of conduct within the industry in the midst of the turmoil [high attrition & poaching] so that there is a method in the madness.</span></p> <p><strong><span style="font-family:Times New Roman;"> </span></strong><strong><span style="font-family:Times New Roman;"> </span></strong><strong><span style="font-family:Times New Roman;">Session II: Knee Jerk HR: Was there a better way to handle the downturn.</span></strong><strong><span style="font-family:Times New Roman;"> </span></strong></p> <p><span style="font-family:Times New Roman;">Speakers: Dr John Sullivan, Professor of Mgmt, San Fransisco State University & Kris Ramachandran, advisor to Chairman, Higher Education Project, Aditya Birla Group.</span></p> <p><span style="font-family:Times New Roman;">Chair Person: Prithvi Shergill, Lead ,Human Resources, Accenture India.</span></p> <p><span style="font-family:Times New Roman;"><strong>Prithvi Shergill:</strong> Whether HR played a pivotal role in handling the downturn is based on whether the HR team was having a place in the table during the strategic discussions? Did the HR team ask the right questions in the right time? Did the organization genuinely invest in HR to become more strategic? These were the few questions through which he set the platform for the discussion. Dr John Sullivian also added the question that did we call our CEO’s during the down turn and specify the areas where we should have invested in order to position ourselves better after downturn or did the CEO call the HR leader and ask him about his opinion (even better)?.</span></p> <p><span style="font-family:Times New Roman;"><strong>Kris Ramachandram: </strong>Two extremely contrasting examples of GE and South West airlines were given in order to explain how both the companies had completely different approach in being global leaders in their respective fields. GE was synonymous with very objective and aggressive approach of fixing, selling or even closing down their business whereas South West airlines had a much lenient approach of having no layoffs. Yet even though the approaches of the two companies did not have any convergence but both are still leaders in their respective industries. Similarly, there is no ‘one’ right way to deal with the downturn. He mentioned the 5 dimensions of the Hofstede model and how understanding the respective cultural dynamics are important in framing out the approach towards dealing with downturn. He mentioned the following points to be kept in the minds of the employees in order to deal with a future downturn:</span></p> <ul><li><span style="font-family:Times New Roman;">Realize that there are no free lunches in this world. We are never ‘entitled’ for the company benefits; we are only ‘eligible’ for the benefits.</span></li><li><span style="font-family:Times New Roman;">Keep yourself employable through superior performance, constantly improve your skills.</span></li><li><span style="font-family:Times New Roman;">Be an influencer.</span></li></ul> <p><span style="font-family:Times New Roman;">As an Employer we can do the following:</span></p> <p>· <span style="font-family:Times New Roman;">Focus on continuous productivity (Repair the roof when sun is shining </span>J<span style="font-family:Times New Roman;">)</span></p> <p>· <span style="font-family:Times New Roman;">Manage expectation, beliefs & values.</span></p> <p>· <span style="font-family:Times New Roman;">Connect & communicate.</span></p> <p><span style="font-family:Times New Roman;"><strong>John Sulivian: </strong>He categorically mentioned that the following went wrong by HR in downturn:</span></p> <p>· <span style="font-family:Times New Roman;">It went into a reactive mode and was not anticipatory enough.</span></p> <p>· <span style="font-family:Times New Roman;">Did not realize the new economic reality of continuous ups & downs, with little warning.</span></p> <p>· <span style="font-family:Times New Roman;">Being overtly optimistic</span></p> <p>· <span style="font-family:Times New Roman;">Not having any warning precursors for identifying what occurs prior to a major problem.</span></p> <p>· <span style="font-family:Times New Roman;">No contingency labor plan.</span></p> <p>· <span style="font-family:Times New Roman;">Lack of prioritization.</span></p> <p>· <span style="font-family:Times New Roman;">Cost cutting focus rather than productivity & innovation focus.</span></p> <p>· <span style="font-family:Times New Roman;">Solutions adopted with no data on tools effectiveness.</span></p> <p>· <span style="font-family:Times New Roman;">No midcourse feedback loop metrics.</span></p> <p>· <span style="font-family:Times New Roman;">No accountability.</span></p> <p>· <span style="font-family:Times New Roman;">Only ‘guessing’ when to resume talent growth.