Learning from unorganized sector..!!

I am not a great fan of Whatsapp forwards, but something was shared today by my father and I was glued to it instantly. Very meaningful pointers explained in a very simplistic way. Penning down a few below:

1. The way demand is managed by the street hawkers. They never run out of their stuff in their day to day transactions.
2. The way entrepreneurship is done by the small scale vendors. Same vendor selling stuff for Holi, then for Diwali, then Ganpati and again for Christmas. What a balance of market segmentation.
3. The way a traffic light book hawker decided which one of the book is the best seller, since he has to carry the best ones in his hands to sell
4. The way the product line is decided and managed for the sellers at traffic signal. Santa caps on Christmas, Flags on Independence day and Republic day. Every time, year on year without fail. There is never a shortage in terms of demand and supply, and they never are delayed in terms of product launch. The unsold stock is taken back smoothly and new product is pushed back to the market. and all this without a MS project, or Continuous replenishment system or even an ERP.
5. How does someone who was serving tea, had a cup of tea with someone like Mr. Anand Mahindra.
6. How someone taught the speaker in this video value of perishable items, how to create space when it says houseful, how to steal funding when there is no budget and so on.
7. Relationships always matter, in personal as well as professional life.
8. How can kids be taught big lessons like loosing gracefully, not getting disheartened by a failure and teamwork in simple day to day life.
9. Why can't we promote our neighborhood snacks shop owner to build and deliver better than multi store food chain outlet.
10. And finally, why can't we build and create a ecosystem wherein everyone is able to thrive instead of stealing everyone's share.

Pretty simple things carrying a lesson and learning within.

Not every forward is waste of your time indeed..!!

Here is the source India unInc: Management lessons from streets of India

Mahatma in My Boss..!!

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Prelude : This is a fictitious story about a conversation between a boss "Krishna" and his subordinate "Arjun" in this new corporate world, wherein the Boss guides the subordinate using knowledge of Satyug and Dwapar yug and how the management was done in those days. What is interesting is how Krishna is able to closely correlate the day to day things to the proven ways of management form history and was able to make Arjun understand the key to success.

Story:   

On a Monday morning at office, when Krishna reached office, Arjun was waiting for him and he greeted him and the story begins

Arjun: Good Morning Krishna! How are you?

Krishna: Good Morning Arjun, have a seat.

Arjun : Boss I have a question for you. In fact I have been wanting to ask this question since long but couldn’t find a suitable time.

Krishna: Oh! To progress in life you should clear your doubts at the first given opportunity.

Arjun: Thank you Krishna, I wanted to ask that why do you keep these three monkeys of Mahatma Gandhi on your table? Are you inspired by Mahatma’s life and his philosophy?

Krishna: yea you are right but first you tell me what is the contribution of Mahatma Gandhi?

Arjun: Yes of course, Mahatma Gandhi was the spearhead of Indian Independence Movement, he led many movements against British rule like Non-Cooperation movement; Quit India movement; Swadeshi Movement and above all, his autobiography “ My experiments with Truth” is a great inspiration for youths across…

Krishna : Great what have you learnt from Mahatma?

Arjun: To always speak truth, Nonviolence, to be polite yet firm in my approach, fight for justice.

Krishna: Do you practice all this?

Arjun: Well… it is difficult but I try, you still haven’t answered my question.

Krishna: Yes…these three monkeys!! You tell me, what do these monkeys symbolize?

Arjun: Do not speak, hear and see evil.

Krishna : Very good. These three monkeys are my Management Gurus.

Arjun: This is interesting and inspirational Boss. You mean to say you never speak, hear and see evil. I am impressed. If everyone in this office starts practicing this mantra, we will all be happy and this company will grow like anything. Boss, I am very happy to know this, if entire management becomes like you there will be no back biting, no favoritism, no fear in this company. I sincerely believe that tone at the top has a key role to play in any organization’s success.

Krishna: Hold your horses my dear! You didn’t get it correct. I am not saying that I do not see, speak and hear evil

Arjun: But boss you said these three monkeys are your Management Gurus

Krishna : yes you are right, These Monkeys are my management Gurus. Let me explain it to you. Mahatma Gandhi said, “Do not see, hear and speak evil.”

Arjun : yes

Krishna: I have done a little modification in this philosophy or you can say I have my own interpretation of this philosophy

Arjun: which is

Krishna: I decide time, situation, place and people to practice this philosophy.

