Maturity, the Essential Characteristic of a Leader, does not just come with Age. It is a Goal We Work To Achieve......

Problems call forth our courage and wisdom. It is only through being able to walk calmly and bravely through difficulties that the mature develop any sense of trust in God, life or in themselves. It is through this process they grow emotionally and mentally. As Benjamin Franklin says “Those things that hurt, instruct.” The emotionally mature learn not to dread, but to welcome life’s challenges for this very reason. 

(Source : https://www.entrepreneur.com/article/282654)

This Is How Women And Men See Work Differently ....

Why Two of their Perspectives—and Experiences—so dissimilar ??? 

Men and women go to the same business meetings, have the same colleagues, strive for the same jobs up the ladder. Yet a major new study by LeanIn.Org and McKinsey & Co. shows that men still get more promotions, more challenging assignments and more access to top leaders. And while growing numbers of women are negotiating for raises and promotions, they also face pushback when they do. A Journal Report looks at the different worlds that men and women inhabit at work—and what can be done to make them more equal.

Winning The Long Game....

I love this idea and am sure it has been implemented many times....  

Have you ever seen this in action???

Leadership Lessons from Nelson Mandela | Richard Male and ...

It is always better to lead from behind and to put others in front, especially when you celebrate victory when nice things occur.....

Have a great time !!!

Companies Should Put Employees First

"" Millions of Employees walk through our organizations every day, not just to get paid but to be inspired... !!""

In the book Employee First , Customer Second by Vineet Nayar, ignites the  radical New Philosophy in  the Companies & Sparked Revolution turning Conventional Management Upside Down...

KEY CONCEPTS FROM EMPLOYEES FIRST, CUSTOMERS SECOND

Get This Book @

https://play.google.com/store/books/details?id=_Km8W_Ke9MgC&rdid=book-
_Km8W_Ke9MgC&rdot=1&source=gbs_atb&pcampaignid=books_booksearch_atb

A Good Head & A Good Heart

Keys to Great Leadership: It’s About Using Your Head — and Your Heart

""A good head and a good heart are always a formidable combination."" — Nelson Mandela

But when you add to that a literate tongue or pen, then you have something very special.....

Seabiscuit illustrates a central point about the quest for the triple crown: both head and heart are required.

The way most leaders go about identifying and developing talent is utterly insufficient for what is needed to create a Triple Crown organization. They focus mostly on the head and neglect the heart.

They emphasize hard skills and capabilities like knowledge, skills, and expertise. They assess intelligence, education, pedigree, experience, technical competence, skills, and other conventional indicators.

The head is just part of the equation

Of course, those factors are critical, and sometimes raw brainpower is especially important. Princeton’s president, Shirley Tilghman, told us, “Brains really matter. You can’t be a leader here if you’re not smart.” Ron Sugar, former CEO and chairman of Northrop-Grumman (a global provider of military and commercial security systems), told us, “A lot of our work is literally rocket science, so we have 45,000 outstanding scientists and engineers.”

Even in intellectual and technical environments, the head is only part of the equation. Lynn Easterling, vice president and deputy general counsel at Cisco (the global networking solutions company), told us, “I can teach the hard skills, but I can’t teach good character or good relational skills. It’s much easier to find people with the hard skills than it is to find the people with both the hard and soft skills.”

The term “heart” is rich with meaning. Parker Palmer, a distinguished author and teacher, captured it well: “I’m using the word ‘heart’  as they did in ancient times … It meant that center in the human self where everything comes together — where will and intellect and values and feeling and intuition and vision all converge. It meant the source of one’s integrity. It takes courage to lead from the heart.”

Heart includes intangibles such as character, will, passion, compassion, courage, and persistence. Heart encompasses what energizes people, what carries them through adversity, what drives them to win.

Integrating the head and the heart

Palmer observed that people are healthy and whole only when they involve both their head and heart. The Vail Leadership Institute espouses what it calls an “inside-first” leadership philosophy. According to its founder and president, John Horan-Kates, “This whole concept is built around the notion that leadership starts with one’s character, which largely resides in the heart, and emanates out from there.”

Triple Crown leadership integrates head and heart. In his bestselling book, Authentic Leadership, author Bill George wrote that great companies must “figure out how to tap into people’s hearts — their passions and their desires to make a difference through their work.”

Lorrie Norrington, former president of eBay Marketplaces (the global division of eBay that manages its e-commerce sites), told us, “The heart really matters in leadership. Without heart, it isn’t possible to create passion, dedication, and lasting change in your business.”

Heart reveals character within

As we saw with Seabiscuit, heart reveals the character within. People with heart show a fierce commitment to their enterprise, demonstrating loyalty to their colleagues and passion for the group’s aims.

