Very recently I received a power point presentation called the peacock in the land of penguins. In the final paragraphs it clarifies how in life and in organizations, creative people are recruited because fresh talent and creativity is required to rejuvenate the organization but then once “in”, the new recruits are put under pressure to conform to the older and staid rules of thinking and behaviour. Alas; this is life! The Ford Motor Co is a fine example of this malaise. In an organization, at least, the recruit has an option to leave and look elsewhere and many do. The misfortune of life is that all the cards are stacked in favour of those at the top in any hierarchy, be it commercial or social. A candidate who changes his organization or activity too often will not be seen as a multi-tasker and talented, rather this would almost certainly be seen as a sign of inconsistent behaviour and even failure.

Most people think, work and live their life generally with the prejudices that they tend to pick up in their short lives. A good professional education gives them the wherewithal to make something of their lives. Most are really capable and in their chosen field do rise to the top but soon get stuck in their own success. It is happening with clockwork regularity with all of us. Look around and you will see people with promise and acumen who were success stories in their prime now are stuck in their typical groove; nothing wrong in this except the fact that they are now in a position of authority and so involved with themselves that their eyes and minds are closed to all inputs differing from their own standpoints. It can be difficult for their juniors because they are not only in a position to stifle their juniors they do so with gusto. Their influence extends even to people in their surroundings; you can only be an extension to their selves.

Once in a position of influence every individual regales in it. Bosses browbeat their juniors, teachers ask for silence, DMs (District Magistrates) order lathi charges, husbands batter their wives into submission and wives teach husbands a lesson or two through passive aggression. The question is why? I have seen this happen over and over again. Why do we first create a relationship and then go all out to break it?

It seems so silly to desire to be surrounded by fresh ideas, voices and talents but not give them any rope. Instead of making use of their creative abilities and being their mentors, elders become their tormentors more out to prove themselves in their elegant superiority. We are looking for a quiet audience; not partners or associates. In personal relationships, this scenario is played out in every marriage. It has always puzzled me no end why people who profess to need each other and love each other to the end of time soon start berating each other, see only their faults and the favourite phrase between them is often “shut up” and “leave me alone”.

Have you heard the wisecrack “Be reasonable, do it my way”? This seems to be the main theme of life. If only we could get away with it. In the last few months I have had the good luck to read about Pablo Picasso and see him in a movie too. From what I can gather, this man of prodigious talent, found material success in a big way and could cater to every whims of his. Yet like the last Nizam of Hyderabad, he was living in glorious loneliness. He was really a man of great capabilities and sadly nothing of it ever passed on; what a tragedy. There was no sharing. He spoke and you listened. He did his bidding. He entered into relationships with no intention to maintain any. Many women came in his life and out they went. As the women recount, he would suck the life out of them and give nothing in return. If only he had shared some of his spirit and let it live after him!

I have known closely another brilliant man. The first in his family to become a graduate in the 1940s, he was a capable artist, musician and very good with his hands and well-read too. He rose to an eminent position in the business world and was highly respected as a brilliant and creative manager. He was genuinely interested in life and learning was in his blood. This was when he was in his thirties and forties. He was so well ensconced in his life that he forgot to upgrade himself with time and forgot the art of listening. He never shared his experiences and wisdom. By the fifties his aura was diminishing and by the time it was time to retire he was a highly respected man in the organization but the upper management would keep him a little isolated by making him a master of project in which interaction was limited with the rest of the organization. His family was in awe of him for the most part of his life and afraid for the rest. Slowly he was being left alone as he would not let anyone speak in front of him. The only person who talked back at him was his wife and she never had much good to say. More often than not, when they were not bickering they were not on talking terms at all. He died a depressed man.

“Why quarrel?” was and is my question. Why not make the best of the relationship and enjoy the togetherness by listening and giving? But this seems to be the most difficult part of the bargain. Instead we throw out our ire on the closest and nearest and make our own lives miserable to boot.

Who Is A Procrastinator?

To overcome the habit of a procrastinator, you should first identify the common tell-tale signs. Because this is a habit shared by several people, sometimes you won’t even be able to identify that you possess these characteristics.

A procrastinator is someone who puts off task at a later time, thinking they have the ability to complete tasks last-minute. Plus, s/he likes to believe that they have things under control until confronted by the reality that time is fast running out and there are still loads of work to be done. Even though he or she manages to complete the task on time, the quality is questionable.