</span></p> <p><span style="font-family:Times New Roman;"> Must do list for HR before the next downturn:</span></p> <p>· <span style="font-family:Times New Roman;">Conduct failure analysis.</span></p> <p>· <span style="font-family:Times New Roman;">Benchmark best practices.</span></p> <p>· <span style="font-family:Times New Roman;">Focus on innovation/productivity.</span></p> <p>· <span style="font-family:Times New Roman;">Establish contingent labor component.</span></p> <p>· <span style="font-family:Times New Roman;">Do surgical layoffs based on performance.</span></p> <p>· <span style="font-family:Times New Roman;">Substitute technology for labor (No people first approach)</span></p> <p>· <span style="font-family:Times New Roman;">Continue to outsource ‘non core’ activities.</span></p> <p>· <span style="font-family:Times New Roman;">Use ‘peak time & Seasonal empoyees’</span></p> <p>· <span style="font-family:Times New Roman;">Next time do countercyclical hiring & poaching [;-) not my thoughts]</span></p> <p><span style="font-family:Times New Roman;"> </span><span style="font-family:Times New Roman;"> </span><strong><span style="font-family:Times New Roman;">Session III: Open House- Are Indian players ready to handle a globalized workforce?</span></strong><span style="font-family:Times New Roman;"> </span></p> <p><span style="font-family:Times New Roman;"><strong>Speakers:</strong> D P Singh, Director,HR, IBM Daksh & Saurabh Govil, Senior Vice President, HR, Wipro Technologies.</span></p> <p><span style="font-family:Times New Roman;"><strong>Chairperson: </strong>C. Mahalingam, Executive Vice President & Chief People Officer, Symphony Services.</span></p> <p><span style="font-family:Times New Roman;"><strong>C Mahalingam: </strong>‘Money is what money does’ and similarly ‘Globalization is what globalization does’. The context for the discussion was lucidly set by putting into perspective the thoughts of Thomas Friedman where he considered that Globalization 1.0 was influenced by the government, Globalization 2.0 was influenced by major MNCs and the new age era of Globalization 3.0 requires major role from Individual companies.Mr Mahalingam gave case examples of how Mc Donalds & Coke acted as catalysts in globalization and can be considered as icons of globalization. The following ‘distance issues’ were highlighted as they are to be carefully studied in course of embracing Globalization 3.0:</span></p> <p><span style="font-family:Times New Roman;">Culture, Administrative, Geographic & Economic [CAGE].</span></p> <p><span style="font-family:Times New Roman;">He also mentioned that the key drivers for success in globalization 3.0 must recognize that global workforce will have different aspiration, ability and engagement. Hence, it will become important to constantly manage as we learn and constantly learn as we manage.</span></p> <p><span style="font-family:Times New Roman;"><strong>D P Singh: </strong>The key levers for success in globalized economy are going to be Shared Visions, Policies, Processes, HR system & Communication. Companies have to leverage technology, opportunities, capital & structures. The right answers to the following few questions would help us to handle the globalized economy better:</span></p> <p>· <span style="font-family:Times New Roman;">Do you have shared values across the globe embedded & understood by all?</span></p> <p>· <span style="font-family:Times New Roman;">Do you have processes to identify, reward & grow talent.</span></p> <p>· <span style="font-family:Times New Roman;">Do you have processes & policies in place with effective & robust control mechanism?</span></p> <p>· <span style="font-family:Times New Roman;">Do you encourage diverse unconventional points of views to finally integrate with business objectives?</span></p> <p>· <span style="font-family:Times New Roman;">How will you relate the Gen Y to your business objectives?</span></p> <p><span style="font-family:Times New Roman;"><strong>Saurabh Govil: </strong>The apparent hard issues like labor laws & compliance are much easier to manage but the challenging issues are the perceived softer issues like building local leadership, cultural issues and communication. It also becomes very important to keep on repeating the right things so that it becomes a part of the organizational fabric. He made a major emphasis on leveraging social network as the future of communication will not be e-mails but social networks.