They show a healthy ambition to win and build something enduring and impactful. This fuels their performance and sustains them amid adversity. Football coach Vince Lombardi once said, “Heart power is the strength of your company.”

Some leaders say this heart stuff is too soft and fluffy and not sufficiently actionable. We disagree.

Triple Crown leadership proactively seeks, develops, and rewards people with both head and heart. It fills the enterprise with them, transforming both the people and the place in the process.

Excerpted from Triple Crown Leadership – Building Excellent, Ethical and Enduring Organizations, by Bob Vanourek and Gregg Vanourek.

So, The Good Vibe --- Your brain can play tricks, your heart can blind, but your gut is always right !!! 


& Yes, Off-Course The Best Philosophy In Life Is To Keep Mind Happy. We Dont Know Whether Success Gives Happiness Or Not But, Happy Mind Can Always Lead To Success :-))

#GetInspiredHere

https://thinkbigprofessional.blogspot.in

Improving Employees Morale & Motivation

LOOKING BACK ON ... HAVE YOU DONE YOUR BEST WORK TO BE APPRAISED ??

... When I come across such gems, I drop them into a “Snippets” folder.

Managing the Workplace » See how you can make their work lives more satisfying and productive !!

Skill Vs Talent - Do You Know The Difference ???

If you can learn it, it's a skill.

If it's important, but innate, it's a talent.

The thing is, almost everything that matters is a skill. If even one person is able to learn it, if even one person is able to use effort and training to get good at something, it's a skill.

It's entirely possible that some skills are easier for talented people to learn. It's entirely possible you don't want to expend the energy and dedicate the effort to learn that next skill.

But realizing that it's a skill is incredibly empowering and opens the door of possibility.

So,What are you going to learn next ???

#GetInspiredHere

https://thinkbigprofessional.blogspot.in 

The Game Plan To Your First Right Job !?!

#[eBook]»::AN EXPERT'S GUIDE TO YOUR FIRST RIGHT JOB by T ...

This book is an essential read for anyone who wants to jump-start their career.....

An Expert's Guide to Your Right First Job highlights the importance of knowing your personality, finding the right industry, choosing the right first employer and other such important decisions related to your career.

So, Finding the ' Right First Job '  ?? - A Great Selection for the  thought processing  towards  the way path in  the Careers.

#GetInspiredHere

https://thinkbigprofessional.blogspot.in

Intriguing & Thought Provoking !?!

There are 12 black dots at the intersection in this image.But Your Brain can't see them all at once....

#CrystalDynamics 

Performance Management & Cultural Alignment: People over Process

Performance Management has been broken for some time. But what if the reason it has been so unsuccessful is not because of the tools or the processes, but the alignment with the organization’s culture? Check out this finding from the 2016 Performance Management Study:

How We Work – Agile Principles

Emerging from the rubble of blown-up performance management processes are two important factors for sustaining engagement in people and organizational culture; agile goal-setting and frequent feedback. As the desired-state of agile teams becomes more of a reality the need for agile goal-setting quickly becomes apparent. Due to the pace of changing priorities the feedback loop between managers and dynamic team members must be frequent and concise.

So, Culture plays a significant role in performance management success to the people practices…

Most organizations are blowing up their performance management process or at least revisiting the approach, yet are still finding it difficult to make performance management work. In Brandon Hall Group’s latest study, they found that only 28 percent of companies report performance management as adding business value to their organization, but that number rises to 42% for organizations that say they have collaborative cultures, and 61% for organizations that say they have coaching cultures.


Wow. Companies with a coaching culture are more than twice more likely to have effective performance management than the average company, According to new Brandon Hall Group research.

The answer lies in the direction of performance management as a discipline. A study research shows it is not productive or constructive for managers to save up their feedback to blast the employee with 12 months’ worth of comments and criticism. Even 12 months’ worth of praise is not as help as praise given consistently to reinforce good performance and motivate future performance.

They’re seeing a slow growth of employee-focused activities that enhance the employee experience while still delivering value for the business. This includes everything from coaching and informal feedback to shaping managers into development advisors for their employees to help them grow and succeed. But there is still a struggle in determining how to provide structure and consistency while still keeping the employee at the center of it all.

Process vs. People: Creating the Right Balance

According to Brandon Hall Group’s 2016 Performance Management Study, nearly three quarters of organizations say their performance management process is more process-focused than people-focused. For instance, the goal setting, assessing, and review process is at the forefront instead of incorporating elements such as employee strengths, in-the-moment feedback, recognition, and rewards. Perhaps that is why just 28% of companies say their current approach is an effective method for managing employee performance.