Reasons For Procrastination

There are several reasons why people procrastinate. Oftentimes, it is innate to an individual or it could be lack of self discipline. However, it is important to point out the reason for this unhealthy habit so as to know how to deal with it.

1.Desire for perfection. Aspiring for perfection is not a negative thing. However, you have to make sure that it is realistic enough for your own skills. If not, then you are merely finding an excuse to postpone tasks.

2.Frustration. When tasks become too difficult, an individual’s response would be to give up easily due to frustration. Aside from complaining about the task, you often decide to put it off until such time when you are at a better mood to attend to it.

3.Lack of belief in own ability. When you start doubting your own skills and abilities, you will find it of no use working on the task assigned to you. Hence, you will lose productive time and end up accomplishing nothing.

Finding A Cure

Only when you have been able to recognize the reasons for your procrastinating habits will you be able to arrive at a resolution to your problem. There could be several reasons for this, so you have to arrive at a specific angle to effectively address this unhealthy habit.

For some people, responsibility is a burden. Therefore, when they are obliged to do something, they initially resent it and look for ways not to deal with the responsibility. However, by embracing your task as something that you actually enjoy doing, then you’d become more productive in it. In order to do that, you must create a balance between work and recreational activities. Do not punish yourself by depraving your schedule with fun. Make room for fun into your schedule. This might seem unproductive but by doing this, you will realize that you become more productive.

As soon as you start work on a task, the amount of work you need to put in could readily discourage you. Therefore, you need to mentally condition yourself to appropriate this one large task into smaller tasks that are more manageable. Once you get started on one, you will find it easy to pick up the pace and before you know it, you are finished.

Benefits of Overcoming Procrastination

1. Peace of mind
2. Having a sense of accomplishment
3. Regaining control of your life
4. Increased personal freedom

Self discipline is essential in helping overcome the habits of procrastination. When you learn to identify the unhealthy habits you possess, you can be on your way to overcoming procrastination and increasing your productivity.

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Larry Rivera is a Internet Network Marketer who teaches people how to use the internet to start a home based business. Success University is the #1 Personal Development website on the internet. It gives you a place to earn while you learn. Having problems with relationship building, Learn the skills they never taught you in school.

http://www.profitonknowledge.com

In his book, Getting Engaged: The New Workplace Loyalty, author Tim Rutledge explains that truly engaged employees are attracted to, and inspired by, their work (“I want to do this”), committed (“I am dedicated to the success of what I am doing”), and fascinated (“I love what I am doing”).

Employees who have these essential traits within themselves, become the brand ambassadors of the company and make it an Employer of choice.

Different studies have been made inside and outside companies to know about the attachment/engagement of employees with the company and the results are like high current waves in a sea, which can lead to disaster.
Results show that only 29% of employees are actively engaged in their jobs. These employees work with passion and feel a profound connection to their company. People that are actively engaged help move the organization forward. 84% of highly engaged employees believe they can positively impact quality of their organization’s products, compared with only 31% of the disengaged. 72% of highly engaged employees believe they can positively affect customer service, versus 27% of the disengaged. 68% of highly engaged employees believe they can positively impact costs in their job or unit, compared with just 19% of the disengaged. Engaged employees feel a strong emotional bond to the organization that employs them. This is associated with people demonstrating willingness to recommend the organization to others and commit time and effort to help the organization succeed. It suggests that people are motivated by intrinsic factors (e.g. personal growth, working to a common purpose, being part of a larger process) rather than simply focusing on extrinsic factors (e.g., pay/reward). [Ref: Blessing White (April 2008). 2008 Employee Engagement Report].

Advantages of engaged employees
•    Engaged employees are of mindset to stay with the company, and contribute to the bottom line of the business.
•    Usually they execute better and have smiles on their faces.
•    There is a significant link between employee engagement and fostering environment for creativity for sustained profitability.
•    It builds passion, commitment and alignment with the organization’s strategies and goals.
•    Increases employees’ trust in the organization and creates a sense of loyalty in a competitive environment.
•    Provides a high-energy working environment.
•    Makes the employees effective brand ambassadors for the company.
It shows how imperative is employee engagement for sustainable growth of the organization, especially in today’s aggressive scenario, where attrition rate is getting high.