Arjun: I didn’t understand you.

Krishna: Dude! I am saying, I decide when & where to see, hear and speak evil.

Arjun: I am confused

Krishna: Hmm... you are behaving like Arjun from Mahabharat. Let me explain it further for you. In real world, you need to be smart enough to decide how to use this philosophy to your advantage.

Arjun: Boss, please do not confuse me further.

Krishna: Ok tell me, do you like everyone in this company?

Arjun: not really.

Krishna: Good. Let me give you a situation, let’s assume there is an issue in this company and that mistake is made by an employee whom you like. what you will do?

Arjun: irrespective of my liking or dislike for that person I will speak the truth.

Krishna: This is the root cause of the problem.

Arjun: meaning?

Krishna: I’ll take a call based on situation, which means if the mistake is made by a person who does not fit in my scheme of things, I will speak against him.

Arjun: and if he fits in?

Krishna: I will bring into play three monkeys and will speak about improving processes, controls and tone at the top etc.

Arjun: But this is wrong.

Krishna: No this is management and the day you will learn this philosophy you will also start growing in the organization.

Arjun: but Krishna, this is not the teaching of Mahatma Gandhi.

Krishna: No one really knows what exactly he wanted to preach, everything is subject to interpretation and the speed at which I’m growing in the organization it seems that my interpretation is correct and working for me.

Arjun: In that case I may not be able to work in this organization any more.

Krishna: Don’t get emotional, all organizations, whether family, social, political or corporate are same and remember I like you.

Arjun: meaning you will never see any wrong in me.

Krishna: Yes, till the time you fit in my scheme of things

Krishna: Do remember my management lesson:

“Use these monkeys as per your convenience and keep doing wrong if it benefits you.”

Arjun: But these monkeys are not asking you to do wrong.

Krishna: No Dude, in fact it is implied…see what they say. Do not see, hear and speak evil which means you can silently keep doing wrong.

Arjun: Thanks Boss, I will try to become Mahatma like you although it seems difficult for me.

Krishna: Good acceptance is the first step to change. To be successful, I have always seen Mahatma in my Boss.

Arjun: Yes, Boss now I can also see “Mahatma in my Boss.” 

After few days of this conversation, Arjun was again stuck with some thoughts in his mind and wanted to have some guidance on how to go further, so he again approached Krishna. The conversation went on like this.

Arjun: Boss, I have another question for you.

Krishna: I told you earlier also to clear doubts at the first given opportunity.

Arjun: yes Boss, I remember your words.

Krishna: well then make practical use of my wisdom.

Arjun: You are right Sir.

Krishna: I know that I am right and you cannot contradict it either.

Arjun: Sir back to my question.

Krishna: go ahead.

Arjun: Boss! you keep saying that you can see through people.

Krishna: Yea, I can and I can read minds too.

Arjun: This is incredible, is this a God gift or you have developed this skill?

Krishna: Ha ha ha

Arjun: Boss, I am curious, if everyone in this organization is able to develop ability to see through people then there shall be no confusions, no misunderstandings and no lack of communication. We shall hire worthy characters and there shall be no difference in “practice & preaching”. There shall be complete trust and all shall work for the betterment of the organization without any apprehension.

But Sir, there are people in this company who aren’t clean and transparent but are still close to you. If you can see through them, why don’t you expose and get rid of them for the benefit of the organization?

Krishna: Good question Arjun but you are forgetting my first management lesson

Arjun: yes, Boss you told me to “Use Gandhi’s monkeys as per our convenience and keep doing wrong if it benefits us.”

Krishna: That’s what I do…

Arjun: I didn’t understand

Krishna: Indeed, I can see through people but I use this skill as per my convenience for my benefit

Arjun:  but isn’t this wrong?

Krishna: wrong or not is just a perception and as I told u last time that everything is subject to interpretation even Gandhi’s three monkeys are subject to interpretation.

Arjun: I agree but is it not correct to hire right resources, that will solve all problem. Once this organization is free from unethical people you will be able to apply Gandhi’s principle of three monkeys to the fullest.

Krishna: Arjun, it is difficult to get honest and intelligent people in this world and to run business you need people who have business acumen and can work with various kinds of individuals & in challenging environment. Only honesty & ethical behavior cannot serve the purpose.

Arjun: I didn’t understand.

Krishna: See, I believe in only two management philosophies

Arjun: and they are?

