The Moral of the above Stories:
Sunday, April 22, 2012
OPTIMISM - Chronicles
The Moral of the above Stories:
Saturday, April 21, 2012
STEERING THE CHANGE - My Approach
In the coarse of managing a young and big team in the times of the change, I realized that the best way to bring about change is to first gain the support of the people who will be affected by it and the people whose support you need to implement it.
I scratched my head in an effort to realize the best way (whatever extent possible) to manage and bring about the change in an organisation. One question that kept coming to me as a manager of change was that, " What factors should any CHANGE MANAGEMENT SYSTEM have to make it successful?"
It came up that an ideal system should have following factors which can ensure that the brought about change is successful and meets its objectives.
I have tried to define it as a 4-tier process:
- Guidance
- Communication
- Empowerment
- Culture
COMMUNICATION:
EMPOWERMENT:
CULTURE:
Guidance:
- To clearly define Where we are and where we have to go
- Map the current process and systems
- Concentrate on people
- Define the strategy with clear scope and expected results
- Device clear parameters for measurement
- Sustain the current best practices
- Share with the stakeholders about what is happening
- Daily and Monthly meetings
- Frequent/periodic descriptive mails from leaders
- Sharing of remarkable data and information
- Open door policy
- More time on work floor than cabin
- Confidence to employees that they can do what they need to do
- Delegation of authority to sub-ordinates
- Involvement of supervisors/managers in system development
- Direct access to superiors
- Assigning responsibilities as well as functional authority to employees
- Clearly demarcate how to do things around in the organisation!
- Plans for individual, team and organisational growth
- Encourage MBO (Management By Objective)
- Device effective training & development programmes
- Hold confrontation meetings
- Linkage of salary to performance and productivity
- Employee Surveys
- Rewards & Recognition
Many organisations have implemented some or all of the above initiatives to ensure effective Change Management processes in the past. In my understanding, an effective system not only assists in effective change management rather it helps in positive transformation of the organisation and facilitates the growth.
Refer the links below for more information:
http://americas.nttdata.com/news/2012/press-releases-31-jan-2012.aspx
Friday, April 13, 2012
RIGHT PEOPLE at the RIGHT JOBS???
- Fails to identify it’s "mission critical" positions, and then fails to focus the energies on these critical positions (10% of all jobs)
- Fails to identify top performers, and then fails to treat them differently than the average worker
- Allows a mission critical position to be left open/vacant
- Allows a mission critical position to be filled with a non-top performer
- Allows a top performer to remain in a non-mission critical position (generally because they assume that top performers will move on their own)
- Allows a top performer to have a "mediocre manager" Allows a top performer to be "stuck" in a mission critical position beyond their peak growth period
- Allows a "bottom performer" to remain on the same team as a top performer
- Providing little differentiation (less than 40%) in pay between the top and the average performers
- Allowing a low percentage of all employees' pay to be at risk (less than 20%), contingent on performance
- Not knowing specifically what motivates, challenges and frustrates every top performer
- Not providing every top performer with the resources they need to in order to succeed (great teammates, budget, a plan and learning opportunities)
- Not providing every top performer with "stretch" goals and enough on-the-job P&L opportunities to prove to themselves and others what they can do
- Allowing a top performer to get a better offer from another organisation prior to getting a "better" internal offer from their own organisation
- Failing to continually "challenge" any employee to the limit of their expectations
- Not measuring and rewarding their managers for doing each of the above things
Saturday, August 27, 2011
Learning from ANTI CORRUPTION MOVEMENT: In my view
1. We can have peaceful, non-violent protests and the results of such protests are more dignified and fast.
2. To have unconditional support of all the citizens of nation irrespective of caste, creed and financial status it is very important to build a common thread - the way this Anti-Graft movement has connected people of all sections of the society together, it proves that we don't have to force people to come together for any manufactured issue for any political interest of a handful of people.
3. The events that have unfolded in last few days have educated the citizens of India about their rights and now the common man is better prepared to choose his representative in government bodies.
4. The customary mindset about the youth of India has completely changed in last 2 weeks. Youngsters with goatee beards, spiked hair, tattooed bodies and piercings all over the body are coming forward in thousands of numbers with ANNA's images painted on their shirts, bodies and are raising slogans like INQALAB ZINDABAD and VANDE MATRAM - its an unprecedented sight. It is an evidence of the fact that YOUTH of INDIA is equally aware and concerned about the condition of the social system of the country.
5. Support from all sections of the society is being extended to the movement. Those who are protesting on the roads and have gathered at Ramlila ground or other such places are very visibly demonstrating their support. However, those who are not there on roads are also not sitting just like that, in fact they are doing whatever in their capacity to be connected with the crusade against corruption. Evidently, when DABBAWALAS of Mumbai decide to go for a strike for a day, their customers (the number is more than 2 lacs) gladly supported their stand with an intent to contribute to the movement.
6. The wide outrage that has been seen in last 2 weeks across the length and breadth of India has given clear signals to political groups to better mend their ways for future, since surfacing of any more scams will only deteriorate their position in country. This wave of education amongst the common man will play a vital role in steering the course of action for the governments in future.
Anti Corruption Movement: My view
Image courtesy: fakingnews.com |
Being a patriot, I am certainly with ANNA HAZARE in this movement (do i need to say that actually!!!), but then I also had some other trepidations about the entire episode which has unfolded in last week or so. I still am making attempts to reach at some conclusive argument on this entire matter, which is on either if the sides. Apprehensions are not on the intent of the revolution, but somewhere I do not find myself completely in line with the entire process of handling this delicate situation. Neither by the civil society nor by the govt.
Saturday, June 18, 2011
BUDDHISM: A different way of life
3. Refrain from sexual misconduct: The Buddha taught his disciples that sexual desire is the greatest obstacle to enlightenment, and the most difficult to overcome. Sexual misconduct is forbidden.