Key drivers for engagement
Employees have different thought processes which drive them towards getting involved with the company. Here are some key drivers.
•    The importance they have in the company in terms of policy making, decision making etc
•    Their career matrix, along with the challenges of work
•    The monetary aspects/benefits
•    Other factors like health, safety, security
•    How open are they to put up their points in front of management
•    How happy they feel when they come to their respective offices
•    Reward and recognition program
•    Effective leadership; leadership by example
•    Motivation towards work, by means of mentors, coworkers
•    An assertive feedback of their work and clarity of responsibilities

Practices for engaging employees
1.    Meetings: Meetings are the best way to know about the gamut of the company we are working into. These days Intranet also helps a lot to break the ice. The more employees know their company, the more they feel involved. It has also been observed that sometimes, employees spend a good amount of time on the intranet and are taking things forward. Employers can set their default home page as their company’s portal, and see the difference it makes. In the same manner, in-house magazine also works. Inviting employees to write their own viewpoint make them feel involved with the company.
2.    Skill update: Technical trainings/soft skills trainings/certification programs/higher studies always make employees feel prouder of the company they are working with. In today’s competitive world, the skill enhancement is the only way to survive happily. That’s why when companies take care of their employees upgradation, employees also feel engaged.
3.    Reward and recognition: Another way for connecting employees and to bring a smile on their faces. On-the spot appreciation, which can be for anything advantageous for the work place or for the entire company, or the recognition award given at some very special day for the stupendous performance or contribution, are some of the ways which also add in to the value of employee-engagement.
4.    Developing organization culture: These days companies are doing a lot of brain storming for developing their culture. Celebrating events is one of the ways to do so.

Here are a few pointers that can help get the most out of the STAs for the organization and the employee:

1. Agree on the duration of the assignment: Many assignments tend to keep stretching beyond the initial term agreed upon. It is just as difficult for single employees as it is for those who are married or have children. (read some of the comments on the article posted here) The problems are different. Agree on the motivation of each player – the employer and the employee. What do they both expect to get out of the assignment – the outcomes, learnings and possible challenges.

2. Agree on the what if scenarios as best as you can: Knowing what role or assignment one could come back to is comforting and reduces anxiety of the assignee. If the business scenario demands a shoter term or extension of the time of the STA, agree on the what-if scenario upfront.

3. Agree on allowances, benefits upfront: The number of home visits, emergency trips back, allowances etc all need to thought through and agreed upon before proceeding on the assignment. It is important to stress how this may change if the duration of the assignment changes. It is also important to think of providing emotional support and anchors during the assignment to the employee and the significant other – especially if they are staying back.

4. Encourage the assignee to talk to others: Especially who have been on STAs – especially if they have worked in a similar or neighboring geography. Assigning a buddy or an employee who they reach out to can help quell some anxiety. Some organizations assign a coach even for the spouse or partner or significant other.

5. Insist on cross cultural training and preferably language training: This helps the assignee understand the sensitivities of working in a different environment and makes them aware of what might potentially be a deal breaker in the new land.

6. Design a re-entry plan: It is hard to hit the pause button in your life and go away on an assignment only to return after the assignment and resume seamlessly. Even if the person comes back to the old assignment and role, the equations would have changed. The colleagues would have changed and certainly the world view of the assignee would have changed. It is a time for adjustment for all – colleagues, employer, employee as well as the family. STAs when handled skillfully can offer a win-win for the employer and the employee. Yet there are plenty of examples of the best employees failing at these. There could be broken homes, messy relationships, disappointments if there is no partnership between the organization and the assignee. So build in the support anchors before you need them. If nothing else, before you go say yes to the assignment, read this research report and then decide.

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The break was over. All newbies were asked why they had joined Human Resources. Most of us tried to look cute and said, “Because I loooooove talking to people” or that “I am a people’s person” or that all my friends love telling me their problems and so I thought I should be in HR”. Over the next few years reality struck us between the eyes and blew all those cute statements to smithreens. But even now there are HR people lurking around in organizations who say, they are in HR because they “like being with people”. Hmmm… but dude, do PEOPLE like being with you? If like me you get heebie jeebies when people give that as their reason to choose HR, do something about it. Nip this tendency in the bud. The next time you interview HR people, spend the first hour asking them these questions. If they answer them confidently without too many disclaimers, then that is your HR person for the next few years.