</span></p> <p><span style="font-family:Times New Roman;"> </span><strong><span style="font-family:Times New Roman;"> </span></strong><strong><span style="font-family:Times New Roman;"> </span></strong><strong><span style="font-family:Times New Roman;">Session IV: Management of paradoxes </span></strong><strong><span style="font-family:Times New Roman;"> </span></strong></p> <p><span style="font-family:Times New Roman;"><strong>Speakers: </strong>Hari Thalapalli, Chief People Officer, Mahindra Satyam<strong> </strong>& Piyush Mehta, Senior VP,Human resources, Genpact.</span></p> <p><span style="font-family:Times New Roman;"><strong>Chairperson: </strong>Elango R, Chief Human Resources officer, Mphasis an HP company</span></p> <p><span style="font-family:Times New Roman;"><strong>Elango R: </strong>The statement ‘contradiction fuels innovation’ suffices to articulate that even though managing the paradoxes might be tough but it would be well worth it. Managing paradoxes in HR would be about being an ‘active game changer’ and not by being a mere facilitator/part of the change process. It would require HR professionals to shift their focus from their HR books to Adam Smith’s ‘The wealth of nations’ and more importantly it will require HR to work in grey shades.</span></p> <p><span style="font-family:Times New Roman;"><strong>Hari Thalapalli: </strong>It’s fascinating how in life’s philosophy itself so many statements & anecdotes are contradictory yet seemingly idealistic. Hence, the same replicates in business & HR too. The right answers of today’s HR paradoxes would be different tomorrow. It’s important that in HR’s pursuit to manage its paradoxes, it should focus equally on its associates, investors and final customers. Hence, investment into research, capacity building has to sharply increase.</span></p> <p><span style="font-family:Times New Roman;"><strong>Piyush Mehta: </strong>The focus must be on making/building talent in an organic manner through Internal promotions, moving to tier 3,4 cities and digitalizing platforms. Another important inference was that the business orientation of the HR would be good for people as in long term what is good for business would certainly be good for people.</span></p> <p><span style="font-family:Times New Roman;"> </span><strong><span style="font-family:Times New Roman;">Session V: What is your USP as an employer?</span></strong><strong><span style="font-family:Times New Roman;"> </span></strong></p> <p><span style="font-family:Times New Roman;"><strong>Speakers: </strong>Aparna Ballakur, Vice President, HR, Yahoo! & Sreekanth Krishnan Arimanithaya, SV, Global HR operations, HR Business Partner, CA Technologies</span></p> <p><span style="font-family:Times New Roman;"><strong>Chairperson: </strong>Gaurav Ahluwalia<strong> ,</strong>Senior Vice President, HR, HSBC Electronic Data Processing India Pvt Ltd.</span></p> <p><span style="font-family:Times New Roman;"><strong>Gaurav Ahluwalia: </strong>USP of either a product or service or even an employer is based on how it brings value to its customer and brings visibility in the market. The case example of Maruti-800 brought out the message clearly. While speaking about USP from employer perspective, he said that pay is only a part of the offer but the real USP is not pay most of the times.</span></p> <p><span style="font-family:Times New Roman;"><strong>Sreekanth Krishnan Arimanithaya: </strong>Six elements of creating & evaluating value proposition are Utility value, Satisfaction level, Offer alignment, Employee engagement & Employee performance. The organizational brand components are total rewards (base pay, external equity, stock options etc), work life (business level, location etc), company (risk taking, diversity etc), Work environment (job fit, promotion, empowerment project responsibility etc). Hence the USP of the company needs to leverage these elements and brand components with the purpose of managing, governing and securing the talent. A special emphasis was made on fostering an entrepreneurial culture within the company. </span></p> <p><span style="font-family:Times New Roman;"><strong>Aparna Ballakur: </strong>For an employer<strong> </strong>USP in the current economy stands for Unique Staying Proposition. Creating the right USP revolves around answering the three questions: What brought you here? What keeps you here? What can take you away from here?</span></p> <p><span style="font-family:Times New Roman;">She also explained how the focus should be increasingly on ‘stay interviews’ rather than exit interviews. The USP in Yahoo is centred around opportunity (to change the way the world uses the internet), work (scope of impact:600 million users) & workplace(company cares for every individual & shows this in every process/policy).Also it was interesting to know that ‘fun’ is a core value of Yahoo’s culture. In a nutshell, an USP must appeal to the intellect and touch the heart.