Traditional performance management does not deliver value for companies and creates an adversarial relationship between employer and employee. By gathering information on how employees are performing once or twice a year, performance management seems more punitive than productive. In addition, traditional performance management is not tied to business outcomes or overall organizational success.

When surveyed about what has changed with existing programs, companies touched on some areas that clearly indicate a shift in the traditional approach?

• 18% supplanted annual discussions with informal, frequent feedback
• 14% eliminated use of a forced ranking system
• 11% replaced annual goal-setting with near-term goals

These three items are a stark contrast to the performance management processes of old: they are focused on actual business and individual performance. But, the percentage of companies actually doing this shows that much opportunity remains ensuring frequent alignment between managers and associates so that they could constructively discuss performance, development and career aspirations in a series of connected conversations towards leading practices effective in the organization.

Success ! Knowing Your Communication Style

HR Tantra :)

A Tale Borrowed from Panchatantra Stories
       - The Man, Son and Donkey

A man , son and donkey are on journey to village market . During the journey different people gave opinion on how the man should lead the donkey and son in the journey man tries to implement all the suggestions he gets At end the donkey falls into river and dies . 

In professional world there are always options and opinions. Each of them are right from the perspective . A good leader, listens to all but makes choices which are aligned to Business strategy and also ensures communicating to stakeholders early in journey so that the donkey ( projects) is not lost. 

What a Wonderful Fable ... Hope You Have Greater Take Away Analog Out Of !!

#GetInspiredhere

https://thinkbigprofessional.blogspot.in/

Have You Ever Been " Duped " By A Sociopath ???

I have run across the term “cat’s paw” just recently. It comes supposedly from an old Aesop’s fable that was adapted by Frenchman Jean de La Fontaine under the title Le Singe et le Chat that appeared in the second collection of his Fables in 1679. It tells the story of a cat that was convinced to pull chestnuts out of a fire by a monkey supposedly to share, however the cat never got its share. The fable became wide spread as a lesson in not becoming an unknowing dupe.

                                Don't be the HR Cat

Here is the post that described across the concept of a “cat’s paw” action in HR.

HR is often the Dupe

In the description of the case they used the term “cat’s paw.” that comes in a fable in which a monkey convinces a cat to reach into a fire to retrieve roasting chestnuts. The cat does so, gets its paw singed and the monkey gets all the chestnuts. The cat was duped into being the tool of the monkey, keeping the monkey from getting burned.

Likewise in the most decisions the HR was the cat’s paw of the supervisor. The supervisor, by not giving all the information, duped the HR into making a decision that the supervisor did not want to make or could not make, but wanted that result. The HR , by being remote did not know of previous bias against the employee or favoritism for other employees. The HR did not do his/her homework in the case.

The result of this shows that the company can still be held liable for decisions made with good intentions.This means that HR need to thoroughly investigate before making recommendations on terminations, others etc. As a HR our line of questioning always comes back to “Is there any reason to suspect that there may be some bias in this situation?” Ask that question several times, several ways.

So avoid being a “cat’s paw” in situations. Don’t allow yourself to be duped into making a decision to justify someone else bias.


#GetInspiredHere
https://thinkbigprofessional.blogspot.in

 

 

Training Facilitator & Process Facilitator - A Point of Difference & Intersection

Most Epic Ways That People Quit Their Jobs

Ain't it ?? Every day, Employees resign from the jobs with the strange ways walk out of the work....

 

There is interesting new piece coming out of the study from the survey of a HBR Study and impaction ways in surprising number !!

  7 Ways People Quit Their Jobs

(https://hbr.org/2016/09/7-ways-people-quit-their-jobs)

Strong Leaders Listen, Learn, then Lead !

I learn something new all the time. This idea – never stop listening and learning — isn’t novel. In fact, I came across a quote that sums it up perfectly from Bill Nye the Science Guy: 

“Everyone you will ever meet knows something you don’t.”

In the spirit, I’ve made it a practice to try and learn something from everyone I meet, and to seek advice whenever I can. I’ve found people are generally pleased to have been asked, and quite willing to provide guidance. Here are some ways to make all this happen:

Listen much more than you talk. 

This may seem counter-intuitive (how can you ask questions and seek out new answers if you don’t keep asking questions?), but it’s not. Ask what you’d like to know, and then be quiet. It’s easy to have a rapid-fire list of questions, but people tend to talk less when they know you aren’t really listening, but instead are lining up the next question.

I love the quote, “The biggest communication problem is we do not listen to understand, we listen to reply.”

Don't be too selective. 

Don’t seek out people who are just like you, even though that’s your natural inclination. The wider the range of people you engage, the more you’ll learn and grow.

If you want the real story, ask the people who actually do the work.