Krishna: First one was propounded by Bhagwan Ram and the other one was by Shri Krishna

Arjun: Sir I am unable to understand what has Bhagwan Ram & Krishna got to do with modern day Management.

Krishna: This is where you go wrong, both Ram & Krishna were management gurus.

Arjun: This is interesting sir…

Krishna: In fact for both Ram & Krishna ultimate objective was one i.e. ‘Good must prevail over bad,’ but their routes were different. On one hand Ram believed and practiced only ethical behavior whereas Krishna practiced blow for blow, you may call it situational leadership.

Arjun: but which one is the right practice

Krishna : Principles of Ram are impractical in today’s world.

Arjun: But sir ideally Ram’s principles only can bring peace and happiness in this world

Krishna : we don’t live in an ideal world and by practicing Ram you shall never reach the pinnacle and therefore I practice Krishna.

Arjun :  I agree  but Boss then what is the relevance of Ram in today’s world

Krishna: Ram is what you can hope to be and Krishna is what you actually can be..

Krishna brings practical approach to life whereas Ram cannot be practiced

Arjun: coming back to my question. Can you really see through people?

Krishna: ha ha ha! No, I can’t and no one can.

Arjun: I didn’t understand

Krishna: Let me explain, it’s extremely difficult to look within. unless you are in touch with your inner self, you cannot connect or see through the inner self of the other. A soul can only connect with another soul.

Arjun: wow sir but why do you keep saying I can see through

Krishna: well this is a strategy to make other uncomfortable

Arjun: But what is the need

Krishna: to hide my own inefficiencies.

Arjun: So you are saying…To hide your flaws you attack others…is this not wrong

Krishna: Again, this is your interpretation. I am here to win!!

Arjun: win what

Krishna: To win everything I want and eventually to win over myself.

Arjun: You are so candid, Are you not afraid of anything

Krishna: Not of you at least.

Krishna: remember “Keep applying principles of Krishna till the time you reach to a position where you can afford to be Ram”

Arjun: You are great. I can clearly see “Mahatma in my Boss”

Why even the most powerful team falls apart..!!

What exactly is a team?

• Is it only a group of skillful people working together? No
• Is it herd of people who are expected to say yes to everything? No
• Is it a one man show (read manager)? No

So what exactly is a team and who keeps it bonded together ?
If you go by books and management principals, it’s always a manager who binds the team together and ensures that everyone is working towards the larger organization’s goal.
But in reality, it’s mostly the inverse. The teams are driven towards more of a personal goal. Although as per “The Manager” that might be his correct understanding of the organizational goal.
Let’s have a look on few possible reasons which create this disconnect in real life

 1.     Showcasing unnecessary stress and urgency
When every-time things are portrayed as urgent and team is pushed to finish it as soon as possible. What happens eventually that team members stop giving importance to even urgent things.

 2.     Lack of transparency
I do understand that information should be shared with only intended recipients but a practice of hiding all the information just to use it at later stage never helps. It’s always good to keep your team members informed about reality of the project/ assignment. No one likes surprises, that too always.

3.     Judging people only basis own experience
It’s good to access people basis personal experience but it’s dangerous to be judgmental basis only personal experience. No one in this world is having all the experience in life. A truth, the way it’s interpreted is, My Truth Vs Your Truth Vs The Truth. Its very dangerous for any team if the manager is accessing people only basis his knowledge and consistently ignoring inputs from others or taking only selective feedback. Team members in this case lose their motivation and will never deliver to their capacity

4.     Nano-Management Expert
Gone are the days of Micro-Management, now a days managers go one step ahead and they even want to review mails which are being sent, doing multiple iterations of a simple document or spending time in revising the presentations for n number of times. When one is kept under the lens all the time, the person tends to finish the job just for the sake of finishing it because he/she knows that this will be reviewed again and again and again. This kills all the talent and suppresses creativity.

5.     Not giving personal space
Last but not least, people who expect the team to be there at office all the time, expect them to spare all the personal time for office, eventually force the team for the truancy. Everyone is a mature individual and knows how to take the responsibilities and finish it as per the agreed commitment. But everyone needs personal space too. What seems as a waste of time to a manager can be the person’s choice of de-stressing (I have heard sarcastic comments on my hobby of writing blogs in my career). This should be respected and given space.



If simple things like above are managed tactfully, the team can do wonders..!!