</span></p> <p><span style="font-family:Times New Roman;"> </span><strong><span style="font-family:Times New Roman;">Session VI: Conquer the Mt Everest-Motivational Talk by Jamling Tenzing</span></strong><strong><span style="font-family:Times New Roman;"> </span></strong></p> <p><span style="font-family:Times New Roman;">Conquering the Mt Everest in the realms of thought itself is very inspiring. If we spend a few moments hallucinating about the presence of Mt Everest then we can realize the how insignificant we are infront of the mighty Everest. Yet few people conquer it through their spirit-‘the human spirit’. The human spirit is common to all of us yet only few realize it. One such man is Jamling Tenzing, son of legendary climber Tenzing Norway.</span></p> <p><span style="font-family:Times New Roman;">Jamling Tenzing’s presentation was themed as ‘Touching my father’s soul’. He passionately spoke on why he had a single minded focus on climbing the Mt Everest and why it meant so much to him. His childhood hero was always his father and he wanted to climb the Mt Everest the way his father did. In 1996, he climbed the Mt Everest which was later documented in the IMAX film, Everest. This journey helped him to understand himself, his father & his community (Sherpa) better.</span></p> <p><span style="font-family:Times New Roman;">His quest to climb the Everest was full of challenges like staying away from the family in the hope of meeting them once again to loosing friends who died on the way to climb the Mt Everest.</span></p> <p><span style="font-family:Times New Roman;">Like in any other team, a mountain expedition also has team members with designated roles. The leader paves the strategy to climb the mountain whereas the Sherpa provides strong support in carrying the food, goods and other essentials. Jamling Tenzing acted as the member who bridged the relationship between the leaders and the ‘sherpas’ as he himself is a Sherpa who was educated in America. HR’s role in business is also similar; he acts as a bridge between the business leaders and the associates. He is expected to be a business as well as people champion who can translate the language of business into a language which is best understood by the people.</span></p> <p><span style="font-family:Times New Roman;">In business also, the HR team is often confronted with huge challenges yet they are met with the right direction, team support, planning, courage & passion.</span></p> <p><span style="font-family:Times New Roman;">Another important life lesson learned from his presentation was that “In mountaineering, climbing up is optional but getting down is mandatory”.</span></p> <p><span style="font-family:Times New Roman;">Similarly, in life or business also we make the choice of being the best but we must be ready to face failures courageously too. If we cannot recognize failure and know how to deal with it then we will never know how to react when failure again strikes us in life.</span></p> <p><span style="font-family:Times New Roman;">He also mentioned how climbers are increasingly realizing that it’s important to respect nature and keep the surroundings clean while venturing into mountain expeditions.</span></p> <p><span style="font-family:Times New Roman;">Hence, it’s not only the end which matters but also the means. HR is the conscious keeper of the organization and must always adhere to ethics in its pursuit to achieve business success.</span></p> <p><span style="font-family:Times New Roman;">Jamling also stressed that human beings must be passion driven and not ego driven in their pursuits. He cited examples of how many rich businessmen wanted to satisfy their ego to climb the Mt Everest by risking the lives of many sherpas.</span></p> <p><span style="font-family:Times New Roman;">It was delightful to know that Jamling had great plans of teaching mountaineering to Indian kids in order to infuse in them the idea of sportsmanship. He has been doing a lot of work for the Sherpa community and wants to continue the good work. </span></p> <p><span style="font-family:Times New Roman;">Even HR has a community to take care of that transcends the associates and their families. </span></p> <p><span style="font-family:Times New Roman;">He concluded his presentation with his father’s quote: “Be a leader, Be a guide…Be great and make others great”. </span></p> <p><strong><span style="font-family:Times New Roman;"> </span></strong><strong><span style="font-family:Times New Roman;">Day 2</span></strong><strong><span style="font-family:Times New Roman;"> </span></strong></p> <p><span style="font-family:Times New Roman;"><strong>Session VII: </strong>Social Network: Leveraging or lamenting</span></p> <p><span style="font-family:Times New Roman;"><strong>Speakers: </strong>Arvind Rajan, Vice President, International, Linkedin & Nandita Gurjar,SVP, Group Head HRD, Infosys Technologies Ltd.