 About the current employer Caveat: Whatever is not in the public domain or cannot be shared for confidentiality reasons should not be asked for during the discussion. These are some questions that help you understand if the HR person has really been a business partner or was it just a lot of sweaty nothings

1. What is the competitive scenario of that industry. How has it changed over the past three years. What do you think are factors that will impact the industry over the next three years. What data do you have to support these assumptions?

2. How does your company’s go to market strategy differ from the competitors. Which one os better and why. What has been the greatest advantage or disadvantage of using that approach.

3. What are the major consumer trends that are impacting the business? What is driving the change? What are some of the white spaces in the market? What will it take for an organization to reach those consumers? What should be investments the company should make to bring down those costs? What is the latest technological innovation that will dramatically impact the way customers choose your company’s products? Are there new demographic segments that are emerging, or going away that will affect your consumer base strongly?

4. What percentage of your time do you spend with your organization’s customers and suppliers? What do you think the suppliers or vendors’ pain points are? What are the regulatory requirements of the company’s product? What are the recent legislative changes that have had a major impact on the way the company does bnusiness?

5. What are the innovations you have done in your assignment(s)? How did the innovations come about? What alternatives did you think of before choosing this option. What is the biggest drawback of the solution you have recommended? If you look at your approach of implementing your idea, what went well and what could be done better?

For the new assignment Problem Definition and Planning Approach: It is always useful to ask for the candidates ideas on how they would approach an actual problem that the business has. It gives the hiring manager great insight on how the candidate goes around redefining the problem? Breaking down the information, creating a project plan, talking to experts, research or benchmarking are all approaches that are possible.

Ability to Innovate: Once the applicant has outlined the problem definition and planning approach, you could now check how innovative the person is. Does the person try the beaten path? Does the person come up with alternatives? Does the person have out of the box ideas? Incremental innovation or transformational innovation – what is it? (Check out that video on the innovation process and how Google uses it. )

Deep functional skills and knowledge gained through application: Functional skills that have not been applied in the business scenarios are unproven. Of course if you are hiring someone for whom this will be the first job, then this it is OK to test depth of knowledge and perhaps a deeper grill on what the internship projects or term papers have been about. All that it does to check if the person goes deep or is happy skimming the surface. Stay warned, these habits may show up often in a work setting as well.

Career path and motivation: If there is a happy fit with the candidate and the current role, most employers jump in to close the deal. Find out what drives this person. What are the career aspirations the person has and what time frame does the person wish to achieve them. Do they want a career as a generalist or as a specialist? This will be an important way to check for a match between the options available within the organization and whether the time frame that the candidate has in mind will match what the company would offer.

Whoever said hiring good HR people was an easy task?

More articles by Abhijit Bhaduri at http://abhijitbhaduri.com

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The Collins Dictionary defines ethics as moral beliefs and rules about right and wrong. An ethic of a particular kind is an idea or moral belief that influences the behaviour, attitudes, and philosophy of a group of people. Webster Dictionary defines ethics as a discipline that deals with what is good and bad and with moral duty and obligation, or as the principles of conduct governing an individual or a group. Larrouse, a French Dictionary, defines ethics as a part of philosophy that focuses on the fundamentals of moral, or as the set of moral principles that are the base of conduct of anyone.

What induce more noise in international negotiations are the cultural aspects, which are misunderstood and confused with ethical differences.

The cultural aspects that need to be highlighted are: the protocol, the religion, the use of colours and their meaning, the corporal language, meal customs and gifts.

There is, also, another perspective about different cultures, which is from Geert Hofstede, and analyses cultural dimensions. They are: Power Distance Index, Individualism, Masculinity, Uncertainty Avoidance Index and Long Term Orientation. One possible use of his method is in International Businesses. The score of many countries is available on his web site.

Business is business and ethics are ethics. The grey area that many people try to develop, to be used as excuse to fail or to allow, or endorse, unacceptable ethical situations must not exist.

When a reporter asked Peter Drucker what he would teach in a lecture about ethics, he answered that it would be the shortest one in the world. He would just say: “If you can’t look yourself in the mirror for something you’re about to do, don’t do it.”

Ethics is about morality and not bringing damage to anyone, to the business, environment, colleague, partner, neighbour, friend, and so on.