Innovation..!!

What's an innovation ?

• Inventing something new
• reinventing something in present scenario
• revamping existing processes by removing bottlenecks, or
• doing something which gives positive new solutions

In my view, anything which improvises existing process and procedures, refining it, adding something new (irrespective of it's being big or small) which enhances the output or anything which results in customer delight should qualify as innovation. It doesn't have to be next big thing, irrespective of its size and aura, what should matter most is the customer delight and business excellence.

It doesn't needs fancy jargon, complicated explanation or fancy titles. One should target excellence with simplicity to achieve it. Targeting to enhance basic building blocks will also serve the purpose.

Simply, keep innovating and keep contributing..!!

What is the key factor in customer satisfaction?

• I have heard so many times during my career "The testing was not done properly" or "The delivery guy doesn't have proper business knowledge" or "Delivery was not done on time". People rarely realize that following steps ensure that any delivery for customer (internal or external) is done "On Time In Full"

  • Requirement gathering- Ask as many questions as possible while collecting information at this stage. Don't get dishearten by people who say that you are asking questions because you don't understand business. In fact you are asking because you are having hawk's view of the entire situation, which in most of the case is better than any specific user community. Capturing more and more details will help in preventing re-development of output and hence sticking to timelines
  • Feasibility Study - Don't get surprised if user asks for a 8000 CC car while offering to pay for a 600 CC engine and expecting it to get delivered as on yesterday. Do a stock check before you commit on what can be delivered in your current scope of delivery 
  • Modular development - No one will ask it specifically but will expect every part of your delivery to be independent so that it can accommodate last minute "Eureka" moment inventions and discoveries
  • User based testing-  Ensure that the user who has given the requirement, tests it to the best of his capability. You might have to scrap entire output just because it was not tested by the user
  • Go-live- Always be ready to mitigate any mishap during this stage (trust me Murphy's law is not a myth). Start with a small user base in controlled environment so that anything going not as per expectation can be corrected without any major impact to business.

  You will always come across people who would know everything and are always ready with suggestions. My stake would be to take as much as help and input possible in order to deliver best output.
  And I strongly believe that support cost will be minimal if above points are handled properly.
  

A Startup…!!

What comes to your mind when someone speaks out this word “Startup” ? I am blessed to have wonderful friends who are the one, really understood the real meaning of this and have given me chance to understand it too. Thanks Macha(http://gomowgli.in/) and Sal(http://www.delyver.com) for this. On the other hand I have also encountered few who are really a shame on the name of this. Thanks to some really money minded idiots.

As far as my understanding of this fabulous word goes, “Startup” means a bunch of young (not necessarily by age) people working together to create an environment wherein everyone is putting their best to achieve something. They are doing it because they love to do that, they are passionate about it and they want people who are joining them to enjoy working with them.

Few ground rules I understood from them

• Not everything is about money, although it surely matters
• You can grow if you keep your customers and employees delighted and involved
• There are no ground rules to achieve what you want to achieve
• Team means a team that work together, not the bureaucracy
• Everyone contributes towards achieving, they don’t just do the job
• You grow and take everyone along
• You don’t stay as startup forever, you grow and get more organised but keep the spirit alive
• Individuals never win, its team which always wins
• Develop a sense of belongingness

For the money minded ones, if you can refer to above basic things, trust me you will grow much more faster.

No one remembers Larry Page or Mark Zuckerberg for which brand of watch or clothing they wear, they are always remembered for what they did for their dream concept.

Its very simple, learn and grow or simply perish under greed..!!

Working for a small setup helps you grow..!!

Ever since organisations were formed and global spectrum was implemented for corporates, it is believed that employees should go through processes and practices to enable them learn new things to scale up fast. This on paper translates into getting involved in planning, training, development, taking new responsibilities and initiatives.

One popular conception is that to be nurtured as a leader, one must need to understand the dynamics of the profession in a well established set up where processes and scope are well defined. What they fail to see is that there are very limited opportunities to put such learning into practices at these places.

The reality is while one is working with any of these big, well established corporates, they never get a chance to take risk as they are designed in a way to reduce the risk factor to the minimum. Only the young entrepreneurs give fair chances to an individual by giving him opportunities to take risks and succeed. Google and Amazon are few of the biggest available examples. Because if one thinks within the defined frame of the traditional setup, there are very less chances to innovate and execute. The priority will always be to follow the rules and processes.