</span></p> <p><span style="font-family:Times New Roman;"><strong>Chairperson:</strong> Anand Pillai, Senior Vice President, Talent Transformation & Intrapreneurship Development, HCL Technologies.</span></p> <p><span style="font-family:Times New Roman;"><strong>Anand Pillai: </strong>Social Networking is becoming the new operating system for the new workforce which has the following characteristics:</span></p> <p>· <span style="font-family:Times New Roman;">They want freedom.</span></p> <p>· <span style="font-family:Times New Roman;">Customized job profile.</span></p> <p>· <span style="font-family:Times New Roman;">They want transparency.</span></p> <p>· <span style="font-family:Times New Roman;">They thrive on innovation.</span></p> <p>· <span style="font-family:Times New Roman;">They love having fun.</span></p> <p>· <span style="font-family:Times New Roman;">They want to collaborate.</span></p> <p><span style="font-family:Times New Roman;"> </span><span style="font-family:Times New Roman;"> </span></p> <p><span style="font-family:Times New Roman;">It was interesting to know that HCL has a virtual ‘passion wall’ where associates are free to write about their passion and what it means to them. Adding to this practice, they also started the passion club where associates can mention their top 5 passion indicators and join the communities related to them. These communities would facilitate discussions related to their passion and keep them engaged.</span></p> <p><span style="font-family:Times New Roman;"><strong>Arvind Rajan: </strong>A few startling statistics on how majority of today’s workforce is either actively disengaged or not engaged. Adding to that most companies are having 1 HR associate for every 100 employees. Hence, communication between HR and the associates have sharply reduced. Social media in such a scenario helps to enable better communication. Most companies have focused on horizontal communication through social media but there should be focus on vertical communication too. A CEO’s blog is an example of effective communication that also ensures inclusiveness through the ‘comments’ feature in blogs. It also ‘personalizes’ the leadership especially when the company is large. Social media should be leveraged for recruiting (employee referrals,tweets), Reward(recognition) and retaining(through collaboration). Following are the few steps that can be taken in order to embrace social media (linkedin specifically):</span></p> <p>· <span style="font-family:Times New Roman;">Encourage employee to be on linkedin & connect.</span></p> <p>· <span style="font-family:Times New Roman;">Have a strategy for status updates.</span></p> <p>· <span style="font-family:Times New Roman;">Give them guidance on how to collaborate.</span></p> <p>· <span style="font-family:Times New Roman;">Add purpose & a fresh perspective on being networked.</span><strong><span style="font-family:Times New Roman;"> </span></strong></p> <p><span style="font-family:Times New Roman;"><strong>Nandita Gurjar: </strong>The 3 myths surrounding social media are:</span></p> <p>· <span style="font-family:Times New Roman;">Face to face relationships are far more valuable than virtual ones.</span></p> <p>· <span style="font-family:Times New Roman;">The best way to control the use of social media is to block.</span></p> <p>· <span style="font-family:Times New Roman;">There is no ROI in social media.</span></p> <p><span style="font-family:Times New Roman;">Many eye opening case examples of companies were given where improper use of social media backfired heavily. Hence it’s important to ensure the following are never discussed in social media:</span></p> <p>· <span style="font-family:Times New Roman;">Client confidential.</span></p> <p>· <span style="font-family:Times New Roman;">Policy documents.</span></p> <p>· <span style="font-family:Times New Roman;">Misuse of code of conduct.</span></p> <p><span style="font-family:Times New Roman;">It was interesting to know about the ‘My voice’ initiative in Infosys where employees can voice their opinion on policies before its creation and can also comment during the probation period for which the policy is implemented before its final implementation.</span></p> <p><span style="font-family:Times New Roman;">Micro-blogging is also an area where companies need to progress towards.