A common idea that I read about a lot is that bribery is expected and usual in some countries. Bribery is wrong in any place of the world. It is difficult for me to believe that there are some people, serious people that endorse that practice and say that it is natural in some places.

For bribery to exist, we need to have at least two actors, the one that “donates” and the receiver. The powerful offer advantages, gifts and bribe to have their interests attended quickly, and that process in some world regions becomes more usual. It is easier to buy the guy than to explain what one wants.

In 1999, a diplomat from a developed country said, in an emerging country: “Who has the money makes the orders.” I think that I don’t need to make more comments about how bribery has expanded in some regions.

Then it is said that each country makes or interprets their business ethical standards. I believe that it is, also, not true. Each country has a level of “corruption contamination” that should be the reference. Corruption is not only a characteristic of poor countries. We find it also in developed countries, and frequently.

So, ethics is one thing, business rules and cultural aspects are another. How to deal with cultural aspects depends on the study and interest of each one that wants to develop international business.
 
To kill, to steal and to harm others aren’t morally acceptable behaviours in any place in the world. Business rules are made by the human beings and followed in a moral or immoral way, as their conscience and education says.

Although creativity is a component of innovation it is often seen as a standalone topic and many HR professionals and senior managers treat it as exactly that. Readers who truly appreciate creativity and its benefits will know that the greatest value is obtained from long term interventions – training plus cultural change is more valuable than simply being furnished with a copy of De Bono’s Six Thinking Hats.

The difference between slow food/slow innovation and slow creativity is that when innovating, the slow options are usually different from the fast option. The components of slow creativity are, however, exactly the same. The difference lies in timescales, combinations of interventions and above all skill and knowledge in introducing new techniques and ideas.

So if slow is good, what does it look like? Here are a few ideas about what to look for:

•    Realistic timescales, avoid the rush to generate new ideas this afternoon.
•    Beware the boss distributing self help books.
•    Look for opportunities to collaborate with others.
•    Look for ways to determine if what you are doing is working.
•    Ensure that whatever methods you use do not exclude others.
•    Signs of increased intrinsic motivation.
•    Signs of changed and exploratory/learning behaviour.

But what happens if you apply the ‘quick fix’, maybe forcing groups of unwilling individuals to brainstorm with post-it notes? Again this is not an exhaustive list but you might notice:

•    Reluctant participation and a possible decrease in output.
•    Less variety and volume of ideas due to a narrowing not a widening participation.
•    Individuals struggling to come up with ideas on their own.
•    Less focus on playful behaviour and emphasis on quantity not quality of output.
•    Increased absence or reasons to focus on more ‘important tasks’.
•    An aloof and critical management style.

So slow is good because it adds value and is sustainable. Borrowing from the food metaphor, slow creativity requires a competent chef whilst slow innovation and slow food require both a competent chef and a different list of ingredients. And here is the key. Because slow creativity uses the same tools and techniques it is too easy for inexperienced people to dabble. Thus the moral of the story is ‘go slow, go carefully’.

Worse than having an unhappy employee is the fact of not knowing having one; this is a dangerous bug. If survival of your team is your responsibility, then you need to learn to locate the fuse and fix it before the grenade blows up.

The clues would be there. It is a matter of recognizing them. The first clue is uncharacteristic behaviour. This is something very difficult to hide. Very few people are good enough actors to hide their dissatisfaction if they are feeling it. If they are not happy, they want the world to know and share their grouse. There is self-pity here somewhere. Circumstances and their position may not be right and the employee would hopefully be intelligent enough to know this. So he will bide his time but small subconscious patterns will leak out from under the cloak. For instance, avoiding conversation and taking too long to finish a given job. Knowingly allowing mistakes to creep into the final work and having excuses ready for it, which can be construed as passive un-cooperation.

The company of this person somehow becomes uncomfortable. You have to sense it but it is difficult to describe. Things like forced laughter, missing out in conversation, daydreaming and increased arguing can be pointers. Unfortunately there are many who are made that way in their best self and it is my opinion that they rarely make good employees or partners anyway.

Another clue is dropping-out behaviour. Coming late and leaving early on some pretext or the other; reporting sick more often than would be normal. These are clues that one cannot argue about but should certainly raise some eyebrows.