In the present complex business environment, anyone who gets an opportunity to grow in terms of technical, managerial and humanitarian expertise, emerges as a leader. In big organisations you have a structure in place which helps in you getting into all these roles, but if you are working for a startup or a small organisation, you need to think and act like an entrepreneur and constantly be on the toes to look out for new opportunities in all the areas. One should always remember that success also depends upon individual skills, appetite for success and how one aspires to be in life.

“There is no point working as a small fish in big pond after a while”

I know people who moved on and left their comfortable jobs from MNCs to join comparatively smaller firms and are happy learning things at these places. Although this decision must have impacted their perks and pay cheque, but what they have today is the pleasure of being able to put forward their ideas and implement that to be “The One” for changing the ways of working in their new firm. Moreover, these smaller firms do give flexibility in terms of working hours and working from home as compared to the big organisations.

Also, it is also not very difficult to move up the ladder in small firms, as every person from the top to the bottom knows you and your work, and whenever an opportunity comes by, it is very easy to put yourself forward. Whereas, in large firms, you are working as a hidden employee, which would result in some key members of the management not knowing you.

Since large organisations have a good amount of budget that can be used to buy and manage latest in resource and technology, it has some negative sides as well. As each person has a defined role in his area making it very difficult for a person to gain knowledge of other areas in this kind of environment. On the other hand, despite providing immense opportunities, small organisations have a limited budget for these things and which results in more and more efforts to learn and innovate instead of just going and purchasing the readily available services.

More importantly, to make yourself dependable even in the best of times, one needs to be aligned with the company’s processes, culture and ethics, and should be able to set the right expectations and manage expectations of all the stake holders to grow as a leader.

“It’s not the pond but the quality of fish that matters in a longer term”

Past few days…!!

Here I am sitting at 40 thousand feet, cruising at 700 km/hr and rewinding things which happened in last few days.

Everyday started with lots and lots of uncertainty, lots of chaos, some learning from past some plans for the future. Every day after getting up, I took some time to look around and realise, where am I. Once I feel the place I was in, I used to move out of bed, reluctantly to start the day. And then it all starts, numerous calls, verifying check lists and saying..shit..I missed this. Then rushing for the breakfast and the day starts. Running around people to get things done, trying to reach out to people to align them for our planned activity for the day. For me it was a target, a passion but for them, it was a routine and I was someone who was interfering with their daily life.

Initially everyone resisted me and my presence in their lives, but slowly they started accepting me. It was a nice feeling to be part of their lives, eat what they are eating, drink what they are drinking, think what they are thinking and fell their feelings. it continued for 2-3 more days and then it was time to say good bye. My time with them was over, I have to move ahead for my next assignment. Although few days back, I was no one to them, but while leaving their place, I felt as if I am part of them and their life.

It feels bad to move out from their place but it also contained a hope that there are few more people waiting for me to barge into their lives and be a part of that. Life moves on, never stops for anyone and its the same thing which I have to do. 

पर मुझे इन सब से क्या, मैं तो आज यहाँ हूँ, कल फिर मुझे चले जाना है
जो आज तलक मेरा अपना था, कल वो मेरे लिए बेगाना है
क्योंकि मैं तो एक मुसाफिर हूँ, मेरा कब अपना कोई ठिकाना है..!!

Change in Life ....!!!

I owe this to so many factors and people in life....

Here I am sitting in my office @ night…
Thinking hard about life
How it changed from a maverick college life to strict professional life…..

How tiny pocket money changed to huge monthly paychecks
but then why it gives less happiness….

How a few local denim jeans changed to new branded wardrobe
but then why there are less people to use them

How a single plate of samosa changed to a full Pizza or burger
But then why there is less hunger…..

Here i am sitting in my office @ night…
Thinking hard about life
How it changed…..

How a bike always in reserve changed to bike always on
but then why there are less places to go on……

How a small coffee shop changed to cafe coffee day
but then why its feels like shop is far away…..

How a limited prepaid card changed to postpaid package
but then why there are less calls & more message……

Here i am sitting in my office @ night…
Thinking hard about life
How it changed…..

How a general class journey changed to Flight journey
But then why there are less vacations for enjoyment….

How a old assembled desktop changed to new branded laptop
but then why there is less time to put it on……….

How a small bunch of friends changed to office mate
but then why after 8'o Clock it always feel like getting late….