</span></p> <p><span style="font-family:Times New Roman;"> </span><strong><span style="font-family:Times New Roman;">Session VIII: Cracking the code on Business agility: lessons from high performing learning organizations</span></strong><strong><span style="font-family:Times New Roman;"> </span></strong></p> <p><span style="font-family:Times New Roman;"><strong>Speakers: </strong>Bob Danna, Executive Vice President, Chief Operating Officer, Bersin Associates & Daniel R Bielenberg, Director, Capability Development Strategy </span></p> <p><span style="font-family:Times New Roman;"><strong>Bob Danna: </strong>In high intensive learning organizations the following checklist must be kept in perspective:</span></p> <p>· <span style="font-family:Times New Roman;">Rethink the learning purpose.</span></p> <p>· <span style="font-family:Times New Roman;">Focus a deep specialization.</span></p> <p>· <span style="font-family:Times New Roman;">Support learning agility</span></p> <p>· <span style="font-family:Times New Roman;">Get realigned to the business</span></p> <p>· <span style="font-family:Times New Roman;">Manage programs like portfolios.</span></p> <p><span style="font-family:Times New Roman;">The two key attributes in a learning culture are as follows:</span></p> <p>· <span style="font-family:Times New Roman;">Knowledge sharing on a frequent, encouraging & supportive basis.</span></p> <p>· <span style="font-family:Times New Roman;">Reflection- Post success & failure, opportunities for learning at all </span></p> <p><span style="font-family:Times New Roman;"> levels must be leveraged.</span></p> <p><span style="font-family:Times New Roman;"><strong>Daniel R Bielenberg: </strong>The existing talent challenge today is dealt through deep specialization, innovation, changeability, industrialization, people development, case skills & common culture (all of them have a learning & development element in it). The process of building a high performing learning organization begins from building foundational industry knowledge to leveraging high performance business and finally generating sales with industry specific offering & framework.</span></p> <p><span style="font-family:Times New Roman;">The biggest challenge in learning and development is that most managers treat coaching as a side job and much sincerity is lost in the coaching process. </span></p> <p><span style="font-family:Times New Roman;">It was interesting to know how an Accenture employee used blogs in order to persuade employees for enrolling in a learning module. She was able to sign up 5000 employees by using a free tool. It is actions like these which make the real difference in both learning development & use of social media.</span></p> <p><span style="font-family:Times New Roman;"> </span><strong><span style="font-family:Times New Roman;">Session IX: The transformed job market</span></strong><strong><span style="font-family:Times New Roman;"> </span></strong></p> <p><span style="font-family:Times New Roman;"><strong>Speakers: </strong>Aadesh Goyal, Executive Vice President, Global Head, HR,TATA Communications Ltd.</span></p> <p><span style="font-family:Times New Roman;">R V Balasubramanium Iyer ,Vice President, Reliance Retail.</span><strong><span style="font-family:Times New Roman;"> </span></strong><span style="font-family:Times New Roman;"><strong>Chairperson: </strong>William Paul, Executive Vice President, HR, Global Shared Service Centers, Scope International, Standard Charted Bank</span><strong><span style="font-family:Times New Roman;"> </span></strong></p> <p><span style="font-family:Times New Roman;"><strong>William Paul</strong>: The speed & quantum of change is humungous today and the customers are also becoming increasingly demanding. This has led to huge talent shortage in many industries. Hence it’s important that we do the following:</span></p> <p>· <span style="font-family:Times New Roman;">Invent your own raw talent pipeline.</span></p> <p>· <span style="font-family:Times New Roman;">Finding the balance between raw talent & lateral </span></p> <p>· <span style="font-family:Times New Roman;">Day 1 readiness</span></p> <p>· <span style="font-family:Times New Roman;">Use of metrics</span></p> <p>· <span style="font-family:Times New Roman;">Diversity mgmt</span></p> <p><span style="font-family:Times New Roman;"><strong>Aadesh Goyal: </strong>Following must be done in order to deal with the highly transformed job market which seems similar to the pre slowdown phase in 2007:</span></p> <p>· <span style="font-family:Times New Roman;">Must focus more on behavioral competencies than technical </span></p> <p><span style="font-family:Times New Roman;"> Competencies while hiring.</span></p> <p>· <span style="font-family:Times New Roman;">Continue to hire at lowest level.</span></p> <p>· <span style="font-family:Times New Roman;">Build & develop the talent for middle & top management.