I realize I’m characterized by most employees as a “corporate suit,” so I’m certainly not looking in any way to denigrate our leadership teams. That said, one of the best ways to learn a company’s challenges and get a feel for the culture is to talk with the employees who deal with customers every day. 

Remember what you learned. 

Seeking advice is of little value if you don’t make use of it – and you can’t do that unless you remember it. If you’re one of those people who is not gifted with a “steel trap” type of memory, find a way to quickly and easily create some record of the ideas and advice you garner. Thankfully, smart phones are great for this. Whether you record a message to yourself, write yourself a note or send yourself an e-mail, capture what you’ve learned.

What were the words of wisdom that made all the difference in our life and career?

That Just Simple To Do:Keep listening. Keep learning. And Remember.

While this is good advice for any aspects of life!! You will be thank you for it always.

#GetInspiredHere

https://thinkbigprofessional.blogspot.in

 

Mindfull or Mindful ???

A Very Thought Provoking & Motivating Statement of Life

Once Someone Asked Me That How You Manage Your Time ????

I had just replied  that it's not  that I who being Manage Time, but it's reverse, the Real Answer is that it's  Time who Manages Me.

And Actually things Happen in Life Like that...

It's very Good if You Manage your Time Wisely but Time will very much more wisely Manage You !

#GetInspiredHere #LyfLessons
https://thinkbigprofessional.blogspot.in

I Like Directness ! How About You ??

 

Learn Unlearn & Relearn To Stay Current & Ahead

Learning Agility is the key to unlocking your change proficiency.To build growth mindset, you need to do these three things: learn, unlearn, and relearn.Use the new-new thing as the key to success. This attitude has it all backwards;it's not learning that is the challenge! I came across an article where the author, Alistair Anderson talked about the work of Dion Chang around learning !

This is one critical area that needs to unlearn a great deal.  It is the only way to be successful in the future.A key ability we need to look for and foster in our current and future workforce is adaptability. Technology and customer demands are going to require a flexible workforce capable of thinking on their feet. Part of this flexibility is the ability to unlearn what was known before and rapidly switching to a new way of doing something because future of work is all about the collaboration that needs to be more adaptive and flexible and not so traditional.

The future of work wants practical people to make working life more meaningful! What do you think? What are some of the things that should rethink? We are already seeing a rethinking of performance reviews. What else needs to be included?

Happy Read Too :) Tomorrow People's Millennials at work Reshaping the workplace - PwC

Managerial Competency Development

Managerial Competency Development Model that could help create an internal plan of modular nature and also make the plan visible to the employees.This build confidence in the organization and could improve retention if employees know their development path.

DO IT ! OR DITCH IT !

" Every successful achievement in life begins with a positive thought and a conscious decision."

Entrepreneur and businesswomen Bev James uses coaching and profiling principles to inspire people to be single-minded, learn how to plan, prioritize, delegate, and take action to get things done and get them done well in work and in life. To be successful you must have a passion for action and belief in your idea. You must recognize the right opportunity and take appropriate action to ensure follow-through and drive the project to completion. But how do you decide which idea to run with and which action should become your top priority? In eight simple steps, Bev's down-to-earth Do It or Ditch It approach teaches you how to make clear decisions from the outset so that at every step along the way, you will be more likely to succeed.

Though Provoking & Useful! 

[ Bev James - Do It! or Ditch It - YouTube

Do It! or Ditch It eBook: Bev James: Amazon.in: Kindle Store ]

It's The Sweetest Sound In The World...

Dale Carnegie wrote in his best-selling classic, "How to Win Friends and Influence People," that the sweetest sound to a person's ear is the sound of their own name.

When you recall the name of someone you met five minutes, five weeks or five months before, you have made a lasting positive impression.

Stop and think how you felt the last time someone surprised you by recalling your name. Didn't it make you feel special?

Zig Ziglar told us, "People don't care how much we know until they first know how much we care." The person who demonstrates she cares by recalling names will have an endless supply of friends, customers and admirers.

Knowing this, how many times have you been introduced to someone and two seconds later cannot remember their name?

Have you ever been at the bank, the grocery store, a movie or a ball game and seen someone that you knew and you could not recall their name?

Was it a business contact (or a business prospect) and you lost the ability to build a strong relationship by recalling their name?

Learning how to remember names is just a small part of the many benefits there are to improving your memory skills.

-- It will also build your confidence in giving presentations and speaking in public.

-- You'll easily recall important information from books, magazines, newspapers and articles you read.

-- Cut down on your study and research time and make that time far more productive because of your increased retention.

-- And on and on.

Simply put, improving your memory is one of the very best skills to invest your time and money in. The return on investment is incredible!

Just Think on it....

#GetInspireHere

https://thinkbigprofessional.blogspot.in/