Here i am sitting in my office @ night…
Thinking hard about life
How it changed….. how it changed……..

Has India’s poorest and most lawless state turned the corner..!!

If you believe the government, the answer appears to be in the affirmative. According to it, Bihar clocked up a giddy growth rate of 11.03% in 2008-2009. This would make it India’s second fastest growing state economy, just behind the industrially developed western state of Gujarat.

Not so long ago, Bihar was written off as a basket case, trailing behind every other Indian state. Its infrastructure was pathetic, jobs had disappeared, factories had shut down, lawlessness was rife and the government was in a mess. I believe that with a change of regime four years ago – regional leader Nitish Kumar’s Janata Dal (United) leads a coalition government with the Hindu nationalist BJP – Bihar’s fortunes have picked up.

Even if this is an exaggeration, there are definite signs of the economy turning the corner. 

Consider this:

• Government spending on infrastructure and “social development” has been pegged at Rs 200 crores every year
• Use of cement in the state has grown 28% in the last four years against the national average of 9%, pointing to increased construction work
• There has been a 78% growth in air traffic in and out of the state during the same period, the fourth-highest in India.
• Automobile sales in the state have recorded a whopping 700% growth.
• More than 6,800km (4,225 miles) of roads have been rebuilt and 1,600 bridges and culverts have been constructed
• The government says it is working overtime to tame Bihar’s runaway crime rate – nearly 40,000 criminals, it says, have been convicted in the last four years.

“All this proves that there has been all round growth and development” says Deputy Chief Minister Sushil Kumar Modi.

“Bihar is back on track”

But many doubt these claims. These figures are too good to be true, says many. They wonder how the state could have recorded double digit growth when last year’s economic survey – a central government publication – showed that the growth rate was just around 5%. Also, last year’s economic survey said that Bihar had recorded negative growth in the farm sector. At Rs 1,451 per capita social spending remains one of the lowest in the country.

Most economists do however agree that the Keynesian nature of growth in Bihar – most of it spurred by government – has led to increased spending in construction.

Also, the savings rate remains pretty high – Patna alone has more than few hundred crores in bank deposits, which is higher than many prosperous small cities in India.

Since Bihar’s development base is abysmally low, even a small investment here results in impressive growth in percentage terms, but still I would say these signs are for sure good for people of Bihar.

Good going guys..keep it up..!! 

A mixed feeling...!!

I never belong to a category who is very happy to come to office for any thing on any given day. I prefer to work as per my wish, in my style keeping in mind the timelines given, but not in the traditional 9 to 6 orthodox style. But today when I came back to office after a gap of around two weeks, it was a different feeling altogether. One bit of me was happy to be here while other was not so happy.

Last two weeks were crazy for me, nothing was fixed, no schedule, sleep was missing as peace inside mind was missing. Body's internal cycle went for a toss, late nights and early mornings, errant eating patterns along with all type of junk being dumped into my stomach as food. News of few people leaving us at job front and an uncertainty of what next will come.

When I reached office, it was like coming back to place where I belong to, but the bad part was that so many things were missing. I missed someone who used to be there everyday, his comments, his jokes, his teasing comments, his guidance, the fun time we used to have, but on the other hand I was feeling good to be back with my guys all around me. Those leg pulling sessions, pseudo working..sometimes really working, conference room gossips and all.

The day ended with a session of match watching with present and ex-colleagues. Enjoyed that too, reminded me of college days when we all used to go out for movies together. Now I am trying to settle down from inside of my mind with what I am left with.

This is what we call as life, full of unexpected events and lacking few expected events....still it moves on..!!

Social Networking in today’s Corporate World..!!

Social networking is the hot topic that needs to be handled with at corporates nowadyas. And why not? The ability to share thoughts, pictures and video with friends seems like a good option for everyone including the employees. What's not as clear, however, is the how businesses may utilize that same technology.

Nearly one in four businesses block employee access to social networking Web sites such as Facebook and Twitter,according to a survey of about 200 human resources professionals because they see social networking as a "productivity killer".

While many companies do not view social networking as a threat to productivity, one in three survey respondents said their companies consider the sites a major drain on worker output. "Twenty-three percent of companies block access to these sites entirely."

But I still believe that to get a real recruiting edge, business should integrate social networking and other Web 2.0 tools "into every facet of the organization, from marketing to internal employee communication".