Once the situation has been recognized the second step is to do something about it. So focus on the problem person. Does the job really interest him? Or is he passing time till he finds another? Losing interest in one’s job is normal. A new employment is a new challenge and comes with rosy pictures of advancement and who knows what. Once on the treadmill, it does not seem this way. Many others are already in the Q. People with overestimated self-worth are the first hit with negative surmises and easily persuade themselves that they are good but the system is bad. Soon they even isolate the ones they think are the source behind their delayed advancement. In this atmosphere they soon become a discordant note to every tune. They need ego boosts. Make them feel important. If this is difficult, I really don’t know what you can do except to ask them to leave.

Regardless of all the above, it would still be a good idea to wonder if you as the employer did not give your disgruntled employee wrong ideas about the job when employing him. Perhaps you dangled a too big a carrot. The employee therefore is quite right in feeling resentful. Your art would be in curing him of this feeling. Try to put in some effort to help him up the ladder otherwise he will only become progressively more resentful and unknowingly or knowingly he will surely hurt the organization sometime sooner or later; most probably sooner rather than later. Positive feedback can do wonders to morale.

An important factor is that the employee may really be right in feeling the way he feels. The job condition can very well dictate negative behaviour. For example take the complaint-box in a service provider company like the MTNL. The employee does not make the rules nor is he responsible for the service but he has to listen to the abuse day in and out. Obviously if his contribution is not appreciated and he is continuously treated as a mere employee of no importance, he is going to be a very unhappy person indeed. And, if you think he cannot hurt the organization in anyway, you have got a thing coming.

Besides all this, there may be other factors at play in his personal life. Like a mismatch in marriage, financial difficulties, illness, pressures in the family and so many other possibilities. Here wisdom dictates, some attention from the manager and wherever possible assistance to overcome difficult moments in life. Just listen to your employee as a friend without being the boss and you will be surprised at what he can tell you. Don’t ask leading questions, just sympathize and do not react. Very few human beings can really cope with everything that life throws at us. So, develop empathy and help your team and they will help the organization to grow in turn.

Sometimes Creativity just doesn’t work for one or more of the following reasons:

• The problem scenario or situation has not been properly defined
• The facilitator does not have the correct skills
• The participants are unwilling

Or more than likely the wrong techniques have been selected. Alas you cannot use brainstorming for everything! So how should you go about categorising and selecting techniques?

The following ideas might be useful:

Group/Solo working – who is going to use this technique? Will you use it for one person or a group?

Converge/Diverge – are you looking to focus on, or identify just one possibility or are you wishing to actively generate many options or ideas?

Exploration/description – does the technique allow you to just explore or perhaps describe the situation more fully?

Reality checking/planning – you know what the possibilities are but you need to check that your ideas are feasible or to set out some course of action.

Idea generation/building – this is divergent but are you generating los of ideas or taking a smaller number and building upon them?

If we want to classify Reverse Brainstorming then we could classify it as Solo or group working, convergent, exploring, idea generation. A Cartoon Storyboard could be classified as Solo or Group working, convergent, planning or building.

So how should you select a technique? Often we wish to perform several actions one after the other but for the sake of simplicity lets imagine you need some ideas about how to beef up your sales and marketing effort. You could work either on your own or in a group, you simply wish to generate a large number of ideas in a short space of time. Something like Reverse Brainstorming or a Nominal Group Technique might be the answer. If, however, you needed to explore or describe your current situation before moving on to generate ideas then the above techniques would not be ideal and you might find a modelling, drawing or even visualisation technique more useful.

Go on, try it! You might even find this Creativity stuff useful.

The way the present captain MS Dhoni paid his gratitude towards two former captains was remarkable. It is a learning experience for me.

Neither was he forced nor did anyone pay him any extra bucks for the act he did on the field. He invited dada to lead the team in the last over of the match. At the award ceremony, he invited Anil Kumble to collect the trophy.

Where does this attitude come from? This is just how we see life. This is how we show what kind of a personality we are. This is how we express our team spirit.

In the corporate world, how many of us have the attitude displayed by Dhoni? Do we pay our gratitude to the person whom we replace or to our former boss?

Maybe yes for someone…maybe a matter to think over for others. Anyone who does that surely captures a place in our hearts.

We should learn from the leadership skills Dhoni showed on the cricket ground yesterday.