</span></p> <p>· <span style="font-family:Times New Roman;">Hire from outside (new competencies & new geographies) for new </span></p> <p><span style="font-family:Times New Roman;"> areas.</span></p> <p><span style="font-family:Times New Roman;">In addition it must also be recognized that the market for CXOs is hot and compensation offered is also very high.</span></p> <p><span style="font-family:Times New Roman;"><strong>R V Balasubramanium Iyer: </strong>He had a humorous take on the dilemma of being a recruiter in the retail industry where the desperation for recruiting goes to the extent of advertising in front of the stores saying: ‘Trespasser would be recruited’. He emphasized on the importance of partnership between industry, academia & individual.</span></p> <p><span style="font-family:Times New Roman;"> One of the good examples of such partnership is between Manipal University and ICICI (</span><a href="http://www.ima.manipal.edu/"><span style="font-family:Times New Roman;">http://www.ima.manipal.edu/</span></a><span style="font-family:Times New Roman;">).</span></p>Saikat Sahahttp://www.blogger.com/profile/14268782126370617825noreply@blogger.com1tag:blogger.com,1999:blog-7706007856401390844.post-39845506676248530032010-08-02T20:34:00.006+05:302010-09-04T19:52:39.544+05:30Meeting Jamling Tenzing in Nasscom HR Summit 2010<a onblur="try {parent.deselectBloggerImageGracefully();} catch(e) {}" href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhlrqnq89mBCo4Kill6-XYpudO7ov6Bjv_6UhwATd8JeBjDrG4y8nqOnwrZy5pfh40iw2PgoPQTmgrjF_sb_plu453lU-gcr7-zLWQWRjVPrjPJeOj3rikUApsA03mU1c68qW-_LfJFmDw/s1600/jamling1.jpg"><img style="float: left; margin: 0pt 10px 10px 0pt; cursor: pointer; width: 256px; height: 192px;" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhlrqnq89mBCo4Kill6-XYpudO7ov6Bjv_6UhwATd8JeBjDrG4y8nqOnwrZy5pfh40iw2PgoPQTmgrjF_sb_plu453lU-gcr7-zLWQWRjVPrjPJeOj3rikUApsA03mU1c68qW-_LfJFmDw/s320/jamling1.jpg" alt="" id="BLOGGER_PHOTO_ID_5500832027313795842" border="0" /></a>
<br /><meta equiv="Content-Type" content="text/html; charset=utf-8"><meta name="ProgId" content="Word.Document"><meta name="Generator" content="Microsoft Word 11"><meta name="Originator" content="Microsoft Word 11"><link rel="File-List" href="file:///C:%5CDOCUME%7E1%5CDR%5CLOCALS%7E1%5CTemp%5Cmsohtml1%5C02%5Cclip_filelist.xml"><o:smarttagtype namespaceuri="urn:schemas-microsoft-com:office:smarttags" name="country-region"></o:smarttagtype><o:smarttagtype namespaceuri="urn:schemas-microsoft-com:office:smarttags" name="place"></o:smarttagtype><!--[if gte mso 9]><xml> <w:worddocument> <w:view>Normal</w:View> <w:zoom>0</w:Zoom> <w:punctuationkerning/> <w:validateagainstschemas/> <w:saveifxmlinvalid>false</w:SaveIfXMLInvalid> <w:ignoremixedcontent>false</w:IgnoreMixedContent> <w:alwaysshowplaceholdertext>false</w:AlwaysShowPlaceholderText> <w:compatibility> <w:breakwrappedtables/> <w:snaptogridincell/> <w:wraptextwithpunct/> <w:useasianbreakrules/> <w:dontgrowautofit/> </w:Compatibility> <w:browserlevel>MicrosoftInternetExplorer4</w:BrowserLevel> </w:WordDocument> </xml><![endif]--><!--[if gte mso 9]><xml> <w:latentstyles deflockedstate="false" latentstylecount="156"> </w:LatentStyles> </xml><![endif]--><!--[if !mso]><object classid="clsid:38481807-CA0E-42D2-BF39-B33AF135CC4D" id="ieooui"></object> <style> st1\:*{behavior:url(#ieooui) } </style> <![endif]--><style> <!-- /* Style Definitions */ p.MsoNormal, li.MsoNormal, div.MsoNormal {mso-style-parent:""; margin:0in; margin-bottom:.0001pt; mso-pagination:widow-orphan; font-size:12.0pt; font-family:"Times New Roman"; mso-fareast-font-family:"Times New Roman";} @page Section1 {size:8.5in 11.0in; margin:1.0in 1.25in 1.0in 1.25in; mso-header-margin:.5in; mso-footer-margin:.5in; mso-paper-source:0;} div.Section1 {page:Section1;} --> </style><!--[if gte mso 10]> <style> /* Style Definitions */ table.MsoNormalTable {mso-style-name:"Table Normal"; mso-tstyle-rowband-size:0; mso-tstyle-colband-size:0; mso-style-noshow:yes; mso-style-parent:""; mso-padding-alt:0in 5.4pt 0in 5.4pt; mso-para-margin:0in; mso-para-margin-bottom:.0001pt; mso-pagination:widow-orphan; font-size:10.0pt; font-family:"Times New Roman"; mso-ansi-language:#0400; mso-fareast-language:#0400; mso-bidi-language:#0400;} </style> <![endif]--> <p class="MsoNormal" style="">Conquering the Mt Everest in the realms of thought itself is very inspiring. If we spend a few moments hallucinating about the presence of Mt Everest then we can realize how insignificant we are infront of the mighty Everest. Yet few people conquer it through their spirit-‘the human spirit’. The human spirit is common to all of us yet only few realize it. One such man is <a href="http://en.wikipedia.org/wiki/Jamling_Tenzing_Norgay">Jamling Tenzing</a>, son of legendary climber <a href="http://en.wikipedia.org/wiki/Tenzing_Norgay">Tenzing <st1:country-region st="on"><st1:place st="on">Norway</st1:place></st1:country-region></a>.</p><p class="MsoNormal" style="">