Most companies aren’t formally addressing social networking sites. Fifty-nine percent do not have a formal policy on using the sites during work hours. Nearly half said social networking isn't a problem as long as employees get their work done. Formal corporate policies on social networking are scarce because it is such a new phenomenon, and the policy makers belong to the age when Internet itself was a taboo.

Employees nowadays are spending 30 minutes or more per work day on social networking sites. Viruses and leaking of confidential data are among the dangers raised by heavy usage.Lost productivity is not the only reason some organizations ban or limit the use of social networking at the office. These sites produce an extra demand on bandwidth. They also pose a security risk for corporate networks, making company systems vulnerable to hackers and viruses. There is also the potential for employees to leak corporate secrets or damage the company’s image due to the content of their personal profiles.

More than two-thirds of IT pros surveyed by Network World last December said they use social networking sites. IT pros spent more time on the sites for business reasons rather than for play, and numerous organizations have seen business value in these tools.Vendors such as IBM, Microsoft and a number of start-ups have responded with social networking tools for the workplace. Vendor InsideView lets customers integrate social networking tools with business intelligence software.

Many managres are heavy LinkedIn and Facebook user, but they try to keep their respective uses separate -- LinkedIn for professional relationships, Facebook for personal. It's a quandary many corporations are facing today, trying to balance how they might benefit from participating in social networking against security or legal issues that could arise.

Although I can sees potential opportunities through social connectivity, there's a lot of noise to filter out too. Many businesses have already started to put out an official Facebook site, and I anticipate that as a positive changing work culture.

CIOs today should at least make themselves familiar with social networking, if only because they will be employing the Millennial Generation, for whom the technology is becoming a way of life.

Back when the Web was coming of age in the mid '90s, people started talking about why staff needs Web access. Won't it just give them a chance to waste time? My opinion then and now is that if someone is looking to waste time, they can do it while sipping coffy, reading the daily news or using the Web. Web 2.0 tools are just another source of content and the key is managing people properly."

One of the pioneer in using social media in the corporate world is Telstra, the Australian telecom giant. The 40,000+ person company makes social media training mandatory for its employees and formalized a policy of “3Rs” – Responsibility, Respect and Representation. Taking things a step further, today the company is trying something about as transparent as it gets – publishing their entire social media training guide online, so that anyone can check it out, learn and critique.

While this communications environment has risks for corporate entities and individuals alike, I believe that with the right training and policy support the potential benefits far outweigh the risks. This decision to open up this is a bold move by Telstra that will leave them open to plenty of criticism, but ultimately it looks like a smart one that should foster a lot of conversation in the space.

Shift in Work Values..

Success at the next level is not always a given thing, even if you've been a star in your last role. It needs more than a change of gears

Within 18 months of starting his career with a respected MNC in the consumer goods industry as a sales representative, Ravi became an area sales manager. Handing over the promotion letter, the divisional vice president said, "Ravi, you have earned this based upon your outstanding sales track record, commitment and drive. You are the youngest ASM in the country! Congratulations!"

Six months into his new role, Ravi was summoned by the divisional vice president, who said: "Sales for your territories have been steadily dropping. Three reps under your charge have quit, citing you as the prime reason. The reps also say you lose your temper, quite often these days. Is there something I can do to help, Ravi? "  Ravi broke down and  requested "I don't enjoy this work at all and am deeply stressed. Please let me go back to being a sales rep."
What causes someone like Ravi, so successful at one level, to falter at the next level? An obvious, yet often overlooked reason is that promotion decisions are invariably based on past "track record halo", disregarding requirements at the next level.

Is there something one can do to improve chances of success at the next level or, are we doomed to learn the about "level of incompetence" hard way?
An expected answer is "added relevant skills", either by oneself or with organisational input. This is, by no
means, adequate.

A promotion, where a change in role is involved, places you at a critical career crossroad to the next level. Key to success here is to change direction at this crossroad with a change in work values.

Let me elaborate: change in work values is not about changing core values like integrity or dignity. Simply
put, work values determine what you value at work.
Ravi had spent so much time mastering the art of selling and experienced success as a crack salesman. He valued selling more than managing a team of sales reps, with its attendant operational tasks. Whenever a sales rep experienced a difficult sale, Ravi would jump in to close the sale. Soon the sales reps started resenting this "interference" and Ravi was not able to devote time to the non-sales aspects of his position.