4. Refrain from lying: To tell a lie is to deny the truth, and a Buddhist centers his life around truth - whether it is the truth of his spiritual path, the truth about himself, or the truth of the universe. Denial of the truth leads to confusion, guilt and disharmony.
5. Refrain from drugs and alcohol: If we are to clearly see the truth, and gain an accurate perception of life and reality, our minds must be free from the delusion and fuzziness caused by alcohol and drugs. An alert mind is capable of controlling actions efficiently and directing them along virtuous paths.
Buddhism affords believers an oasis where they can regain equilibrium by following the Middle Way. Buddhism enables people to look at life anew and stop blaming God, the universe, and others for their plight. They are the creators of their own worlds. Once they can grasp this great truth, life becomes a joyful journey.
Saturday, May 21, 2011
Put the WHIRLING MIND at rest!!
Was just having a morning "over the cup of tea" talk with my wife discussing how one should spend the whole day doing something or the other and should have some hobbies & passions to follow..
I guess I had such a life in the past and all my talks were based on the past experience.
Most of what is keeping our minds whirling isn't as serious as we make it out to be. Fetching the can of milk for home, getting something for the kids or trying to make it to the movie show is not life or death. Most of the time if things don't get done when we think they should get done, life stills goes on. Just think, when you are sick and down, does the world stop revolving?? But we forget this because we like to stay busy and experience the adrenaline rush.
Sounds familiar??? Yes, it is so important to have the time when nothing is planned; no meetings, no reunion with friends, no taking-the-kid-out. Maybe its the time to get some pampering done, like a massage. Or go for a drive all alone with your favourite music playing.. no phone calls, no grocery list in your pocket and no "From -To" schedule in your mind... Its really important to let yourself loose at times..
Usually the times I have trouble sleeping are when I have worked too late on the computer or have been watching an action packed movie right before bed. The computer screen and the quick-paced movie are too stimulating late at night. Though I realised that turning off the computer or TV at least an hour before bed really helps... I actually feel relaxed with some soft music or a book instead.
There are people who feel extremely guilty when they are at work because they aren't spending time with their family. Then, when they go home they feel guilty that they aren't working. They feel miserable most of the time....
Wednesday, May 18, 2011
TECHLAND TYRANTS - A perspective on those who made BIG
STEVE JOBS
FROM IPADS TO CAFETERIA FOOD, IT’S HIS CALL
In his mid-blue Levis and black turtleneck tee, Steve Jobs looks almost harmless. It’s easy to picture him at the Apple Campus in California the Wonkas chocolate factory of the tech world working on the next wonder device and politely marshaling his engineers.This, however, may be far from the reality.
A recent article by Fortune magazine, details how one of the most successful and secretive companies operates. It reveals that the Apple CEO and enigmatic tech visionary is a corporate dictator, who doesn’t settle for anything less than perfection. Failures are anathema to him. Here are some insights into his autocratic management style.
I AM THE CAPTAIN, DAMN IT
Jobs, the article by Adam Lashinsky says, makes every critical decision at Apple and oodles of seemingly non-critical ones, too.From the design of buses that ferry staff members to and from San Francisco to the kind of food served in the cafeteria it’s his call. He makes sure that his approach to product design is shared by staff.
In 2008, Apple launched the first version of its iPhone that worked on 3G networks. It also introduced e-mail system MobileMe, which proved to be a disappointment.
He tells employees who are made vice-presidents that there is no acceptable excuse for not getting a job done. He draws a comparison between an executive and a janitor, illustrating that if the garbage in his office is not cleared and he questions the janitor, the latter could give an excuse that he didn’t have office key.
At Apple, there is an employee’s group Top 100, which is not formed on the basis of rank. Each year, the group meets Jobs for a three-day strategy session at a secret location. Jobs preference for the venue: good food and no golf course.
BILL GATES
DONT DISAGREE WITH BILL, THE BULLY
A memoir released by Microsoft cofounder Paul Allen last month portrays Bill Gates as a sarcastic bully who hates disagreements. In Idea Man: A Memoir by the Co-founder of Microsoft, he describes the software mogul who these days spends a significant amount of time and wealth on charity as a person who thrived on conflict and wasn’t shy about instigating it. Childhood friends Allen and Gates founded Microsoft in the 1970s.Here are some points made by Allen that show his former partner and pal in unflattering light.
A TALENT FOR TAUNTS
Many consider Gates management style as a key reason behind Microsoft’s initial success. Allen, who left the company in 1983, disagrees. He says Gates demanding and confrontational style destroyed their friendship and ability to work together. He claims the Microsoft chairman was unable to settle arguments rationally and publicly belittled co-workers with his favorite insult: that’s the stupidest f** king thing I’ve ever heard. A few of us cringed at the way he’d demean people and force them to defend their positions, Allen says. He writes of having fights with Gates that lasted hours.
Allen claims Gates jeered at colleagues who sought time off. Once, he seemed baffled by a programmers request to take a day off after working 81 hours in four days.
BLIND AMBITION
Allen recounts meeting Gates in the 1960s.At 13, Bill asked me: What do you think it’s like to run a Fortune 500 company I said I had no idea. Bill said: Maybe we’ll have our own someday. Allen accuses his former friend of mercenary opportunism. He claims that Gates wanted to reduce his share in the company when he was diagnosed with Hodgkin’s disease in 1982.
I’d thought that our partnership was based on fairness, but now I saw that Bills self-interest overrode all other considerations... My partner was out to grab as much of the pie as possible and hold on to it, and that was something I could not accept, he writes.
Can't stop thinking if I also should start working on changing my management style to the kinds elaborated above.. It really takes THAT to make it big; I guess.. :)