<br /></p> <p class="MsoNormal" style=""><o:p> </o:p></p> <p class="MsoNormal" style="">Jamling Tenzing’s presentation was themed as ‘Touching my father’s soul’. He passionately spoke on why he had a single minded focus on climbing the Mt Everest and why it meant so much to him. His childhood hero was always his father and he wanted to climb the Mt Everest the way his father did. In 1996, he climbed the Mt Everest which was later documented in the IMAX film, Everest. This journey helped him to understand himself, his father & his community (Sherpa) better.</p><p class="MsoNormal" style="">
<br /></p> <p class="MsoNormal" style=""><o:p> </o:p></p> <p class="MsoNormal" style="">His quest to climb the Everest was full of challenges like staying away from the family in the hope of meeting them once again to loosing friends who died on the way to climb the Mt Everest.</p><p class="MsoNormal" style="">
<br /></p> <p class="MsoNormal" style=""><o:p> </o:p></p> <p class="MsoNormal" style="">Like in any other team, a mountain expedition also has team members with designated roles. The leader paves the strategy to climb the mountain whereas the Sherpa provides strong support in carrying the food, goods and other essentials. Jamling Tenzing acted as the member who bridged the relationship between the leaders and the ‘sherpas’ as he himself is a Sherpa who was educated in <st1:country-region st="on"><st1:place st="on">America</st1:place></st1:country-region>. HR’s role in business is also similar; he acts as a bridge between the business leaders and the associates. He is expected to be a business as well as people champion who can translate the language of business into a language which is best understood by the people.</p> <p class="MsoNormal" style=""><o:p> </o:p></p> <p class="MsoNormal" style="">In business also, the HR team is often confronted with huge challenges yet they are met with the right direction, team support, planning, courage & passion.</p><p class="MsoNormal" style="">
<br /></p> <p class="MsoNormal" style=""><o:p> </o:p></p> <p class="MsoNormal" style="">Another important life lesson learned from his presentation was that “In mountaineering, climbing up is optional but getting down is mandatory”.</p> <p class="MsoNormal" style=""><o:p> </o:p></p> <p class="MsoNormal" style="">Similarly, in life or business also we make the choice of being the best but we must be ready to face failures courageously too. If we cannot recognize failure and know how to deal with it then we will never know how to react when failure again strikes us in life.</p><p class="MsoNormal" style="">
<br /></p> <p class="MsoNormal" style=""><o:p> </o:p></p> <p class="MsoNormal" style="">He also mentioned how climbers are increasingly realizing that it’s important to respect nature and keep the surroundings clean while venturing into mountain expeditions.</p> <p class="MsoNormal" style=""><o:p> </o:p></p> <p class="MsoNormal" style="">Hence, it’s not only the end which matters but also the means. HR is the conscious keeper of the organization and must always adhere to ethics in its pursuit to achieve business success.</p><p class="MsoNormal" style="">
<br /></p> <p class="MsoNormal" style=""><o:p> </o:p></p> <p class="MsoNormal" style="">Jamling also stressed that human beings must be passion driven and not ego driven in their pursuits. He cited examples of how many rich businessmen wanted to satisfy their ego to climb the Mt Everest by risking the lives of many sherpas.</p><p class="MsoNormal" style="">
<br /></p> <p class="MsoNormal" style=""><o:p> </o:p></p> <p class="MsoNormal" style="">It was delightful to know that Jamling had great plans of teaching mountaineering to Indian kids in order to infuse in them the idea of sportsmanship. He has been doing a lot of work for the Sherpa community and wants to continue the good work.
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<br /></p> <p class="MsoNormal" style=""><o:p> </o:p></p> <p class="MsoNormal" style="">Even HR has a community to take care of that transcends the associates and their families. </p> <p class="MsoNormal" style=""><o:p> </o:p></p> <p class="MsoNormal" style="">He concluded his presentation with his father’s quote: “Be a leader, Be a guide…Be great and make others great”.</p><p class="MsoNormal" style="">
<br /></p><p class="MsoNormal" style="">PS: He was kind enough to autograph on my name batch :-)
<br /></p> Saikat Sahahttp://www.blogger.com/profile/14268782126370617825noreply@blogger.com0