Change in work values is necessary as we take higher level responsibilities across levels. A marketing
professional, who becomes a head of the business, may value marketing as the most important part of the job. Having achieved success in marketing, it becomes very difficult to value something else as more important. So he does not apply himself with skill and energy to the non-marketing parts of the new role like business strategy and appreciating the contribution of other functions. Inevitably, as business head, he continues to think and act like a marketing head.

As this Critical Career Crossroads approach, the shift in work values is key to success at the next level.
Management skills and capabilities are developed by activity at the workplace. If you internalise enough of those activities, you actually get good at them, and they give you a sustainable advantage for a certain period of time.

"To start doing something new, you have to stop doing something old."

The D Day…

The time is now of something known as “Appraisal Time” for employees in private sector. This is the time everyone awaits every year to see the outcome of his commitment, efforts he had put throughout the year and to see where his career path is going. I agree that this had been a tough year for most of the companies and many had taken actions like retrenchment and pay cuts but its also important for management to understand that how delicate is this whole process of appraisal is. As this can make or break an employee’s mind frame towards his/ her work.

The people responsible for appraisal should understand that appraisal should be a two way open process rather than being a one way directives that an employee is expected to accept. They should also understand that not always what is reported by the employee’s manager about the employee is perfect. They should also come down and have a chit chat with the employee. This may not get any fruitful result to them, but this is going to boost the moral and productivity of the employee for sure.

Gone are the days when employee accepts and agrees to whatever that was told to him or her. With increasing level of uncertainty and anxiety, the need for effective communication along with true and impartial feedback becomes vital which every manager should understand clearly. An employee expects appraisal process to provide a clear understanding of their manager’s and company’s expectation from them and a clear path for growth in their current assignment and beyond.

I agree that there is lot of pressure on organisations to conduct effective appraisal keeping employees motivated in even tough times like today, but they should also understand that people join organisations and leave managers.

Have you ever been HR’ed

The credit for this blog goes to my colleagues Jam, Amy and Opium. They are the one who inspired me or rather forced me to write about this HR'ed topic.

I need to explain first what is meant by HR'ed?

The next thing I would explain is about the symptoms of being HR'ed

Then comes effects of being HR'ed on that person’s surrounding, peers and his life.

According to Opium every one of his vendor company is HR i.e.,Human Resource, not to be mistaken by HR department. So being HR'ed is getting influenced by some HR so badly that you change the way you live. Or the change in your style of talking, walking and behaving is visible to everyone around you. This HR'ed can be because of love, enthusiasm or because of so many other influences of that HR. If any of these happens to you you are considered as HR'ed.

Symptoms of being HR'ed includes talking to yourself, smiling all alone, singing songs, talking on phone while walking, eating, watching TV, sleeping etc, not getting annoyed by anything, roaming all day without any reason visible to others and so on….

This has got severe effect on his peers and colleagues. Every one is made to believe that nothing is going on although every one can see and feel it very clearly. There are several attempts made by the person HR'ed to make you believe that the HR is not from someone they know, examples are given and stories made.

But in all its a pleasure for the everyone other to watch the person who has got HR’ed.

Why don't political parties recruit ?

All the political parties who wants to make our country shining and take our country to new heights, do not recruit by publishing as all companies do.

If they really are serious in what they say, why don't they publish about openings so that they can get really good candidates. Why only family members of politicians are into politics. Why not anyone line me and you?

If they really want this to happen they should recruit guys from various fields of specialisations. Ideally they should recruit guys from financial background for finance portfolio, from IT background for technological portfolio and so on..

Why the aspirant has to be from some of the political party man or some powerful background. We should get an option to choose from the best while voting so that we can have real leaders, not someone who has got criminal record holding a position related to people security or some one charged of forgery holding a ministerial position dealing with finance.

Ideally parties should publish the requirements and make their selection process open to public so that people can have a fair deal while electing their leaders.We can always have a mix of experience and enthusiasm by keeping a mix of young specialised guys and our elderly experienced politicians to guide them.

If I can vote for my next IT minister I will make sure that I will caste my vote and would love to see a really eligible candidates getting selected for the position.

The End of Corporate Social Responsibility?

It may not be of interest to each and every reader of this blog, but i bet few of my friends and colleagues will have a interest in going through this...The same way i was interested when I saw the link below

The End of Corporate Social Responsibility?

Lets wait and watch for the big question "What next?"